Start with an evaluation. Set aside time to assess what you're doing well, and what needs an upgrade. Make praise a part of your weekly to-do list. Look for unique reasons to offer unique praise to employees every week, as appropriate, rather than waiting for a performance review meeting or holiday. Rather than using technology only to assign tasks or provide updates, leave employees voicemail or e-mail messages praising them for a job well done.
Technology can help make giving praise more regular because it's so easy to use.
Ask employees how they want to be recognized. Find out how and how often employees like to receive praise. According to the Motivational Manager, what you say to people right after they do something well is much more important than a paycheck later. Surprise lunches, note cards, recognition in the employee newsletter or bulletin board, and written feedback on submitted work are a few of the techniques that have helped small-business owners increase employee morale, provide quasi training and sculpt the organizational culture they're shooting for. Sell, don't tell.