1)Build a foundation. It’s important to build a solid foundation for your employees so they feel invested in the company. Tell them about the history of the business and your vision for the future. Ask them about their expectations and career goals, as well as how you can help them feel part of the team. When any new employee starts, make sure he or she receives a thorough welcome orientation.
2)Create a positive environment. Promote an office atmosphere that makes all employees feel worthwhile and important. Don’t play favorites with your staff. Keep office doors open and let folks know they can always approach you with questions or concerns. A happy office is a productive office.
3)Put people on the right path. Most employees are looking for advancement opportunities within their own company. Work with each of them to develop a career growth plan that takes into consideration both their current skills and future goals. If employees become excited about what’s down the road, they will become more engaged in their present work.

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Motivation in the workplace is valuable in terms of both revenue and production. You can improve employee motivation quickly and easily by following these four steps:

1. Improve the Work Environment
Look for simple ways to make it more pleasant to come to work and to enjoy working at your facility. This can mean providing a clean, well-stocked break room with free coffee and snacks, or it could mean elevating the dress code (to make a more professional environment) or relaxing the dress code (to promote a more hip, enjoyable working environment). Consider the lighting, cubicle arrangements, parking, equipment and schedule. The physical environment can make a big difference in motivation in the workplace.

2. Assign Value to Work
It is important that your employees know why the work on which they are toiling for 40+ hours a week is of value. Thank your employees for doing work well and on time; explain how their work improves the company or makes a difference. Look for ways to integrate an employee's desire for learning and growth into the job at hand. Fund training, and assign each employee to work that will be interesting and challenging for him or her. It is important to facilitate personal fulfillment from the task at hand whenever possible.

3. Celebrate a Job Well-Done
Everyone appreciates a pat on the back; for those devoting many hours to a task, kudos need to be given as often as possible, especially if the task has been tedious or difficult. This can be done in private employee reviews and in public opportunities, such as progress meetings or announcements. Take advantage of every opportunity to recognize hard work; this cannot be overdone.

4. Tie in Monetary Benefits or Perks to High Performance
Most employees work for one reason: to make money to pay the bills. Few people get to work solely for emotional benefit, so you'll need to make sure monetary rewards go to your best employees. Make these bonuses, monetary rewards or perks accessible to all so everyone is motivated to work hard to make more money. Hard-working, efficient employees save the company money, so the monetary rewards should balance out in the end.

The goal is to bring together a collection of resources that describe and comment on key variables in the organizational environment that relate to employee motivation and productivity. We study the principles of employee motivation, in order to achieve higher productivity in our workplaces. We apply the appropriate (to our workplaces) mix of theories in a common sense approach that engages the needs and aspirations of the people who we seek to motivate. The essential insight that he added to the subject is that job satisfaction is NOT the opposite of job dissatisfaction. Rather the opposite of job satisfaction is no job satisfaction and, likewise, the opposite of job dissatisfaction is no job dissatisfaction. And he went on to show that the factors that influence job satisfaction are different from -- and largely independent of -- those that affect job dissatisfaction.
Treat employees as adults -- not children.
Be decisive in hiring.
Avoid paternalism.
Avoid incentive pay.
Avoid long-term employees.
Cross-train.