2.  Reward the behavior/attitude you want. Why would someone do what you want them to do? You have to link a reward to what they really value. A great book is Who am I? by Steven Reiss, PhD. He discusses all the things that really motivate people.

3.  Be motivated yourself! If you aren’t on fire about something, you can’t expect others to be! Enthusiasm is contagious (as is the lack of it).

 4.  Have a vision for the future. What are you motivating them for? There should be something better you’re all working toward. Paint that vision clearly enough for them to see it and want to achieve it.

5.  Treat them fairly and well. The one thing that has the biggest impact on employee morale is How a person is treated by their immediate supervisor. Treat them fairly, set a high (but not impossible) standard of excellence, and catch them when they fall. They will follow you anywhere.

6.  Give them information. Let them know how they are doing, give them feedback. Tell them about the big picture, they want to be part of something important. Information helps get buy-in and that’s what motivation is all about.

7.  Empower them. Micromanagement never motivates anyone. Train them well and let them have some freedom. Do you really want them running to you with every little issue? If they are, it’s your own fault.

8.  Listen to them. They must have a way to voice their concerns and celebrate their victories. Good motivators have to have a way to get input and feedback from their followers. Don’t just assume your people will come to you if something is wrong.

9.  Believe in them. People know when they are trusted and believed in. They also know when they are disliked or resented. If you are trying to motivate someone you don’t like, I suggest you either replace them with someone you do like or find something about them or their work you like and value.

10. Make things fun! All work does not have to be drudgery. You can add more opportunities for fun into almost any setting – even if it’s just doing something enjoyable at the end of the day. Be creative! Most adults don’t get many opportunities for fun these days, and if you can supply some, they’ll enjoy work much more.

Managing people calls for a mix of skills, and any list is bound to leave a few important items off.  But these three issues are crucial to leading with integrity and building a positive, productive relationship with your workforce:

• The golden rule.  Don’t adopt a “Do as I say, not as I do” attitude with your employees.  If you expect them to be honest with you, tell them the truth even when it feels awkward or risky.  Don’t tell them to get the job done any way they can and then criticize their methods.  Be consistent and fair in your treatment of everyone you work with.

• The face-to-face element.  Employees need to feel comfortable talking to you one-on-one.  If their only interaction comes through curt emails and brief, meaningless chats, they won’t ask questions, make suggestions, or alert you to problems when you’ve got the best chance of avoiding disaster.  Be approachable:  Keep your door open, symbolically and literally, as much as possible; listen to what they say; and watch for hints that they want to tell you more.  Encourage employees to speak their minds, and don’t punish them when they do.

• Everybody makes mistakes.  Employees won’t lose respect for you when you’re wrong, unless you refuse to admit it.  Don’t waste time attempting to justify your decisions when they fail to achieve results:  Be open about what went wrong, and then move on.  Results, not excuses, matter to employees and managers alike.