There’s seems to be no end to the advice that every so-called “expert” in America wants to dispense to all the beaten-down workers who have been navigating around pay cuts (or at a minimum, pay freezes), furloughs, reduced benefits, more work, fewer colleagues to help and a lot more stress.

Yes, it’s a tough time to be a worker, and it’s even tougher for managers trying to motivate and keep engaged all those employees who have lost so much and are probably tired of hearing “but you should be happy you still have a job” for the 100th time.

I’m also one of those “managers desperately trying to motivate”-types, but if there’s one thing that I can’t stand even more than all the cutbacks, it’s the never-ending flow of silly, stupid and downright terrible advice from all those so-called “experts.” Their pat, simplistic, one-size-fits all solutions to complex workforce and people management problems are well meaning but, to my way of thinking, only serve to do more harm than good.

Here’s an example of what I’m talking about: A Web site called Human Resources IQ sent out a press release titled “Pay Raise Alternatives to Keep Employees Motivated.” It offers “advice” on how to motivate workers when you can’t give them a raise, or worse, have cut their pay or made them take a furlough.

This is a good topic that could use some sound advice, but like so many of these PR-generated missives, it fails to help in just about every way possible. Check out this “advice” from the press release and see if you agree:

• Show Them the Love: “Typically in a business manager role, the opportunity arises to go to lunch with a client, go to sporting events, concerts, etc. Step aside and pass those tickets along to an employee or consultant. A $150 dollar ticket to a Billy Joel concert goes a long way and provides maximum ROI. Images will be posted on their social networking pages (Note from your blogger: WTF?), the company will get maximum exposure and competitors will lose job candidates because they’ll wonder why their consulting firm/employer doesn’t ‘show them that kind of love.’ ”

• A Good Meal: “Treating an employee to an exceptionally good lunch (including picking him or her up from the office) is a tremendous display of appreciation.”

• Call Me Anytime: “Give cell phone breaks. Fold a consultant/employee into the company cell phone plan. Many companies have a massive plan with “bucket minutes.” Over the past few years, cell phones have become a necessity. One less bill per month is an awesome feeling.

• New Business Cards: “Award an employee a new title. If an employee is a programmer, make him a ‘senior programmer.’ If most of the department has been laid off, this employee is a lead dog anyway. If ‘senior’ doesn’t fit, try ‘lead,’ etc. Get creative. Be sure to order new business cards for your employee, too.”

• Everyone Hates Traffic: “Offer a flexible schedule or telecommuting.”

• Get Creative: “Let employees/consultants come up with his or her own ‘perk.’ If it’s a viable option, implement it immediately.”

The only really good idea in this bunch is offering a flexible schedule or the ability to telecommute. All the rest of these “tips” are things that a) good managers should have already been doing; or, b) are downright dumb (New, fake titles? New business cards?).

Yes, employee engagement is already tough, and that’s even more the case in these challenging times. But, the key to helping keep workers going is not to make up some new job title or pass along tickets to a Billy Joel concert (never mind the fact that those have probably already been cut out of the budget)—it’s to be honest, open and upfront with them.

No one likes getting their pay cut, or going on a furlough, but the real keys to keeping workers at all levels engaged and motivated is to explain exactly WHY the business needs to make these cuts, and, the shared sacrifice that EVERYONE in the organization is making to keep things going.

Honesty and full transparency about the critical business reasons for making the cuts will do a lot more to get employee buy-in than will buying a lunch here and there or offering up some silly new job title.

In other words, help your workers cope and keep going by being completely honest and upfront with them. Don’t pander by offering up excuses, silly motivational tricks or worthless platitudes.

And whatever you do, stay away from simplistic advice from PR-driven “experts” who revel in foolishness. Your workforce deserves a lot better than that. 

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