1001 Ways to Reward Employees

Review Better than money: Praise and personal gestures motivate workers. Things that don't cost money are ironically the most effective. -- The Wall Street Journal [Helps managers] take certain rewards and mold them into new management styles at their companies. -- The New York Times Product Description Finally, managers are catching on to something employees already know: What really motivates a person to perform are those thoughtful, unexpected gestures that signify real appreciation. This chock-full guide to rewards of every conceivable type for every conceivable situation, written by management specialist Bob Nelson, offers over a thousand innovative ideas beyond the expected raise and/or promotion. Illustrations throughout. From the Publisher Empowerment. Self-Directed Teams. Continuos Improvement. Achievement Awards. Case Studies. It would be impossible to do justice to the enormous wealth of ideas that Bob Nelson, in his remarkable 1001 WAYS series, has elucidated for both employers and employees. This bestselling series points to a new way of looking at employee-employer relations, offering practical advice and evidence along side indispensable and clear business theory. Also in the series: 1001 WAYS TO ENERGIZE EMPLOYEES, a practical handbook chock full of ideas for increasing employee involvement and enthusiasm; 1001 WAYS EMPLOYEES CAN TAKE INITIATIVE, turning its voice towards the ambitious employee who wants to develop self-leadership, set goals, and build a team; and the 365 WAYS TO MANAGE BETTER Page-a-Day Perpetual Calendar, with daily advice for the consciencious manager. From the Back Cover "You get the best effort from others not by lighting a fire beneath them, but by building a fire within them." So sums up Bob Nelson about the philosophy of motivation that makes 1001 Ways to Reward Employees the million-copy bestseller that is indispensable for business. Now completely revised and updated, with hundreds of new, real-world examples, 1001 Ways to Reward Employees is a chock-full guide to rewards of every conceivable type for every conceivable situation. About the Author Bob Nelson is founder of Nelson Motivation, Inc. and the author of 17 books on business and management, including 1001 Ways to Energize Employees, 1001 Ways to Reward Employees, Consulting For Dummies, Managing for Dummies, Motivating Today's Employees, Empowering Employees Through Delegation, as well as 365 Ways to Manage Better Page-A-Day(r) Perpetual. He holds an MBA from the University of California at Berkeley and is a doctoral candidate in the Executive Management Center of the Claremont Graduate School in Los Angeles. He lives in San Diego. Excerpt. © Reprinted by permission. All rights reserved. DAY-TO-DAY RECOGNITION In my doctoral research on why managers use or don’t use recognition with their employees, I found the top variable distinguishing those managers who use recognition was that they felt it was their responsibility—not corporate’s or human resources’—to create the motivational environment for their people. They truly believed that recognizing their deserving employees played an integral part in how those workers felt about their jobs. This finding coincides with what my research shows are the most important ways that employees prefer to be recognized when they do good work—that is, simple day-to-day behaviors that any manager can express with their employees, the most important of which is praise. The best praise is done soon, specifically, sincerely, personally, positively, and proactively. In a matter of seconds, a simple praise conveys, “I saw what you did, I appreciate it, here’s why it’s important, and here’s how it makes me feel”—a lot of punch in a small package! Four out of the top ten categories of motivators reported by employees in my research are forms of praise, and these categories make up the four chapters in Part I: personal praise, written praise, electronic praise, and public praise. Now, you might say, “Are these really different types of praise? Don’t they all have the same effect?” This was my initial thought, too, but I learned that these types of praise are in fact distinct from one another. Praising someone in person means something different to that person than writing him or her a note, and these forms of praise are both different from praising the person in public. To get the maximum impact out of this simple behavior, vary the forms you use, and use them all frequently. Research by Dr. Gerald Graham of Wichita State University supports these observations. In multiple studies, he found that employees preferred personalized, instant recognition from their direct supervisors more than any other kind of motivation. In fact, in another survey of American workers, 63 percent of the respondents ranked “a pat on the back” as a meaningful incentive. In Graham’s studies, employees perceived that manager-initiated rewards for performance were done least often, and that c
ASIN: 156305339X
VSKU: 56JTFH0013KA_ns
Condition: Acceptable
Author/Artist:Bob Nelson
Binding: Paperback
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Condition Notes: This book is a well used but readable copy. Integrity of the book is still intact with no missing pages. May have considerable notes or highlighting. Cover image on the book may vary. Ships out quickly in a secure plastic mailer!