The New Five Truths of Employee Motivation

Sure compensation is important, but most employees consider it a right-an exchange for the work they do. Rather, they want is to be valued for a job well done by those they hold in high esteem. They want to feel what they do make a difference. Money does not do this; personal recognition does.

How many managers consider 'appreciating others' to be part of their job responsibility? Not many. They tend to be too busy and too removed from their employees to notice when they have done exceptional work-and to thank them for it. Limited appreciation leads to limited motivation.

For example, recognize a high performer in the company newsletter or website. Have her manager's manager call to thank her for a job well done. Leave a voice mail praising. Distribute a praising e-mail to everyone.

When workers and supervisors were asked to rank a list of motivators from 1 to 10 in order of importance to workers, workers rated 'appreciation for a job well done" as their top motivator; supervisors ranked it eighth. Employees ranked 'feeling in on things' as being #2 in importance; their managers ranked it last at #10. What is one person's carrot is another's 'yucky' orange vegetable.

They are often too busy focusing on what's urgent and forget about regularly motivating and recognizing employees. They forget about it until morale sinks, employees quit and then management must scramble to figure out what's going on. At this point, responding to poor morale is much more difficult than doing little things along the way to keep it high.

When economic conditions turn tough or when the heavy work load seems never-ending, leaders tend to forget the "basics"-building commitment and loyalty beyond the paycheck. It's the small things everyday that can bring down morale and it's the small things everyday that can raise performance. A holiday party or picnic once or twice a year probably won't do it. Rather, it's a leader's sincere recognition that employees are assets to be valued, not tools to be used up and discarded.

Marcia Zidle, the 'people smarts' coach, works with business leaders to quickly solve their people management headaches so they can concentrate on their #1 job ­ to grow and increase profits. She offers free help through Leadership Briefing, a weekly e-newsletter with practical tips on leadership style, employee motivation, recruitment and retention and relationship management. Subscribe by going to http://leadershiphooks.com/ and get the bonus report "61 Leadership Time Savers and Life Savers". Marcia is the author of the What Really Works Handbooks ­ resources for managers on the front line and the Power-by-the-Hour programs ­ fast, convenient, real life, affordable courses for leadership and staff development. She is available for media interviews, conference presentations and panel discussions on the hottest issues affecting the workplace today. Contact Marcia at 800-971-7619.

TEXT-S&P revises Apollo Investment Corp outlook to stable Reuters (The following statement was released by the rating agency) -- Apollo Investment Corp. (AIC) has announced changes in management, a reduction in its dividend, and adjustments to its investment strategy. -- In our view, changes to the firm's investment ... Apollo Investment Changing Strategy, ManagementWall Street Journal Company News for February 9, 2012Zacks.com Apollo Investment's CEO Discusses Q3 2012 Results - Earnings Call TranscriptSeeking Alpha Economic Times -Tech24 all 28 news articles »