raise motivation' are as follows:

Catch employees at their best: Set high standards and never miss a chance to congratulate someone for exceeding them.

Acknowledge effort, not just results: Some employees will try – and fail. That’s the ideal time to say, “I like the way you tried really hard.” Don’t just shrug and say, “Oh well, at least you tried” or “Maybe next time.” Recognize effort as praiseworthy in itself.

Say it once – with feeling: Praise loses its luster when repeated too often. Once a praise has been said, restating it should be avoided until the employee’s face lights up. Some people don’t react

Motivating employees is all about expressing sincere admiration to employees by their manager. When they know that their effort, ability, and work output are being respected, they are more likely to enjoy their job and heed office directives. The effect is a good working environment and high morale.

Genuine praise is an ultimate energizer. It's a sure fire way to build employees confidence and encourage them to excel even more. The irony is that while most managers know that praise serves as a superb motivator, putting this knowledge to work is something else. Daily pressures, crises, and mishaps at work sometimes make it hard for managers to feel positive about their employees. It’s easy to overlook what they’re doing right especially when other things go wrong that demands time and attention.

Praise can take many kinds and forms. Managers can give nonverbal signals such as a pat on the back, an approving nod, or even the thumbs-up. Why not drop a quick comment that will make employees feel good. Comments like “Great job John,” “Fine work Bob” or “You’re doing very well Liz.” are morale boosters.

There are other subtle ways to praise and make them feel important. For instance, the employees can be asked for their opinions. Preface question can also be used like “I’d like to pick your brain Tom ” or “Michael, you can probably shed some light on this for me.”

Another simple motivator is to use employees’ names when they are being spoken to. Managers will get off to a good start if they learn everyone’s name quickly and weave it into conversations. Workers respond more enthusiastically when their managers speak to them in a friendly, personal tone.

New managers sometimes assume they should minimize their praise. Otherwise, they may figure that employees will come to expect it all the time or abuse this act. Yet there’s no such thing as too much praise as long as it’s founded in real accomplishment. Whenever a staffer earns an admiration, by all means, a manager should say so.

Praise works best when it is specific. Expressing gratitude never hurt, but if it's explained why they are being thanked for, the effect is heightened. Managers should get in the habit of saying, “Thank you for …” rather than just blurting out “Thanks” and walk away.

There are other ways to communicate praise to employees. For instance, writing a note, sending an email card, or giving a small gift or a day off in exchange for exceptional work. The more a thank-you is conveyed creatively, the more an employee will strive to earn it.

Some work habits to master 'praise motivation' are as follows:

Catch employees at their best: Set high standards and never miss a chance to congratulate someone for exceeding them.

Acknowledge effort, not just results: Some employees will try – and fail. That’s the ideal time to say, “I like the way you tried really hard.” Don’t just shrug and say, “Oh well, at least you tried” or “Maybe next time.” Recognize effort as praiseworthy in itself.

Say it once – with feeling: Praise loses its luster when repeated too often. Once a praise has been said, restating it should be avoided until the employee’s face lights up. Some people don’t react

feel positive about their employees. It’s easy to overlook what they’re doing right especially when other things go wrong that demands time and attention.

Praise can take many kinds and forms. Managers can give nonverbal signals such as a pat on the back, an approving nod, or even the thumbs-up. Why not drop a quick comment that will make employees feel good. Comments like “Great job John,” “Fine work Bob” or “You’re doing very well Liz.” are morale boosters.

There are other subtle ways to praise and make them feel important. For instance, the employees can be asked for their opinions. Preface question can also be used like “I’d like to pick your brain Tom ” or “Michael, you can probably shed some light on this for me.”

Another simple motivator is to use employees’ names when they are being spoken to. Managers will get off to a good start if they learn everyone’s name quickly and weave it into conversations. Workers respond more enthusiastically when their managers speak to them in a friendly, personal tone.

New managers sometimes assume they should minimize their praise. Otherwise, they may figure that employees will come to expect it all the time or abuse this act. Yet there’s no such thing as too much praise as long as it’s founded in real accomplishment. Whenever a staffer earns an admiration, by all means, a manager should say so.

Praise works best when it is specific. Expressing gratitude never hurt, but if it's explained why they are being thanked for, the effect is heightened. Managers should get in the habit of saying, “Thank you for …” rather than just blurting out “Thanks” and walk away.

There are other ways to communicate praise to employees. For instance, writing a note, sending an email card, or giving a small gift or a day off in exchange for exceptional work. The more a thank-you is conveyed creatively, the more an employee will strive to earn it.

Some work habits to master 'praise motivation' are as follows:

Catch employees at their best: Set high standards and never miss a chance to congratulate someone for exceeding them.

Acknowledge effort, not just results: Some employees will try – and fail. That’s the ideal time to say, “I like the way you tried really hard.” Don’t just shrug and say, “Oh well, at least you tried” or “Maybe next time.” Recognize effort as praiseworthy in itself.

Say it once – with feeling: Praise loses its luster when repeated too often. Once a praise has been said, restating it should be avoided until the employee’s face lights up. Some people don’t react

o pick your brain Tom ” or “Michael, you can probably shed some light on this for me.”

Another simple motivator is to use employees’ names when they are being spoken to. Managers will get off to a good start if they learn everyone’s name quickly and weave it into conversations. Workers respond more enthusiastically when their managers speak to them in a friendly, personal tone.

New managers sometimes assume they should minimize their praise. Otherwise, they may figure that employees will come to expect it all the time or abuse this act. Yet there’s no such thing as too much praise as long as it’s founded in real accomplishment. Whenever a staffer earns an admiration, by all means, a manager should say so.

Praise works best when it is specific. Expressing gratitude never hurt, but if it's explained why they are being thanked for, the effect is heightened. Managers should get in the habit of saying, “Thank you for …” rather than just blurting out “Thanks” and walk away.

There are other ways to communicate praise to employees. For instance, writing a note, sending an email card, or giving a small gift or a day off in exchange for exceptional work. The more a thank-you is conveyed creatively, the more an employee will strive to earn it.

Some work habits to master 'praise motivation' are as follows:

Catch employees at their best: Set high standards and never miss a chance to congratulate someone for exceeding them.

Acknowledge effort, not just results: Some employees will try – and fail. That’s the ideal time to say, “I like the way you tried really hard.” Don’t just shrug and say, “Oh well, at least you tried” or “Maybe next time.” Recognize effort as praiseworthy in itself.

Say it once – with feeling: Praise loses its luster when repeated too often. Once a praise has been said, restating it should be avoided until the employee’s face lights up. Some people don’t react

a staffer earns an admiration, by all means, a manager should say so.

Praise works best when it is specific. Expressing gratitude never hurt, but if it's explained why they are being thanked for, the effect is heightened. Managers should get in the habit of saying, “Thank you for …” rather than just blurting out “Thanks” and walk away.

There are other ways to communicate praise to employees. For instance, writing a note, sending an email card, or giving a small gift or a day off in exchange for exceptional work. The more a thank-you is conveyed creatively, the more an employee will strive to earn it.

Some work habits to master 'praise motivation' are as follows:

Catch employees at their best: Set high standards and never miss a chance to congratulate someone for exceeding them.

Acknowledge effort, not just results: Some employees will try – and fail. That’s the ideal time to say, “I like the way you tried really hard.” Don’t just shrug and say, “Oh well, at least you tried” or “Maybe next time.” Recognize effort as praiseworthy in itself.

Say it once – with feeling: Praise loses its luster when repeated too often. Once a praise has been said, restating it should be avoided until the employee’s face lights up. Some people don’t react

raise motivation' are as follows:

Catch employees at their best: Set high standards and never miss a chance to congratulate someone for exceeding them.

Acknowledge effort, not just results: Some employees will try – and fail. That’s the ideal time to say, “I like the way you tried really hard.” Don’t just shrug and say, “Oh well, at least you tried” or “Maybe next time.” Recognize effort as praiseworthy in itself.

Say it once – with feeling: Praise loses its luster when repeated too often. Once a praise has been said, restating it should be avoided until the employee’s face lights up. Some people don’t react to praise with visible delight, but it doesn't mean they disregard or are unappreciative of it.