Keeping a highly-stimulated and involved workforce when they are not directly involved in the core business becomes increasingly difficult. The more obvious the tie between the activities and the outcomes, the more easily one is motivated by the macro goals.
Performance-related rewards, including more praise than criticism related to a specific job well done will, over time, have a more dramatic impact on productivity than throwing more money at the symptom.
It's important to manage our feedback processes to maximize opportunity while minimizing risk. If you apply these concepts to your feedback, you will be well on your way toward enhanced performance, improved satisfaction, and better relationships.