3. Tell success stories
Even if they brush off praise or downplay their achievements, everyone loves to be recognized and complimented. When someone in your organization has done something great, tell her you noticed her outstanding work—and tell the rest of the team, too.
Whether correctly or incorrectly, many employees believe their leaders take them for granted and only point out their mistakes. Make it your daily mission to change that perception.
4. Identify stars
Identifying top performers takes the success stories to the next level. Although some employees are skeptical about “employee of the month” programs, no one will turn down the honor.
Instead of singling out just one person, consider recognizing multiple individuals every month, Patkin advises.
5. Make it a family affair
Whenever possible, engage employees’ families when praising them—such as leaving a long, glowing message an employee’s home voicemail.
This will buoy the employee’s performance by the people he or she care about most.
Having a leader validate all the hours each team member spends at work will be remembered far longer than a bonus.
“Showing people love, appreciation, and respect trumps money just about every time when it comes to building long-term motivation and boosting employee morale and loyalty,” Patkin says. “When you take the time to make your employees feel valued, they’ll know that you care about them on a more personal level, and they’ll be much happier at work.
“You have nothing to lose and everything to gain—including an improved bottom line—by making your organization as happy a place to work as possible.”
A U.S. District judge Monday dismissed three lawsuits--including one by the National Credit Union Administration--brought against U.S. Bank National Association and Bank of America, National Association regarding their duties as trustees of residential mortgage-backed securities.