Employee Appreciation Quotes

My thank-yous always come out rather labored. I often don't give them at all. People do what they're supposed to do and then wait for you to pile on the appreciation -- they're like frozen-yogurt employees who put out cups for tips.

Confidence is the profound yet frequently overlooked dimension of development that boils down to trusting and appreciating one’s talents and abilities.

When employees feel they're loved and appreciated by the company and by other employees, they tend to be more productive.

Maybe—and I just want you to think about it for the future—you should consider what other factors are important in employee retention. You know, like making people feel appreciated, giving them a reason to stay loyal to you. It isn’t just about a paycheck,” I replied as gently as I could, even though I knew damn well he didn’t exactly deserve to get handled with kid gloves. “You’ll find someone. It’s just not going to be me.

We nourish the bodies of our children and friends and employees, but how seldom do we nourish their self-esteem? We provide them with roast beef and potatoes to build energy, but we neglect to give them kind words of appreciation that would sing in their memories for years like the music of the morning stars.

How your business makes your customers feel has a direct correlation to how much money they are willing to spend with your business and the promptness with which they spend money with your business. You should make your customers feel welcome, make them feel appreciated, make them feel respected. And show customers that your business is valuable by ensuring that you and every employee treats the business with care and respect.

We think it's important to have a company culture where employees feel loved, valued, and appreciated.

People do what they’re supposed to do and then wait for you to pile on the appreciation—they’re like frozen-yogurt employees who put out cups for tips.

Hackers find more success with organizations where employees are under appreciated, over worked and under paid. Why would anyone in an organization like that care enough to think twice before clicking on a phishing email?

Don't miss work and never be late. Your boss will appreciate it, and he will reward you by shaking your hand in gratitude after he lays you off.

It’s not sufficient to know that something is wrong. You also have to appreciate why it is wrong, how things might be changed, and then persuade others of the new possibilities.

The words leaders use to speak to their team, especially the words that show appreciation for their employees’ strengths, are like air and water — essential for survival on the job.

In retaining employees and keeping them engaged, we’ll cover the five activities of great (vs. good) managers: • Help people play to their strengths. • Don’t demotivate; dehassle. • Set clear expectations and give employees a clear line of sight. • Give recognition and show appreciation. • Hire fewer people, but pay them more (frontline employees, not top leaders!).

The only gold stars the CIA gives out are for death in the field, and then only to actual employees, not contracted assets. You get my appreciation.” She smiled. “You’ll get a gold star in a forgotten file when you die. It will have to wait for now, but I doubt it will wait for too long.” “With friends like you.” “All your friends fucked you over, Court. Face it, you are better off with a straight shooter like me managing you.

Moments of pride commemorate people’s achievements. We feel our chest puff out and our chin lift. 2. There are three practical principles we can use to create more moments of pride: (1) Recognize others; (2) Multiply meaningful milestones; (3) Practice courage. The first principle creates defining moments for others; the latter two allow us to create defining moments for ourselves. 3. We dramatically underinvest in recognition. • Researcher Wiley: 80% of supervisors say they frequently express appreciation, while less than 20% of employees agree. 4. Effective recognition is personal, not programmatic. (“ Employee of the Month” doesn’t cut it.) • Risinger at Eli Lilly used “tailored rewards” (e.g., Bose headphones) to show his team: I saw what you did and I appreciate it. 5. Recognition is characterized by a disjunction: A small investment of effort yields a huge reward for the recipient. • Kira Sloop, the middle school student, had her life changed by a music teacher who told her that her voice was beautiful. 6. To create moments of pride for ourselves, we should multiply meaningful milestones—reframing a long journey so that it features many “finish lines.” • The author Kamb planned ways to “level up”—for instance “Learn how to play ‘Concerning Hobbits’ from The Fellowship of the Ring”—toward his long-term goal of mastering the fiddle.

To illustrate: A man with 314 employees joined one of these courses. For years, he had driven and criticised and condemned his employees without stint or discretion. Kindness, words of appreciation and encouragement were alien to his lips. After studying the principles discussed in this book, this employer sharply altered his philosophy of life. His organisation is now inspired with a new loyalty, a new enthusiasm, a new spirit of teamwork. Three hundred and fourteen enemies have been turned into 314 friends. As he proudly said in a speech before the class: ‘When I used to walk through my establishment, no one greeted me. My employees actually looked the other way when they saw me approaching. But now they are all my friends and even the janitor calls me by my first name.’ This employer gained more profit, more leisure and – what is infinitely more important – he found far more happiness in his business and in his home.

I once succumbed to the fad of fasting and went for six days and nights without eating. It wasn’t difficult. I was less hungry at the end of the sixth day than I was at the end of the second. Yet I know, as you know, people who would think they had committed a crime if they let their families or employees go for six days without food; but they will let them go for six days, and six weeks, and sometimes sixty years without giving them the hearty appreciation that they crave almost as much as they crave food.

Here’s a theory: Maybe I had not really been broken this whole time. Maybe I had been a human—flawed and still growing but full of light nonetheless. All this time, I had received plenty of love, but I’d given it, too. Unbeknownst to me, I had been scattering goodness all around like fun-sized chocolates accidentally falling out of my purse as I moved through the world. Perhaps the only real thing that was broken was the image I had of myself—punishing and unfair, narrow and hypercritical. Perhaps what was really happening was that, along with all my flaws, I was a fucking wonder. And I continue to be a fucking wonder. A fun, dependable friend who will always call you back, cook for you, and fiercely defend your honor. A devoted sister and daughter who prioritises and appreciates family in ways less-traumatised people can never quite understand. A hardworking, capable employee who brings levity and mischievousness to the offices I inhabit. I am a person who is generous with her love, who is present in texts and calls and affirmations, because I know so intimately how powerful that love can be.

We've reached a point in human history where higher education no longer works. As a result of technology, higher education in its traditional college setting no longer works. It will never be effective or progressive enough to keep up with the growing needs of employers who look to college institutions for their future employees. I can appreciate the good intent the college system set out to achieve. For previous generations, the formula actually worked. Students enrolled into universities that were affordable, they gained marketable skills and they earned good jobs. Since there was a proven track record of success, parents instilled the value of college in their children thinking they would achieve the same success story they did, but unfortunately Wall Street was watching. Wall Street, the federal government and the college system ganged up and skyrocketed the cost of tuition to record highs. This was easy to do because not only did they have posters blanketing high schools showing kids what a loser they would be if they didn't go to college, they also had Mom and Dad at home telling them the same thing. This system - spending 4+ years pursuing a college education when the world is changing at the speed of light - no longer works and it's not fixable. We now have the biggest employer's market in human history, where employers have their pick of the litter, and because of this employees will get paid less and less and benefits will continue to erode.

I've found that, in most cases, managers greatly underestimate the impact that a comment or quick gesture of approval has on employees. They'll spend weeks trying to tweak an annual bonus program or some other compensation system, believing that their employees are coin-operated, but they'll neglect to stop someone during a meeting and say, “Hey, that's a fantastic example of hunger. We should all try to be more like that.” I'm not saying that compensation doesn't matter. But if we want to create a culture of humility, hunger, and smarts, the best way to do it is to constantly be catching people exhibiting those virtues and publicly holding them up as examples. No balloons, pastries, or plastic tchotchkes are necessary, just genuine, in-the-moment appreciation.

Doing things the right way, giving guys accolades for that. It’s important. In Burger King we used to call it taking a walk. Taking a walk means you get out of your office and walk around the restaurant. You walk outside and look for trash. Is the dining room clean? Are your employees dressed properly? Are they smiling? Are the lights on? We all need to take a walk more often. Just look around and say, ‘Is everything right? Is everything the way it should be? Are we giving ourselves the best chance to have success?’ And if we are, then what’s wrong with going up to that person that has that area cleaned up, and is focused, with a smile on their face, and saying, ‘Hey, I want you to know I appreciate it.’ If there’s one thing I learned as an owner, it’s that the players, people that work for you, they’re the ones that are going to make you successful.” Plank bought

So long as the income continues the employee is prone to quell what desires he may have for rural life and to tolerate the disadvantages of urban surroundings rather than to drop a certainty for an uncertainty; but when hard times arrive and his savings steadily melt away he begins to appreciate the advantages of a home which does not gobble up his hard-earned money but produces much of its up-keep, especially in the way of food for the family. More than this, however! He realizes at the end of each year in the city that he has only 12 slips of paper to show for his perhaps chief expenditure—rent; that he and his family are “cliff dwellers” who probably do not know or want to know others housed under the same roof; that his children “have no place to go but out and no place to come but in”; in short, that he and they are ekeing out a narrowing, uneducative, imitative, more or less selfish and purposeless existence; and that his and their “expectation of life” is shortened by tainted air, restricted sunshine and lack of exercise, to say nothing of exposure to disease.

We came to the city because we wished to live haphazardly, to reach for only the least realistic of our desires, and to see if we could not learn what our failures had to teach, and not, when we came to live, discover that we had never died. We wanted to dig deep and suck out all the marrow of life, to be overworked and reduced to our last wit. And if our bosses proved mean, why then we’d evoke their whole and genuine meanness afterward over vodka cranberries and small batch bourbons. And if our drinking companions proved to be sublime then we would stagger home at dawn over the Old City cobblestones, into hot showers and clean shirts, and press onward until dusk fell again. For the rest of the world, it seemed to us, had somewhat hastily concluded that it was the chief end of man to thank God it was Friday and pray that Netflix would never forsake them. Still we lived frantically, like hummingbirds; though our HR departments told us that our commitments were valuable and our feedback was appreciated, our raises would be held back another year. Like gnats we pestered Management— who didn’t know how to use the Internet, whose only use for us was to set up Facebook accounts so they could spy on their children, or to sync their iPhones to their Outlooks, or to explain what tweets were and more importantly, why— which even we didn’t know. Retire! we wanted to shout. We ha Get out of the way with your big thumbs and your senior moments and your nostalgia for 1976! We hated them; we wanted them to love us. We wanted to be them; we wanted to never, ever become them. Complexity, complexity, complexity! We said let our affairs be endless and convoluted; let our bank accounts be overdrawn and our benefits be reduced. Take our Social Security contributions and let it go bankrupt. We’d been bankrupt since we’d left home: we’d secure our own society. Retirement was an afterlife we didn’t believe in and that we expected yesterday. Instead of three meals a day, we’d drink coffee for breakfast and scavenge from empty conference rooms for lunch. We had plans for dinner. We’d go out and buy gummy pad thai and throat-scorching chicken vindaloo and bento boxes in chintzy, dark restaurants that were always about to go out of business. Those who were a little flush would cover those who were a little short, and we would promise them coffees in repayment. We still owed someone for a movie ticket last summer; they hadn’t forgotten. Complexity, complexity. In holiday seasons we gave each other spider plants in badly decoupaged pots and scarves we’d just learned how to knit and cuff links purchased with employee discounts. We followed the instructions on food and wine Web sites, but our soufflés sank and our baked bries burned and our basil ice creams froze solid. We called our mothers to get recipes for old favorites, but they never came out the same. We missed our families; we were sad to be rid of them. Why shouldn’t we live with such hurry and waste of life? We were determined to be starved before we were hungry. We were determined to be starved before we were hungry. We were determined to decrypt our neighbors’ Wi-Fi passwords and to never turn on the air-conditioning. We vowed to fall in love: headboard-clutching, desperate-texting, hearts-in-esophagi love. On the subways and at the park and on our fire escapes and in the break rooms, we turned pages, resolved to get to the ends of whatever we were reading. A couple of minutes were the day’s most valuable commodity. If only we could make more time, more money, more patience; have better sex, better coffee, boots that didn’t leak, umbrellas that didn’t involute at the slightest gust of wind. We were determined to make stupid bets. We were determined to be promoted or else to set the building on fire on our way out. We were determined to be out of our minds.

went to her workshop three times a week to paint with Kirsten. She rarely frequented the Lark House dining room, preferring to eat out at local restaurants where the owners knew her, or in her apartment, when her daughter-in-law sent the chauffeur around with one of her favorite dishes. Irina kept only basic necessities in her kitchen: fresh fruit, oatmeal, whole-grain bread, honey. Alma and Seth often invited Irina to their ritual Sunday lunch at Sea Cliff, where the family paid the matriarch homage. To Seth, who had previously used any pretext not to arrive before dessert—for even he was unable to consider not putting in an appearance at all—Irina’s presence made the occasion infinitely more appealing. He was still stubbornly pursuing her, but since he was meeting with little success he also went out with previous girlfriends willing to put up with his fickleness. He was bored with them and did not succeed in making Irina jealous. As his grandmother often said and the family often repeated, why waste ammunition on vultures? It was yet another enigmatic saying often used by the Belascos. To Alma, these family reunions began with a pleasant sense of anticipation at seeing her loved ones, particularly her granddaughter, Pauline (she saw Seth frequently enough), but often ended up being a bore, since every topic of conversation became a pretext for getting angry, not from any lack of affection, but out of the bad habit of arguing over trivialities. Seth always looked for ways to challenge or scandalize his parents; Pauline brought to the table yet another cause she had embraced, which she explained in great detail, from genital mutilation to animal slaughterhouses; Doris took great pains to offer her most exquisite culinary experiments, which were veritable banquets, yet regularly ended up weeping in her room because nobody appreciated them; good old Larry meanwhile performed a constant balancing act to avoid quarrels. The grandmother took advantage of Irina to dissipate tension, because the Belascos always behaved in a civilized fashion in front of strangers, even if it was only a humble employee from

30% more of the workforce is satisfied when there’s even an informal recognition program in place. 75% of employees receiving at least monthly recognition (even if informal) are satisfied with their job. 79% of employees who quit their jobs cite a lack of appreciation as a key reason for leaving.

4. Give recognition and show appreciation. “The deepest principle of human nature is the craving to be appreciated,” wrote William James, the father of American psychology. It is impossible to be motivated and do great work if you don’t feel that somebody cares and appreciates what you do. Studies have shown that for people to be happy and productive at work, they need to experience positive interactions (appreciation, praise) vs. negative (reprimands, criticism) with their manager in a ratio of at least 3:1. (Watch out: For a marriage to work, you actually need a 5:1 ratio!!) So make it a simple habit to thank people each and every day — and that includes using the word generously in emails to your team. The way people want to receive recognition varies greatly: public vs. private, material vs. immaterial, from peers vs. from superiors, etc. Great managers test different approaches and observe reactions until they find the triggers that work best with each of their people. At MOM’s Organic Market, managers will sometimes publicly recognize employees who have performed well, but CEO Scott Nash has often found that one-on-one comments are most effective.

When I was in his bar the other night, before I knew he was the owner, I couldn’t help but notice how diverse the employees were. That made me appreciate whoever the owner was. The other two bartenders, Razi and Roman, are both Black. One of the waitresses is Hispanic.

To fill this gap in the capital market, Davis and Rock set themselves up as a limited partnership, the same legal structure that had been used by a short-lived rival called Draper, Gaither & Anderson.[18] Rather than identifying startups and then seeking out corporate investors, they began by raising a fund that would render corporate investors unnecessary. As the two active, or “general,” partners, Davis and Rock each seeded the fund with $100,000 of their own capital. Then, ignoring the easy loans to be had from the fashionable SBIC structure, they raised just under $3.2 million from some thirty “limited” partners—rich individuals who served as passive investors.[19] The beauty of this size and structure was that the Davis & Rock partnership now had a war chest seven and a half times larger than an SBIC, and with it the ammunition to supply companies with enough capital to grow aggressively. At the same time, by keeping the number of passive investors under the legal threshold of one hundred, the partnership flew under the regulatory radar, avoiding the restrictions that ensnared the SBICs and Doriot’s ARD.[20] Sidestepping yet another weakness to be found in their competitors, Davis and Rock promised at the outset to liquidate their fund after seven years. The general partners had their own money in the fund, and thus a healthy incentive to invest with caution. At the same time, they could deploy the outside partners’ capital for a limited time only. Their caution would be balanced with deliberate aggression. Indeed, everything about the fund’s design was calculated to support an intelligent but forceful growth mentality. Unlike the SBICs, Davis & Rock raised money purely in the form of equity, not debt. The equity providers—that is, the outside limited partners—knew not to expect dividends, so Davis and Rock were free to invest in ambitious startups that used every dollar of capital to expand their business.[21] As general partners, Davis and Rock were personally incentivized to prioritize expansion: they took their compensation in the form of a 20 percent share of the fund’s capital appreciation. Meanwhile, Rock was at pains to extend this equity mentality to the employees of his portfolio companies. Having witnessed the effect of employee share ownership on the early culture of Fairchild, he believed in awarding managers, scientists, and salesmen with stock and stock options. In sum, everybody in the Davis & Rock orbit—the limited partners, the general partners, the entrepreneurs, their key employees—was compensated in the form of equity.

Motivate the Workforce. Have you identified each person’s “hot button” and focused on it? Do you work personal pride and shared purpose into most communications? Are you keeping your powder dry for those urgent moments when you may need it?   8. Embrace the Front Lines. Have you made your intent clear and empowered those around you to act? Do you regularly meet with those in direct contact with customers? Is everybody able to communicate their ideas and concerns to you?   9. Build Leadership in Others. Are all managers expected to build leadership among their subordinates? Does the company culture foster the effective exercise of leadership? Are leadership development opportunities available to most, if not all, managers? 10. Manage Relations. Is the hierarchy reduced to a minimum, and does bad news travel up? Are managers self-aware and empathetic? Are autocratic, egocentric, and irritable behaviors censured? 11. Identify Personal Implications. Do employees appreciate how the firm’s vision and strategy impact them individually? What private sacrifices will be necessary for achieving the common cause? How will the plan affect people’s personal livelihood and quality of work life? 12. Convey Your Character. Have you communicated your commitment to performance with integrity? Do those in the organization know you as a person, and do they appreciate your aspirations and your agendas? Have you been in the same room or at least on the same call with everybody who works with you during the past year? 13. Dampen Overoptimism and Excessive Pessimism. Have you prepared the organization for unlikely but extremely consequential events? Do you celebrate success but also guard against the by-products of excessive confidence? Have you paved the way not only for quarterly results but for long-term performance?

The lack of attention paid to an employee’s first day is mind-boggling. What a wasted opportunity to make a new team member feel included and appreciated. Imagine if you treated a first date like a new employee: “I’ve got some meetings stacked up right now, so why don’t you get settled in the passenger seat of the car and I’ll swing back in a few hours?

Feedback followed by recognition and appreciation helps team members feel valued & understand that they are vital parts of the company.

For traditional employment, don’t pursue your passion. Find a company that appreciates its employees and will provide challenging work for equitable compensation. Make the rest of your life about pursuing your passions.

One of the most common mistakes companies make as they scale is to drift from their consistent drumbeat. This can happen when new employees join by the hundreds—or by the thousands—and they’re so far removed from the leader that they don’t really hear the beat. So while they may understand the “what,” they may not be clear on the “how.” Meaning, they may know what their job is and what the company is trying to do, but they don’t appreciate how the company goes about doing what it does. The “how” is all about culture and values of a company, which must be communicated clearly.

Study after study shows that employees leave organizations primarily because of poor relationships with managers, not because of pay, benefits, or other factors. How well you train, coach, empower, and support your people—and whether you show appreciation for the hard work they do each day in the trenches serving customers—makes all the difference not only in retaining your best employees, but also in creating memorable experiences for customers.

The idea that low mood could have more than one function squares with the obvious fact that it is triggered reliably by very different situations. A partial list of triggers includes separation from the group, removal to an unfamiliar environment, the inability to escape from a stressful situation, death of a significant other,14 scarce food resources, prolonged bodily pain, and social defeat.15 In humans the value of low mood is put to the fullest test when people face serious situations in which immediate problems need to be carefully assessed. We might think of the groom who is left at the altar, the loyal employee who is suddenly fired from his job, or the death of a child. If we had to find a unifying function for low mood across these diverse situations, it would be that of an emotional cocoon, a space to pause and analyze what has gone wrong. In this mode, we will stop what we are doing, assess the situation, draw in others, and, if necessary, change course. Fantasizing about a world without low mood is a vain exercise. Low moods have existed in some form across human cultures for many thousands of years.16 One way to appreciate why these states have enduring value is to ponder what would happen if we had no capacity for them. Just as animals with no capacity for anxiety were gobbled up by predators long ago, without the capacity for sadness, we and other animals would probably commit rash acts and repeat costly mistakes. Physical pain teaches a child to avoid hot burners; psychic pain teaches us to navigate life’s rocky shoals with due caution.17

Recognition is largely about behavior. “Catch them doing what you want and recognize it,” the books say. Appreciation, conversely, focuses on performance plus the employee’s value as a person. Recognition is about improving performance and focuses on what is good for the company. Appreciation emphasizes what is good for the company and good for the person (which may sometimes mean helping them find a position that is better for them than their current role). The relational direction of recognition is top-down, coming from leadership.

Consider the case of SeaTac, a suburb of Seattle that increased its minimum wage for certain service industry employees to fifteen dollars per hour starting January 1, 2014. The Seattle Times reported in February 2014: “At the Clarion Hotel off International Boulevard, a sit-down restaurant has been shuttered, though it might be replaced by a less-labor-intensive café. . . . Other businesses have adjusted in ways that run the gamut from putting more work in the hands of managers, to instituting a small ‘living-wage surcharge’ for a daily parking space near the airport.” Some businesses in SeaTac have cut benefits to their employees. When asked whether they appreciated the increase in the minimum wage, a hotel employee replied, “I lost my 401k, health insurance, paid holiday and vacation.” The hotel reportedly offered meals to its employees. Now the employees must bring their own food. The hotel has also cut overtime and the opportunity to earn overtime pay. A part-time waitress stated, “I’ve got $15 an hour, but all my tips are now much less.”41

When relationships are not nurtured by a sense of appreciation, the results are predictable:   • Team members will experience a lack of connectedness with others and with the mission of the organization.   • Workers will tend to become discouraged, feeling “There is always more to do and no one appreciates what I’m doing.”   • Often employees will begin to complain about their work, their colleagues, and their supervisor.   • Eventually, team members start to think seriously about leaving the organization and they begin to search for other employment.

Employees are the only organization resource that can, with training, appreciate in value. All other resources depreciate.

The call to leadership excellence means you must now be awake to the reality that you are no longer your own, you are a blessing to society. In business, this will also mean value given to shareholders, customers, employees as well as society. This will take you, your family and your corporate base to appreciate that your leadership role and influence demands that they share you with other causes and stakeholders. As an effective person, you must be able to balance the demands on you and create the additional time that leadership at a higher level requires.

Express Your Appreciation To Your Employees. Do Not Think They Already Know, Cause They Don't

Leaders and managers appreciate it when employees take the initiative to offer help, build networks, gather new knowledge, and seek feedback. But there’s one form of initiative that gets penalized: speaking up with suggestions. In one study across manufacturing, service, retail, and nonprofit settings, the more frequently employees voiced ideas and concerns upward, the less likely they were to receive raises and promotions over a two-year period. And

Uncomplicated Systems Of giftcity - A Background The sort of present you give can have an enduring impression on the receiver. Gift will make a person feel special so it is important that when selecting a gift, you must always keep the receiver in mind. Gift has the power to keep up it for a long time and to develop relationship that is powerful. Particularly in the corporate world, a a happy customer or a partner that is satisfied can have an enormous impact on the business. Thus, when picking corporate gift, one must be attentive and be diplomatic as well. Firms organises occasions and events to market their services and products. During such occasions, corporate gifts Singapore can play an enormous part in attracting more customers and keep up the old ones. Companies can emboss the presents reach to more individuals and they give away to further their advertisement with company emblems. Inexpensive gift item like pencils mugs bags etc are perfect for such giveaways they not only promote the company but also bring more customers company may also organize Corporate Gifting such as jewellery branded goods electronics and gadgets etc for significant occasions giveaways to high achievers for the company or business associates. Some of the things proposed by Giftcitysingapore are leather goods, branded wristwatches, kitchenwares, gadgets and electronic good etc are perfect for corporate gifts. Such expensive items can be given on particular company's occasion and occasions. Depending on the occasion and recipients corporate gifts can be chosen. One should also keep in your mind not to tarnish the company's persona with affordable presents for special occasions when choosing corporate gifts. Latest gadgets and electronic devices makes wonderful gifts for family members and friends, the exact same thought can be used on corporate gift ideas. Everyone will appreciate being gifted with the most recent gadget in the industry. Present city website has also implied that electronic devices and gadgets are perfect corporate gifts. Gadgets and electronic devices even have practical use consequently most firms regularly give away such expensive gifts to valued employees and clients.

Another argument: The rich are job creators. They are helping the poor. If their taxes are cut, they can create more jobs. Ah, facts again. The rich actually tend to keep their money by buying prime real estate, yachts, art, and the like—things that will appreciate in value without giving back much to the economy as a whole. Moreover, the rich don’t just give jobs out of the goodness of their hearts. Look at economics from the perspective of work: Working people are profit-creators. The rich only create jobs when they can get employees who can create profit for them. The poor create profit for the rich. Conservatives

Nike, Microsoft Amazon and similar companies went public relatively early in their growth cycles. As a result, public investors had the opportunity to participate in 95 to 99% of their overall price appreciation. Founders, early employees and VCs took all the risk. Most of the reward was left for grabbing – anyone could’ve bought those stocks on the secondary markets.   As the Federal Reserve prints more money and interest rates remain low, an increasing percentage of capital is flowing into risky asset classes like venture capital and “angel investing.” This capital has chased up valuations in the pipeline preceding IPOs, making the IPOs feel more like the end of the journey, not the beginning. Thus,

Think of the times that others remembered your name and used it kindly. How did it make you feel? When you use someone’s name it makes him or her feel recognized, appreciated, and special.

One of the speaking programs I deliver is entitled, "Service with a Smile . . . How to Create a Sensational Customer Experience." Smiling is at the heart of my teaching because when employees smile while delivering service, it tells the guest/client/customer . . . You matter. You are important. We are glad you are here. We appreciate your business.

The Warm Welcome of Hospitality. Walt Disney World is the epitome of world-class customer service. Employees must be hyper-vigilant of spatial orientation to engage, impress, and interact with guests. For simply being near a guest, employees are trained to: • Make eye contact and smile. • Greet and welcome each and every guest. • Seek out guest contact. • Provide immediate service recovery. • Always display appropriate body language. • Preserve the “magical” guest experience. • Thank each guest and demonstrate that appreciation.

These qualities make a great impression on your boss, your teams, and your customers. You will be more respected, noticed, and appreciated in the process. As your own "CEO of Self," projecting this positive level of engagement furthers your own personal reputation and interests for healthy communication, networking, and positive first impressions. An added bonus is that YOU will receive great benefits from putting forth this type of effort. Whether it be self-esteem, new training, cooperation, experience, or a raise or bonus, the rewards are extensive and many.

Manners Matter. Courteous behavior is the hallmark of healthy relations and human interaction. Manners ensure you will be more respected, admired, and appreciated. Thank you!

Some will reveal how you interact with the world around you, where you direct your energy, how you make decisions, how you approach work, and how you tend to communicate. Others will reveal how you give and receive love and what it takes to feel appreciated.

Conversational Chameleon We know that chameleons are lizards who are famous for their ability to change their colors and fit in as their environments require. This ability enables them to change themselves for safety, survival, and healthy well-being. Their colors adjust to reflect their mood, their surroundings, and serve as camouflage when necessary. Fossils prove they have been on this planet for over eighty million years, so they must be doing something right. Their innate ability for adaptability deserves appreciation, respect, and further consideration. It obviously works!

Understanding Personality Styles Helps You: • Communicate more easily with others by understanding their perspectives. • Adapt your behavior to resonate with others. • Develop deeper levels of compassion, patience, and communication. • Deliver personalized customer service. • Build trust and rapport faster. • Nurture existing relationships. • Make more sales. • Feel more confident networking. • Realize that people behave the way they do for their reasons, not yours. • Appreciate the diversity of teammates, family members, friends, and work groups. • Unify your teams and get the best out of your people by focusing on their strengths, aligning their styles with their assigned positions, and knowing how to motivate and reward them.

Effective communication requires an elevated level of self-awareness, and desire to understand and appreciate one another.

The gracious timing of social synchronicity helps the sender’s message align and resonate with the receiver’s ability to recognize, receive, comprehend, and appreciate the intended message. When the sender and receiver are “in sync,” the clarity and synergy created are powerful and affirming.

Use Names. Calling a person by name makes him/her feel recognized, appreciated, and special. It shows respect and that you are genuinely interested in making a connection. You make them feel remembered!

In Seattle, Washington, in 1971, Howard Schultz, the owner of a local coffee roasting and distribution company, noted the increasing affluence of the American public and their desire to receive gracious treatment in their daily activities. Schultz recognized that there was a market for small businesses featuring top quality coffee and an opportunity to relax in an attractive environment. To take advantage of these emerging Minitrends, Mr. Schultz initiated the very successful Starbucks chain which offers top quality coffee drinks in a friendly and relaxed atmosphere Starbucks has a long record of appreciating Minitrends, but failed to recognize the trend that more economically-stressed customers were beginning to opt for similar, lower-cost drinks offered by fast food restaurants such as McDonald’s. While still popular, in summer 2008, the Starbucks company announced the termination of 1,000 employees, and in November 2008, the company reported a 98 percent decline in profit for the third quarter of the year. To be more economically competitive, Starbucks has recently introduced a line of instant coffee.

People want to hang on to things that work—stories that work, methods that work, strategies that work. You figure something out, it works, so you keep doing it—this is what an organization that is committed to learning does. And as we become successful, our approaches are reinforced, and we become even more resistant to change. Moreover, it is precisely because of the inevitability of change that people fight to hold on to what they know. Unfortunately, we often have little ability to distinguish between what works and is worth hanging on to and what is holding us back and worth discarding. If you polled the employees of any creative company, my guess is that the vast majority would say they believe in change. But my experience, postmerger, taught me something else: Fear of change—innate, stubborn, and resistant to reason—is a powerful force. In many ways, it reminded me of Musical Chairs: We cling as long as possible to the perceived “safe” place that we already know, refusing to loosen our grip until we feel sure another safe place awaits. In a company like Pixar, each individual’s processes are deeply interconnected with those of other people, and it is nearly impossible to get everyone to change in the same way, at the same pace, all at once. Frequently, trying to force simultaneous change just doesn’t seem worth it. How, as managers, do we differentiate between sticking with the tried-and-true and reaching for some unknown that might—or might not—be better? Here’s what we all know, deep down, even though we might wish it weren’t true: Change is going to happen, whether we like it or not. Some people see random, unforeseen events as something to fear. I am not one of those people. To my mind, randomness is not just inevitable; it is part of the beauty of life. Acknowledging it and appreciating it helps us respond constructively when we are surprised. Fear makes people reach for certainty and stability, neither of which guarantee the safety they imply. I take a different approach. Rather than fear randomness, I believe we can make choices to see it for what it is and to let it work for us. The unpredictable is the ground on which creativity occurs.

Because your employee must first appreciate that you are on her wavelength and understand her thinking completely.

The fact is that 79 percent of employees who quit their jobs cite a lack of appreciation as a key reason for leaving. Sixty-five percent of North Americans report that they weren’t recognized in the least bit the previous year.

Company To Experiment With Valuing Employees 148 words SAN DIEGO—Cautioning that the initiative was being instituted on a trial basis only, Forrest Logistics CEO Wayne Gartner announced Thursday that the company had recently begun experimenting with valuing its employees. “For the next three months, we’ll be treating our workers as skilled professionals we appreciate having on our staff instead of as disposable laborers whose morale could not matter less to us,” said Gartner, telling reporters that during this provisional period, management would be assessing the long-term viability of constructively addressing employee concerns and creating an overall positive work environment. “This is completely new to us, obviously, but that’s why we’re just testing it out. If need be, we can go back to essentially telling our workers that they’re lucky we hired them in the first place.” At press time, the initiative had been canceled after estimates revealed it would cost the company upwards of $2,500 annually.

In good organizations, leaders are treated with a sense of appreciation and respect by employees; in great organizations, employees are treated with the same esteem by leaders.

Recognition of hard work matters, especially when it comes to retaining talent. A decades-long study of two hundred thousand managers and employees conducted by OC Tanner found that 79 percent of people who leave their jobs cite “lack of appreciation” as a primary reason.

Employees, too, could sign on for a year’s tour of duty, at a certain department, branch, or product line. Having the option to extend their stay or to apply for a lateral move into another assignment would give most employees a much appreciated sense of autonomy. Tours of duty could also be mandatory.

An employee-oriented culture that focuses on real relationships with each other instead of a purely profit-oriented sales and earnings culture, as we find in the majority of companies today. An inspiring management culture that does not focus purely on the use of manpower but on the development of each individual employee’s potential. An appreciative and inspiring environment that allows each individual, the entire team, and ultimately the entire company to grow beyond itself.

In 2009, Facebook was employing just around 150 content moderators, who worked primarily from Palo Alto, making around $50,000 per year (consider that salary in light of the already-skyrocketing Bay Area rents at the time). Although the moderators’ focus was broad, covering an array of topics, a Newsweek article from that year failed to appreciate the workers’ broad responsibilities, calling them “porn cops,” but also conceded that they were key to the company’s growth.6 Simon Axten, a twenty-six-year-old Facebook employee profiled in the article, was quoted in the New York Times just four months later as saying that Facebook had tried outsourcing content moderation, but “had not done so widely.”7

A thanked employee is an appreciative employee." And thanks is cheaper than cash.

Maybe I had been a human—flawed and still growing but full of light nonetheless. All this time, I had received plenty of love, but I’d given it, too. Unbeknownst to me, I had been scattering goodness all around like fun-size chocolates accidentally falling out of my purse as I moved through the world. Perhaps the only real thing that was broken was the image I had of myself—punishing and unfair, narrow and hypercritical. Perhaps what was really happening was that, along with all of my flaws, I was a fucking wonder. And I continue to be a fucking wonder. A fun, dependable friend who will always call you back, cook for you, and fiercely defend your honor. A devoted sister and daughter who prioritizes and appreciates family in ways less-traumatized people can never quite understand. A hardworking, capable employee who brings levity and mischievousness to the offices I inhabit. I am a person who is generous with her love, who is present in texts and calls and affirmations, because I know so intimately how powerful that love can be.

Every great leader I served with understood the need to share the hardships with the men and women they led. Nothing gains the respect of the troops quicker than spending time on the factory floor, or in the trading room, the warehouse, the clinic, or the foxhole. The C-suite, the corner office, the front office, or the largest cubicle can trap you into believing that your place is above the people you serve. It is not. Wherever you sit as a leader, don’t sit for long. Get out of your office and spend time with the employees. This will give you an appreciation for the work they do, an understanding of the challenges they face, and insights into how to improve the business.

Through all of these steps, communicating clearly serves to synchronize the workforce from top to bottom. So, whether you are setting the vision, building the strategy, developing the plan, or inspecting the factory, always ensure you are communicating your goals, your expectations, and most importantly, your appreciation. The employees may or may not like the direction you have set for the organization, but they will always be grateful for knowing what you are thinking and where you are headed as a leader.

I’ve also trained employees and teams to pause and gaze in the middle of their days. We call these breaks “wonder interventions at work.” This particular wonder intervention is called Pause-Gaze-Praise. The idea is that when you are working and you notice your temples tightening, your eyesight narrowing, your body aching, and your mind spinning downward, you train yourself to pause. The employees and teams each learn to look away from what they’re busily doing—especially if they’ve been staring for hours at a screen—and instead gaze upon something ordinary right around them. A chair or paper clip suffice. They learn to let their eyes soften and simply receive the shape, hue, and design of the thing itself without thinking about the thing. Then they take a moment to appreciate what they gaze upon.

You do need to be visible. Your boss does need to like you. This is not proof of a heartless world; it’s just human nature. Hard work doesn’t pay off if your boss doesn’t know whom to reward for it. Would you expect a great product to sell with zero marketing? Probably not. So what’s a good balance? Every Friday send your boss an email summarizing your accomplishments for the week—nothing fancy, but quickly relating the good work you’re doing. You might think they know what you’re up to, but they’re busy. They have their own problems. They’ll appreciate it and begin to associate you with the good things they’re hearing (from you, of course). And when it’s time to negotiate for that raise (or to refresh your résumé), you can just review the emails for a reminder of why exactly you’re such a good employee.

Paris believed people taught you how to treat them in how they treated others. Ron liked to appreciate his employees to motivate them. It stood to reason that this was what he needed to thrive too.

Employees who feel supported and appreciated are more likely to go above and beyond for their organization.

people who would think they had committed a crime if they let their families or employees go for six days without food; but they will let them go for six days, and six weeks, and sometimes sixty years without giving them the hearty appreciation that they crave almost as much as they crave food.

Rewarding your team members is not about stuff. Its about connecting. It's about you making the effort to appreciate them with a small token. We connect through gestures.

the relationship between the employees and the company is the entire basis for the mojo they exude. You can’t have the second without the first. Unless a significant majority of a company’s people love the place where they work; unless they feel valued, appreciated, supported, and empowered; unless they see a future full of opportunities for them to learn and grow—unless, that is, they feel great about what they do, whom they do it with, and where they’re going—mojo is simply not in the cards.

Even if somebody is beautiful, they are as imperfect as you 5 March 2021 (first Friday of March) National Employee Appreciation Day 8 March Women's Day

small rewards encourage internal motivation because they are really a form of recognition rather than material gain, signaling that the corporation or boss appreciates the employee’s internal desire to improve and contribute.

Money can’t buy you happiness but it sure can buy the Hammer truly wireless earbuds, and we are certain the feeling is pretty much the same! With festival season being round the corner and no good ideas on what to gift your loved ones whatsoever, Hammer presents to you its wide range of athleisure products ranging from the truly wireless earbuds, wireless earphones, Hammer bash headphones, fitness bands going all the way to its smart watch and so much more! It’s time to finally go all out and ditch those old school gifting trends with something different than the age-old gifts like clothes and sweets for your friends and family! At Hammer, we understand festivals are full of bliss and joy, and we are all about spreading the joy with our luxurious products in a budget that ensures that you and your loved ones get the best quality and comfort all in one single product. All Hammer products are equipped with the latest Bluetooth V5.0 technology, sweatproof or waterproof, and pairing, along with long hours of battery support. All Hammer products will not only make this special day full of traditions but also a day to appreciate one another and send out gifts as a small token of appreciation for all the special ones in our life. In addition to this the entire range of these Hammer products also make perfect corporate gifts to employee or business clients and partners that will be appropriate for those work calls or that zoom meeting, all while giving you just the right opportunity to make those professional bond all the stronger and for rewarding those hardworking employees together with the most valuable clients of your business this festive season. So now put a stop to your gift hunting all while collecting those precious Hammer devices that will incontestably make for the best festival present this season while you still have time! Hammer best selling products in India for the festive season 1. Hammer KO Sports True Wireless Earbuds with Touch Controls. 2. Hammer Pulse Smart Watch for Body Temperature Measurement 3. Hammer Bash over the Ear Bluetooth Wireless Bluetooth Headphones with HD Mic. 4. Hammer Airflow True Wireless Earbuds with Bluetooth v5.0 (Black, White, Blue Color). 5. Hammer Grip Sports Wireless Bluetooth Earphones.

■ Types are (sets of) things we can talk about. ■ Relations are (sets of) things we say about the things we can talk about. (There is a nice analogy here that might help you appreciate and remember these important points: Types are to relations as nouns are to sentences.) Thus, in the example, the things we can talk about are employee numbers, names, department numbers, and money values, and the things we say are true utterances of the form “The employee with the specified employee number has the specified name, works in the specified department, and earns the specified salary.” It follows from all of the foregoing that: 1. Types and relations are both necessary (without types, we have nothing to talk about; without relations, we cannot say anything). 2. Types and relations are sufficient, as well as necessary—i.e., we do not need anything else, logically speaking. 3. Types and relations are not the same thing. It is an unfortunate fact that certain commercial products—not relational ones, by definition!—are confused over this very point.

It’s about the emotion behind the recognition and going out of your way to appreciate employees in ways that they would never even consider.

Carlos is a very confident CEO. But he has a bad habit of verbalizing any and every internal monologue in his head. And he doesn’t fully appreciate that this habit becomes a make-or-break issue as people ascend the chain of command. A lowly clerk expressing an opinion doesn’t get people’s notice at a company. But when the CEO expresses that opinion, everyone jumps to attention. The higher up you go, the more your suggestions become orders. Carlos thinks he’s merely tossing an idea against the wall to see if it sticks. His employees think he’s giving them a direct command. Carlos thinks he’s running a democracy, with everyone allowed to voice their opinion. His employees think it’s a monarchy, with Carlos as king.

This leads us to a central tenet of tactical excellence: if your people aren’t executing well, it’s not their fault. It’s yours. Leaders of great companies have faith in the ability of ordinary people to perform extraordinarily well. They know that there are very few lazy, uncaring people and that, given the right environment, most people will deliver outstanding performance. Poor performance is usually the result of poor hiring decisions, poor training, lack of clear expectations, poor leadership, inadequate appreciation, poor job design, or some other failure of the company, not the employee.