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Other editions. Enlarge cover. Error rating book. Refresh and try again. Open Preview See a Problem? Details if other :. Thanks for telling us about the problem. Return to Book Page. Today more than ever, businesses need fresh ideas to nurture talent and retain employees—enter 1, Ways to Reward Employees , thoroughly revised, updated, and even more chockablock with ideas than 1, Ways to Reward Employees , the groundbreaking national bestseller.
Adapted to meet the needs of an evolving workplace—especially to deal creatively with virtual employees, f Today more than ever, businesses need fresh ideas to nurture talent and retain employees—enter 1, Ways to Reward Employees , thoroughly revised, updated, and even more chockablock with ideas than 1, Ways to Reward Employees , the groundbreaking national bestseller.
Adapted to meet the needs of an evolving workplace—especially to deal creatively with virtual employees, freelancers and permalancers, international colleagues, and the rule-bending expectations of millennials—its 1, low-and no-cost rewards and strategies are drawn from thousands of companies across the globe.
Get A Copy. Paperback , pages. Published March 27th by Workman Publishing Company. More Details Other Editions 2. Friend Reviews. To see what your friends thought of this book, please sign up.
To ask other readers questions about Ways to Reward Employees , please sign up. Be the first to ask a question about Ways to Reward Employees. Lists with This Book. This book is not yet featured on Listopia. Community Reviews. Showing Average rating 3. Rating details. More filters. Sort order. Start your review of Ways to Reward Employees. Aug 14, Halordain rated it did not like it. The premise is solid: different people are motivated by different things, and money can go only so far.
I was sold after the introduction. However, the execution that follows was lacking, in three specific ways: 1. Lack of depth in stories -- Dr. Bob Nelson draws from lots of different companies, teams, projects, and approaches, but digs deep into few of them.
Most cover just a single aspect of a reward mechanism, in a single paragraph. There's no context. How did the employees respond? What was The premise is solid: different people are motivated by different things, and money can go only so far.
What was the pushback, and how did that company deal with it? What were the tangible results? Many of them are quotations from a single person -- the manager or HR rep that made the change -- without any kind of depth or alternative viewpoints. It often read like a superficial survey, the blurb of quotations or positive reviews that you often see on the back cover of books. Every method is pitched as if it works, but does it? Lack of organization -- The index helps, but it's hard to find a thread throughout the book.
The title -- " Ways to Reward Employees" -- implies some kind of ordering, or at least numbering, where I could know which number I'm on when starting to read a tip.
But the points aren't numbered. It's impossible to know if you're reading the th way or the th way, because there isn't any clear delineation. As such, I couldn't find any good stopping point or any way to jump to the category or point that would serve or interest me best.
Lack of creative content-based rewards -- This was the biggest put-down. So many of the methods cited in the book are motivational tricks that seem like jokes meant to inject temporary positivity into the workplace. For example, a manager sells ice cream and cuts out the packaging to stick to his back, so his subordinates get a laugh as he sells them treats I wouldn't find any of this rewarding or motivating; quite the opposite: it would make me feel uncomfortable. The book doesn't address projects in a more creative context, or the types of people that are motivated by the content of their work, whether it's developing new features, designing new characters, or simply taking on a different part of the process than they're used to developing, whether it be through hackathons, feature pitches, architectural design influence, or project planning.
That sense of purpose -- and how to wield it as a reward -- was what I found most lacking in this text. Nov 06, Evgeniya Vladimirova rated it liked it. However, for those who have established it and are looking for some new ideas, this book might be seen as basic. In fact, I found some great examples but there were few, most of the things have already been known or implemented in some way. Attracting and retaining talent: the growing shortage of skilled workers Trend 2.
The millennials are changing the rules at work Trend 3. We are all connected: the evolving role of virtual employees Trend 5. We need to build new motivational requirements like purpose, meaning, involvement and growth. Jan 26, Gregory Milani rated it it was ok. Way too long and repetitive It should have been a Medium blog post. Jan 06, Lane Bigsby rated it really liked it. Good info that's all pretty basic.
Lacking more of the unique ideas, specifically for remote workers. Aug 24, Eric rated it liked it. Good suggestions, but I don't really like the layout. Makes it difficult to read at times. Jan 10, Stefanie rated it liked it Shelves: 21st-century , american , non-fiction , business , This book is to be a first in several business books my manager has tasked a colleague and I to read, review with her and make suggestions to increase team morale.
Our members are of similar peer groups and we are highly collaborative. We act like a family - although we may drive each other bananas sometimes - we have each others backs and truly care for each other and the de This book is to be a first in several business books my manager has tasked a colleague and I to read, review with her and make suggestions to increase team morale.
We act like a family - although we may drive each other bananas sometimes - we have each others backs and truly care for each other and the delivery to our clients. Although we have naturally taken this role, it is important that we are making sure everyone feels valued. We thought this book would be a great kick-off - until we saw how big it was. Over pages, we took each section one at a time and discussed ideas and events. This has been in progress all year. A common theme to answering the question of "how to reward employees" was to ask them what they want.
What makes them feel valued? A quick unanimous survey allowed colleagues to share what is important, what we are doing right and where could we improve. I am proud of my team for not using it as an avenue to complain, but given positive and constructive feedback.
With that information on hand, this book will be of more use. It's huge and there is a ton of information in here. Reading through the whole thing, highlighting comments and ideas I like Fortunately, it is organized very well - so that you can use it as a reference guide really. If your team is say that having their ideas heard and rewarded then you can focus on the section that suggests how to encourage and thank team members for sharing ideas. There are a variety of examples from companies small and large - rewards that are at low or no cost.
Also is a guide on companies you are leverage their services to provide low cost rewards to your employees. There are ideas for the smaller individual teams - like mine - or for corporate level decision makers for the company as a whole to participate.
Workers are being stretched more and more to manage and deliver more these days. Margins are lower and so many companies are working hard to maintain. It is important to value these workers and make sure they feel valued. This book really does provide creative ideas out side of your traditional "Presidents Club" or "Sales Get-a-ways" that can help companies on a budget show value to all workers - sales, service and production workers alike.
1501 Ways to Reward Employees