In my experience, when people say "feedback," they really mean "review."
Formal reviews (quarterly, yearly, etc.) can be great opportunities for growth and alignment. And, for getting very clear on goals and expectations. There's no shortage of online content for good review formats. I'd suggest a simple search, and pick what resonates with you.
One of the best reviews I ever heard about was kind of a "reverse" review: Instead of providing a critique to the employee, you ask the employee to give you the review. This is a wonderful way to open up real dialogue.
Now, feedback, on the other hand, generally works well when it's given often, authentically, without drama and without judgement ... and with a healthy dose of appreciation and support.
Further, I would submit that, without regular feedback, formal reviews lose much of their value.
Personally, if asked to choose, I'd focus on feedback skills first, and worry about formal reviews second. I've found a total lack of the former, and way too many ineffective instances of the latter.
Food for thought, anyway. :-)