Perhaps you already have your motivation ideas or you plan to solicit feedback. Encourage employee input and account for employee differences, such as workers' cultural identities and the stages of their careers. Something that motivates a 25-year-old might not motivate someone 3 years from retirement. Each motivation idea should have a purpose and an expected result. Know why you are using a specific motivational idea; do not use it just because it seems "cool."

Ask each employee if the motivation ideas work for him. Factors motivate people differently; if something will not work for one employee, ask what will and adjust accordingly, if possible. For example, if one of your motivation ideas is to allow employees to leave one hour early on Fridays, but an employee says this will not work for him because he has to wait for a bus anyway, solicit alternatives. Perhaps the employee can come in an hour later on Fridays.

Allow employee input into your ideas and let them develop their own. Use whatever tool works best; use multiple channels, if possible. Take advantage of employee surveys, emails and meetings, either in a group or one-on-one.

Adjust the work environment as needed. Motivation ideas only go so far, if employees are unhappy with the workplace. Thank employees for jobs well done and value each employee as a team member.

Develop a variety of motivation ideas, from rewards and extra monetary compensation to tuition reimbursement. Have something that will motivate each employee.

Be enthusiastic. If you are excited about the work and your motivation program, your enthusiasm may prove contagious.

Tailor your motivational ideas to improve employees' self-esteem. For example, you might allow employees more responsibility and let them lead teams. Show your pride in employees' work. If a waitress is taking orders quickly and efficiently, praise her with precise details. For example, you could say: "I really appreciate how you took only five minutes to take orders from three large tables."

Be consistent. Do not show favoritism. Your best motivational efforts might backfire otherwise.

Approach problematic issues from a positive perspective, rather than a punitive one. For example, if an employee is habitually late, ask him if anything is wrong and if you can do anything to ensure he arrives on time. Explain that you want the best for him and his career, as well as for the business.