Most managers spend more time pointing out mistakes than achievements - even though their staff do more things right than wrong. A feedback ratio of one positive to three negatives doesn't really do too much for morale. But I bet, if you turn it around, that a ratio of three positives to one negative will really do wonders for the motivation of your staff.
Sit down and really think about how much you recognize people. Compare work to your personal life. For some of you I bet you recognize people in your personal life more - spouse, kids, neighbors, buddies, etc.
Put yourself in your staff's position. Personalize it. Say your neighbor's been ill, so you mow his yard. Next week you mow it again. Come Monday morning you see him walk to his car, give you a wave, and he drives off to work. How does that make you feel? Not too awful good does it?
Getting NO feedback is just as bad as getting negative feedback.
Use the acronym that Lee Cockerell, former VP of Operations at Walt Disney World, uses - ARE:
Appreciation - Recognition - Encouragement . . . a little goes a long way.