When you’re trying to modify or reinforce certain behavior, it is best to be specific. Let your employees know exactly what’s expected of them and, likewise, what they did to warrant recognition. Feedback is a powerful management tool. An “attaboy” or slap on the back isn’t nearly as effective as saying, “The way you organized that PowerPoint presentation made it much easier for us to persuade the client to accept our proposal.” Take the time to tell your employees how their contribution or hard work affected the outcome in a positive way.

Don’t wait too long after the event to recognize an overachiever. The sooner you recognize the recipient, the better. If you do it while the event is still fresh in their mind, the benefits will be two-fold: their self-esteem will receive an added boost and a stronger association will be made between the desired behavior and the rewards of a job well done.

Keep in mind that everyone’s different. Some employees may thrive on public recognition while others are more comfortable receiving kudos in private. The only way you’ll know for sure is by asking them yourself.

And finally, we can’t stress this enough: money shouldn’t be the defining factor. Employees also respond positively to other forms of recognition such as handwritten notes, lunch dates, career development seminars, added responsibility or a leadership role. When you reward or recognize your employees properly, everyone wins. You get a motivated employee. The customer gets better service and better service typically results in more profits. And, it all starts with something as simple as a few well-timed words of praise.