In this tough economy, companies need to do whatever they can to succeed, and that means helping employees do their best. As discussed in my new book co-authored by Ken Blanchard, Helping People Win at Work, there are a few things you can do as a business leader to motivate employees and keep them performing their personal magnificence on a daily basis:

• Stop building failure into your mentoring system. Trust is key to effective coaching. Build trust with your employees and help them succeed by accentuating the positives and celebrating successes. Everyone has “learning moments,” but don’t mark their papers – help them get As.

 • Agree with each employee on exactly what to evaluate and how to evaluate it. All good performance starts with clear goals. Create short-term goals that are specific, motivational, attainable, relevant and trackable. Then, build a partnership relationship with employees and coach them day-to-day to help them reach those goals.

 • Transform performance review into a powerful competitive advantage. Performance reviews should be about retaking a final exam. Mutually agree with employees what they’re going to be evaluated on in their review, and then help them be successful. In the end, the company gets the A.

• Build a tribe and culture that shares knowledge and encourages non-stop learning. In many companies, employees are forced into a normal distribution curve, or even worse, rank ordered. Not only does this type of system erode trust, but it also fails at holding managers responsible for coaching people and helping them win. Build an open, honest atmosphere that helps people develop professionally.

• Help people reach their full potential. You can build a truly great place to work, even in tough times. Every employee has his or her own set of skills, so it’s up to you to help develop those skills and create an environment where employees can thrive, lead and succeed.

Garry Ridge is President and CEO of WD-40 Company, based in San Diego. He teaches leadership, talent management, and succession planning at the University of San Diego’s Executive Leadership program

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Garry Ridge