All Things Have A Difficult Beginning

All Things Have A Difficult Beginning

All Things Have A Difficult Beginning

Copyright © 2024 by Erin Callas

All rights reserved

TABLE OF CONTENTS

CHAPTER 1 : FOR ACCURATE AND SPECIFIC REWARDS

CHAPTER 2 : IN THE NETHERLANDS FROM THE EARLY DAYS

CHAPTER 3 :  WE RECEIVED ENTHUSIASTIC

CHAPTER 4 : I HAVE SOUGHT TO MAKE MY VIEW CLEAR TO

CHAPTER 5 : BOESKY HAS NO ILLUSIONS

CHAPTER 1 : FOR ACCURATE AND SPECIFIC REWARDS

Now, close your books – and invite your first employee into your room.

Carrot flowers, the flower of attachment and success, will grow strongly if you know how to cultivate them from small, everyday things.

LET'S CREATE CONDITIONS FOR EVERYONE TO ENJOY THE FLAVOR OF CARROTS

Believe it or not, carrots can quickly improve your company's profit margins and productivity.

Jack Welch, former Chairman of General Electric, recently presented to his shareholders as follows: Leaders must not only understand the need to motivate and reward the best 20% of individuals. of their total number of employees, but they also have to make sure that the remaining 80% of employees also need to be continuously energized to improve and promote their working performance.

In our hearts, most of us understand that recognizing employee achievements is extremely important

According to a recent survey, half of directors said that recognizing employee achievements is often more effective than providing a comfortable working environment, good wages, and other benefits. Other benefits for employees. When asked what factor is most important in bringing employee satisfaction, some leaders of the 1,000 largest companies in the United States ranked praise and recognition of achievements at the top.

Praise and rewards have a strong impact on employee attitudes and work performance. Recognize your employees' achievements and you will see that they have the ability to make the impossible possible.

Experts who study human motivation saw that 50 years ago. In 1949, Lawrence Lindahl conducted a survey in which he asked employees to rate their job satisfaction factors. Then he told managers to evaluate for themselves what their employees thought.

Managers all believe that their employees will put generous salary standards and occupational safety first. But they were wrong. The first position in employee evaluation is the desire to be properly recognized. Obviously, when employees are recognized for their ability and passion for their work, they almost no longer care about salary and job safety issues anymore.

But that was half a century ago, today do your employees consider recognition of their abilities as the most important factor? Another survey conducted in the 1990s showed no change.

According to the American Psychological Association (article in Workforce magazine, July 2000), adequate rewards and recognition of employee achievements are core factors that create the strength of a company. company.

That means we can both improve production capacity and strengthen the morale of most employees while still retaining talented people. To recognize employees' contributions to the company, rewards are probably the thing you need to pay the most attention to.

Once you start thinking about carrots, you already feel their flavor!

Appendix

7 WAYS TO BUILD EMPLOYEE COMMITMENT

To create an ideal working environment like in the story, you must first know how to recognize employee achievements. That is what your employees value more than money, benefits, and any status or title.

Therefore, you need to keep in mind the following:

1. ALL THINGS HAVE A DIFFICULT BEGINNING

A good CEO, a favorable company culture, and attractive rewards are the deciding factors for your company's success, but you can't have them all at once. one-way. But recognizing your employees' efforts promptly and regularly, even if it's a little difficult at first, is completely within your reach.

2. CARROTS HELP IMPROVE VISION

In any field, knowing how to observe and praise the right work attitude is the key to strengthening the relationship between employees and the organization. When streamlining labor means you have to handle a larger workload with a smaller number of employees, retaining talented people becomes more important than ever. As a manager, your task is to recognize and tighten the relationship between employees and the company, especially good employees. At the same time, you must always guide and promote them to higher positions.

3. REWARD WISELY

Money isn't everything. It's the truth. Therefore, you should not wait for the right day or month to reward your employees. A sincere thank you in many cases is a great reward for them. Through surveys in many companies, feeling valued always tops the list of employee expectations. In fact, the more employees are recognized for their efforts and contribute ideas, the less demanding they are in terms of salary. Always remember, there are small actions that bring big results. For example, remembering employees' birthdays and their first day at work, and gifts that are not expensive but meaningful (like football tickets, or a few hours for them to leave early to attend activities). some fun activity with their children, etc.). Walk around your employees' workplace every day, talk to them, and thank them sincerely and often.

4. ACCURATE AND SPECIFIC REWARDS

For rewards to be truly effective, praise and recognition of achievements need to be very specific. Generic, perfunctory compliments like You did a great job! sometimes it's counterproductive and gives your employees reason to wonder: Do you really know anything about the work I'm doing here?. Therefore, praise privately or publicly in front of all employees must highlight the specific achievements of the individual being rewarded. For example: Cheryl, I saw how you handled customer complaints. Great. You know, quickly solving all problems is always the top motto of our company.

5. ALL TO ACHIEVE THE HIGHEST ACHIEVEMENT

Focus on noting ways and working attitudes that can bring better results. When you demonstrate a strategic vision in motivating and rewarding, your employees will understand that recognition of achievement is not a mass competition, but an important tool to direct people toward specific goals to increase employee performance and the company's production capacity.

6. CREATE A SWEET SOUND FROM COMPLAINTS

Combine formal rewards with enthusiastic participation. Formal rewards leave a deep and lasting impression on your staff. It is an opportunity to connect employees with the company, while contributing to affirming and strengthening the company's development goals and strategies. All you need to do is prepare for the reward session thoroughly, with a sincere attitude and express it specifically.

7. REWARDS FOR DEVELOPMENT

Rewarding is most meaningful to employees when it comes from sincerity and naturally, at the right time. If you wait until the year-end party to reward your employees, you may have already lost them.

Apathy is a poison that can kill employee enthusiasm and creative spirit. On the contrary, praise and rewards are truly a panacea. Profits increase sharply by 30% to 50% in companies that know how to increase employee engagement, said Jeffrey Pfeffer, a professor of organizational behavior at Stanford University.

So, ask yourself how you can evaluate your employees' abilities fairly. Get used to recognizing their efforts, regularly thanking and rewarding them. That way, you will be able to eliminate employee resentment or apathy at work and stimulate them to work even harder.

What is all this for?

So that you and your employees can always find a common voice and always work effectively and happily together!

Good luck!

BILL JOHNSON'S SHARING WORDS

President and CEO of McDonald's - Canada

Looking back on the past, I feel very lucky. Not only do I have a beautiful family and wonderful friends, but I've also had the honor of working for one of the largest companies in the world - McDonald's - throughout my entire career.

When I was a kid, because I wanted to earn a little money to spend and occasionally treat my friends, I applied to work at a McDonald's restaurant on London Road, Ontario, Canada. Who would have thought that this job would lead me into an exciting world, where I would later find success in my career.

Twenty-five years working at McDonald's, I have had the opportunity to travel to many places and learn many things, including lessons about human value for an organization.

At McDonald's, we believe that people are the heart and soul of the company. Everyone from service staff to franchise store owners work with a tireless spirit and sharp business sense. They brought us into the ranks of Canada's leading fast food providers – and, they set McDonald's apart.

In his time, Ray Kroc, founder of McDonald's, was a rare person with creative business philosophies and excellence in many other aspects. None of us can be as good as all of us put together, Ray's famous quote clearly shows his belief in teamwork and teamwork. Ray believes that rewarding employees is one of the investment activities that can bring unimaginable results.

Today, Ray's footprint still looms large at McDonald's. The fact that McDonald's personnel structure has little change shows that our employees are always valued and therefore they continue to stick with us and develop their careers with us. It can be said that 50% of McDonald's managers started their careers as waiters and more than 65% of senior managers started their careers similar to mine, a waiter. McDonald's table.

At McDonald's, we reward employees in many different ways. We solemnly reward employees at all levels for their individual and collective achievements when we recognize their dedication, initiatives and important turning points in their careers. However, we understand that motivating employees can also be expressed in many other forms. We believe that respecting employees, being open, sharing and saying thank you promptly when they do a good job is the foundation of every reward policy.

In 1980, I was fortunate to be one of the first McDonald's Canada employees to be rewarded by the global McDonald's Corporation for my business achievements. McDonald's Canada Founder and President George Cohen personally called me into his office to make the announcement. Honestly, his recognition and congratulations mean more to me than any other award.

Currently, as Chairman of the Board of Directors, I always take advantage of every opportunity to visit every McDonald's restaurant across Canada and interact with every employee who has contributed to building the McDonald's reputation. Canada. I am always inspired by the pride and enthusiasm that exists so strongly in our McDonald's family. We are doing and will do more. We must invest in building and further perfecting employee reward policies to improve working spirit and ensure that all their contributions are adequately rewarded. We consider it an equally important part of the company's global business strategies. We view our employees as true ambassadors of the McDonald's brand. Their warm service attitude and pleasant smiles can replace all the flowery words every time we introduce ourselves.

In this book, Adrian Gostick and Chester Elton have done a great job, which is to successfully build an example of an organization that uses reward policies as a lever to improve performance to ensure for its sustainable existence. With easy-to-understand and engaging language, you will find many honest and simple tips for effectively using