How To Make Work A Well Liked Story
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How To Make Work A Well Liked Story

Singling out workers for a work reward is a top company priority. Regular proof the workers count for a lot can help keep the jobs up with the times, and make the company enterprise more productive. Never miss on how much the company owes the workers who make the enterprise future look better.
Long ago, workers did the company’s work and did not count on the boss for even a living wage. Let alone get told they think alike for doing more than say, yes, sir! A nice boss did not question your work. Ever. Times have changed! Cold motivators lose their workers loyalty to the company. Today’s company team leaders, and HR men and women, give the workers something back in return for their work. A reward that shows workers count for a lot more than their work. Give them credit for the things they do to bring more into the world for the company. A friendly word of encouragement. Or, the high value share in the company’s success that gets everyone’s attention. 1. Put a catchy work story line on a paper award. “Ken’s shirt sales number hits record productivity goal!” Remember, “everyone wants to be appreciated,” Kate Blanchard wrote in the forward to Bob Nelson’s 1001 Ways to Reward Employees. The proof somebody counts does not have to sound professional or fun, just simply honest. At the time Nelson’s book was published in 1994, a small notecard was big enough to show the workplace one of the employees made their mark. The ‘You Done Good Award’ reports employee success to other employees on a notecard the company handed out and one of the coworkers filled out, at the right moment, and wrote the award words and sent them around the workplace. Telling words, it turns out, give today’s workers, who agree to decide the blueprint for an open workplace, more joy at work. 2. Give time off work top rank billing. It is irreplaceable. There is nothing new about giving a worker a day off today for work counted on yesterday. Intel, decades ago, gave Santa Clara, CA employees who kept up their time at work for seven years 8 weeks off with full pay. Getting away from work can take much more extra time than the regular 3 week vacation. Public service earned the company’s employees enough merit for them to deserve six months off, with pay, they could plan to spend teaching, or, working on an exceptional educational opportunity. A day off for making the distance on a regular month’s work, and for doing one’s part finishing a company project, long has made the last minute on the last day the beginning of something wonderful. Another company round trip to the ballpark can liven up productivity more than the roll of honor. Modern workers usually rally when the possibilities go up. 3. Hand out building blocks workers take to own the company just to break even with productive workers. Not every American worker is fortunate enough to work for a company with an Employee Stock Ownership Plan (ESOP). But, opportunities to own a piece of the company are improving. And,that respect given to an owner-worker has started to change the role workers have in running the workplace, from A to Z. Days off pass by. Company shares last as long as a worker chooses to own. Stock option, or the copy machine, the pieces of a company a worker takes reward a worker to keep up the good work. 4. Make give workers spare company rewards for the results they give the company a golden rule. Work productivity, practice, and smarts can give a company worker a name at the company. Match their contribution to the company. Lipton Co. has reminded stand out workers there are ‘one of us’ by giving them a little knickknack—free access to the vending machines—just for taking up manufacturing goals and getting them done. Having a handle on productivity made them fit for a reward. So did quality and safety the company could count on. D’Agostino’s supermarket in Rochelle, NY did most companies one better. The store’s gain sharing program helped guarantee the workers, even the part time workers, did not fall short on sales. In gain sharing, profits that come in above budgeted profit goals go back out to the workers who earned the profits. The store departments at D’Agostino’s got, in return for the work, the percentage of the excess profits their department brought in. Giving a worker a dime for a dollar they earned for the company is a basic. Take a step each time a worker gives the company a positive step. Work that tops the work rolls. Progress building enterprise in work. Anything more than in the work contract. An invention that passes the trial and error test, and makes workers more productive, counts for a lot. There are no limits on the rewards the company can give. Extra pay. Extra work. Time off. Proof the company thinks the world of the worker’s name. Or, a piece of the company or education and training benefits that help a worker raise their enterprise mark. 5. Give a mid-week work experiment guarantee to the busiest worker with a character dedicated to enterprise progress. Try out an experiment once each month. Take regular opportunities to recreate the work company workers do. Every month, try to fly the kite a little higher. Save labor. Save time. Add ability to productivity. Have the month’s worker take a pledge to solve a challenge they choose. Then, see how trying something new measures up, and gives workers an opportunity to make the company grow. Source: Bob Nelson (www.drbobnelson.com), “1001 Ways to Reward Employees,” (Workman Publishing Co.,New York, NY 1994).

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