Sometimes it’s what you don’t do that motivates staffers, not what you do.
Confused? Don’t be.
Some folks don’t need coaching and praise every five minutes despite all the mumbo jumbo out there on stroking Millenials egos.
Truth is, the best leaders know when to engage their people and when to back off and let them do their jobs in peace.
Here are four dos and don’t that help motivate team members:
1. Do reward success
Rewards don’t have to be monetary or even tangible things.
Some of the most effective rewards can be a pat on the back, a sincere thank-you or a simple group celebration.
True story: Renowned Asian chef Susana Foo always let restaurant staffers taste her latest dishes before service. It was a simple pat on the back for working hard and making dinner at her restaurant a memorable experience.
2. Don’t let rewards become entitlements
The best rewards have a rarity value.
If people expect a monthly or quarterly lunch and it just stops happening, then all good will is lost.
Then a positive reward becomes a negative experience.
3. Do recognize winners
Winners should be recognized so they’re motivated to keep achieving.
Bonus: Those folks who could be doing even more understand what it takes to get results.
4. Don’t play favorites
Rewarding the same people who don’t deserve extra praise won’t escape staffers’ attention.
If you damage the sense of fairness in the workplace, you’ll de-motivate people.