You can't fake employee praise

You've read all about the latest cheap employee motivational techniques. You memorized the exact phrases that will spur your staff onto new and higher levels of productivity, reduce accidents and virtually eliminate absenteeism and turnover. You have the proper token in hand...a thank you pin, a gift card or whatever little doo-dad is supposed to convey your "gratitude for all their hard work."

There's only one problem...you don't mean a word of it! You are using a technique to try and manipulate your employees into working harder, complaining less or staying in jobs they may have outgrown. You know it's true. And you know what? Your employees know it, too.

Let's start over. If you really want to motivate your employees, there are a few things you need to do.

1) Really mean it.

Are you really grateful to your team members for the work they do? Or do you believe that they should be grateful to have jobs? Any jobs. If you're operating from the latter view, nothing you do will really inspire them. The change has to come from you. Start looking for the extra effort, the new ideas, the commitment to doing a job well, and make that your focus. Start with sincere thanks for those and you'll find your attitude....and your employees' performance changing together.

2) Find rewards that matter to employees.

Rewards don't have to be expensive to make a difference, but they do have to matter to your employees. Budget tight? Reward employees with some light-hearted fun, a cake for the team to share or an unexpected afternoon off (paid, of course!)

There are books filled with simple, inexpensive ideas for getting employees excited about work. Look through them, and find a few ideas that match your employees' interests and personalities. Those same little gifts or thank you cards that failed when they were being "used" may work wonders when they are given with sincerity!

3) Make recognition a team value.

Encourage your staff to pay attention to the good things each of them does, and to offer their own thanks. Use team building exercises to overcome competitiveness and build a solid, collaborative team.

4)Maintain open communication.

Keep the lines of communication open. A manager who swoops in once in awhile to hand out an award certificate will not have the impact of one who is present and accessible on a daily basis. Your presence allows you to see and act on the good things your employees are doing. And good communication is a motivator, too. Employees who feel heard perform better.