There's a big pile of cash in the break room. Guess how long it will take to motivate your employees to go grab a handful? Likely not too long

Then again, how often can you hand out wads of cash?

For most of us in leadership, motivation is mostly a strategy and an attitude. It's not often about money. To motivate your employees to work hard and finish tasks on time, it's often necessary to think a bit deeper than merely offering them a paycheck or a bonus at the end of the month. Here's seven tips that will work.

1. Explain the 'WIIFT'

I'm convinced one of the best ways to motivate people is to explain the benefit as clearly as possible. Make sure you cover the WIIFT (What's In It For Them).

It's not about dangling a carrot. People want to know how a new marketing project or sales process will provide an advantage to their career and fit with their personal goals, not just help the company. Forgetting to explain the reasons for a change or a new process makes people feel insignificant. It's a demotivator.

2. Provide detailed feedback

Wait, isn't feedback a bad thing? How can it motivate anyone? In my experience, feedback is a motivator because it's about shaping the future. It means, as a leader, you care enough to stop and explain what is working and not working. When someone does a good job on your team and you provide positive feedback, it is an incredible prompt. It can make the difference between having someone stick around on your team and do excellent work versus trying to find a different job across town and doing nominal work.

3. Set an attainable goal

Employees like to know what lies ahead. More importantly, they like to feel secure knowing that what lies ahead is somewhat predictable. You can motivate employees by setting attainable goals. One of the issues I've seen in many startups is that the leader sets unrealistic or vague goals, so employees are a bit confused and feel unmotivated. This breeds insecurity. You can't attain something if you don't know what it is or if it's outside of your skill set. Motivation is partly about attainability.

4. Model a motivated attitude

Motivation is also an attitude. We all know people who seemed motivated, although it's sometimes hard to identity what makes them so driven to succeed. (Maybe it's the coffee.) What I've seen in many companies is that a motivated attitude can be catchy. The sales manager is always on the move. She's energetic and working hard. That becomes motivational to others because it's a behavior others can easily duplicate.

5. Communicate often

When it comes to communication, quantity often trumps quality. That's one of the reasons tools like Slack and Google Hangouts Chat exist. It's a way to check-in with employees and give them a prop as needed. When you communicate you motivate. It's really an exercise in reminding people about tasks, congratulating them on good work, and making yourself highly available to the team.

6. Look for motivational moments

When an employee does something amazing, take note. That's your motivational moment. A great leader is keenly aware of the success within an organization. He or she is constantly looking for them, and when you provide feedback it motivates. However, you have to be vigilant. Timing is everything. If you know a project is about to wrap up and someone finishes a big milestone, make yourself available and be ready to hand out that praise quickly. Time your praise for when the moment is right to motivate.

7. Be authentic

While all of these steps can help, there's a thread you need to weave through all of them. Make sure when you are praising, communicating, explaining benefits, and trying to motivate your staff that you always stay authentic. This is particularly true with Millennials, who can spot a fake attitude from miles away. Make sure when you praise that the work performed was praiseworthy. Make sure when you communicate often it's because something really needs to be said.