While layoffs are painful for all involved, they are a necessary reality of the recession and housing downturn.

After the layoffs, however, it’s more important than ever for owners and managers to do what they can to keep the remaining staff members at peak performance and maintain a positive mood in the workplace.

Two relatively simple ways to boost mood and performance are recognition and acknowledgement.

Motivational expert Frederick Herzberg reported in the Harvard Business Review that recognition is 300% more important to motivate employees than the size of their salary or compensation package.

While most builders I’ve spoken with believe that they effectively recognize their staff members, most employees tell me they are under-appreciated for the work they do.

Who’s right? It doesn't matter.

What does matter, however, is how effectively owners and managers can bridge that gap in perception and what steps they are willing to take.

Strategies for Acknowledging Employees

Builders can choose from a number of ways to recognize and acknowledge their staff members.

Regardless of the form, however, be sure that the acknowledgment and recognition are deserved because acknowledging staff members for half-hearted efforts and marginal results diminishes the power of recognition.

The following are several strategies for recognizing employees. Initiate the ones you are most comfortable with first, and then build from there:

• Don't overlook small ways to acknowledge.
  Don't wait for the big event to recognize staff members. When deserved, acknowledge them often and in small ways. An e-mail, quick call or even an “attaboy” in the hallway are simple ways to show that you appreciate their efforts.
  
  
• Acknowledge in public.
  Public recognition inspires staff members and highlights behavior for others to model. Use memos, company newsletters, staff meetings or any company gathering to recognize individuals and their achievements.
  
  
• Acknowledge in private.
  Employees also appreciate when their efforts are acknowledged privately.
  
  
• Recognize employees in small ways.
  Send an employee a “thank you” note when warranted, or share a cup of coffee or a simple hand shake. Make recognizing others a part of your daily conversation, thinking and action.
  
  
• Ask rather than tell.
  Develop the habit of asking questions rather than telling employees everything you think they need to know. This creates an atmosphere of collaboration and is also a powerful form of recognition because employees feel respected and see that their opinions are valued.
  
  
• Recognize an individual in relation to the company's core values.
  For instance, when an employee provides exceptional service, acknowledge that by saying something like, “That's exactly what we mean when we talk about customer service our way."
  
  
• Double the impact of recognition.
  Recognize both who your employee is as well as what he did in relation to his positive traits. For example, tell your employee, “You did a great job running the meeting last week. It demonstrated your people skills and leadership ability. Those are qualities we value.”
  
  
• Delegate to employees.
  Delegate responsibilities that expand your employees' contributions. Effective delegation increases trust and gives employees the sense that they are growing with the company.
  
  
• Follow up and follow through on all promises.
  Under-promise and over-deliver. When follow-up on promises is consistent and timely, it demonstrates respect and value for the people you manage.

As with most business strategies, effective recognition works equally well outside of the workplace. Since the recession has taken its toll on more than your business and employees, take a moment to acknowledge loved ones and let them know how much they contribute to your life.

Dennis DuRoff is a business coach, speaker and author whose clients include builders and remodelers. He also offers a low-cost, turnkey newsletter program that helps builders and remodelers stay in touch with prospective customers and past clients and maximize referrals and increase sales. For more information, e-mail DuRoff, call him at 206-722-6067 or visit www.thebuildersnewsletter.com.