Summarize the following:
Since managers may not understand the work geeks do very well, it’s hard for them to recognize and reward a job well done, which hurts motivation. The solution is to work together to define a set of goals that both parties agree on. When these goals are met the geeks are doing a great job. Because managers and geeks are different types of people, managers may end up leaving the geeks alone. This makes leading them difficult, and geeks need good leadership - the same as all other personnel groups. Without fail, have regular one-to-one meetings with your geeks. Geeks are smart, and will spot the weaknesses in your benefits packages and corporate bonus policies in a heartbeat - that's part of the skill set of a successful geek producing high quality code! So find out what your geeks really value - you may find voucher schemes that your general staff value are as good as worthless to your geek community. Giving them mid-range technology or cheap gadgets that would impress other staff may even be seen as an insult worse than no gadgets at all!
Give recognition. Don't make the mistake of ignoring the geeks. Pay transparently.