1. You cant actually motivate your employees. What ! I know this first tip seems a little counterproductive, but bear with me. You see, motivation is internal, not external. You can motivate people with carrots and sticks for a while, but it cant last. Long term, people need to motivate themselves. Youre not powerless, however, because motivation comes from inspiration. So offer your people inspirational goals and theyll take on the job of motivating themselves.

2. Create a motivating environment. Whats it like at your business? Do people hit the ground running on Monday mornings, or do they live for the weekends. Your working environment has a greater impact on your productivity than you may think. The thing is, every business has a culture. But most have evolved through happenstance and thats far too risky a way to grow your company. Everything from your office dcor to your meeting schedules will effect your environment, so evaluate the impact of every move you make on your culture and watch your productivity soar.

3. Involve your employees in decisions that affect them. Your employees dont just want a job; they want to be part of something more. So let them. Its a win-win scenario for everybody. Your employees win because their work becomes fulfilling, and the company wins, because it benefits from the contributions of more than just those at the top of the organizational chart.

4. Share your plans for the future with your employees and get them involved in the process. If inspiration is the key to employee motivation, then keeping your employees in the dark about your plans for the future is a sure-fire way to kill your companys potential.

5. Hire motivated people. Brian Scudamore, president and founder of 1-800-Got-Junk?, says we dont motivate our people, we hire motivated people. Screen candidates carefully, and look for a history of productivity. Technical skills alone are never a good enough reason to give someone a job.

6. Encourage independent thought, creativity and initiative. At Wardell, we have a weekly meeting to discuss our progress as a company. Everyone is expected to participate and contribute. For example, one of our agenda items asks each consultant to teach something of value to the rest of the group. Not every idea is going to be as helpful as the next one, but by encouraging this type of teaching environment, we keep everyone growing in the right direction.

7. Profit share. In general, money is a poor motivator if youve got nothing else going for you, but it can be a great supporting tool once youve got your people on board. Profit sharing, of course, is only one of many ways you might do this, but used properly it can be extremely effective. Whether you offer your employees company shares, options, a bonus based on clearly defined goals, a percentage of your margin, or a percentage of your profit, what matters most is that they dont feel powerless to affect its outcome. The goal of a bonus is to support your employees feeling of ownership for their work.

As an aside, avoid the dreaded Christmas Bonus if at all possible. Any amount of money given in this fashion will be appreciated the first year, but will eventually be seen as an entitlement. Then, should you have a bad year and cannot afford to offer it, instead of understanding, youll get resentment.

8. Offer varied and interesting benefits. Benefits, unlike bonuses, form part of an employees compensation package. And as such, represent an opportunity to impact your working environment. Certainly, standard benefits such as medical and dental insurance can be part of the package, but think outside the box as well. For example, perhaps you can negotiate a discount for your employees at a local fitness club or restaurant. One of our clients has even negotiated a discount for his employees at a local golf course.

9. Fire unmotivated people. Its as important to get the right people on the bus as it is to get the wrong people off the bus. It may sound harsh, but if you have anyone working for you that you would not re-hire given the opportunity, get rid of them as quickly as possible. Its the right thing to do. If youre not happy with them, chances are theyre not happy either.

This is not to say you shouldnt give people a chance, but dont get into the trap of trying to motivate someone who simply cant be motivated. If an employee is not inspired by a future with your company, free them to find a place that suits them better.

10. Thank your employees for a job well done. For a hard working, dedicated employee little is more important than genuine appreciation. Show them that you notice how hard they work and theyll go to the mat for you each and every time. Never underestimate the value of a thank you. If your employees dont feel appreciated, theyll leave as soon as someone offers them more money, but if they really love their job, it will take more than a few dollars to lure them away.