Thank You Employee 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.

Everyone, no matter what kind of job he or she has, fantasizes about freaking out at work. How many corporate drones, stuck in a boring staff meeting, have had the sudden urge to jump on top of the conference table and start screaming obscenities? Strip off their clothes? Kiss the woman or man next to them? We all have. How many employees joke about shooting the boss or blowing the place up? I’m not suggesting we do any of these things, mind you, but let’s not kid ourselves; we all have a little murder in our heart.

Uh, hello? Hello, hello! Uh, this is just to inform all employees, that due to current restrictions, the previously mentioned safe rooms, are being sealed at most locations. Including this one. Work crews will be here most of the day today, constructing a false wall over the old door bay. Nothing is being taken out before hand, so if you left anything inside, then it's your own fault. Management also requests, that this room not be mentioned to family, friends or insurance representatives. Thanks again, and remember to smile. You are the face of Freddy Fazbear's Pizza.

Several years ago we added “my pleasure” to the manners chart after we read the book How Did You Do It, Truett? by S. Truett Cathy, founder of Chick-fil-A. In it, Mr. Cathy tells how he studied the methods of five-star hotels and found that workers are required to say “My pleasure” instead of “You’re welcome” when being thanked for something. In essence, one is saying, “Thank you for giving me the pleasure of serving you,” and not, “Yes, it was such a sacrifice on my part. You’re welcome.” He found a direct link between business success and employees learning to treat costumers with the utmost courtesy and respect, and that was one of the principles he adopted for all Chick-fil-A workers.

It’s easy. Treat employees fairly and respectfully. Listen to them. Help them get what they want and need. Thank them. Challenge and develop them. Care about them, and you will engage and retain them.

The next time you drive into a Walmart parking lot, pause for a second to note that this Walmart—like the more than five thousand other Walmarts across the country—costs taxpayers about $1 million in direct subsidies to the employees who don’t earn enough money to pay for an apartment, buy food, or get even the most basic health care for their children. In total, Walmart benefits from more than $7 billion in subsidies each year from taxpayers like you. Those “low, low prices” are made possible by low, low wages—and by the taxes you pay to keep those workers alive on their low, low pay. As I said earlier, I don’t think that anyone who works full-time should live in poverty. I also don’t think that bazillion-dollar companies like Walmart ought to funnel profits to shareholders while paying such low wages that taxpayers must pick up the ticket for their employees’ food, shelter, and medical care. I listen to right-wing loudmouths sound off about what an outrage welfare is and I think, “Yeah, it stinks that Walmart has been sucking up so much government assistance for so long.” But somehow I suspect that these guys aren’t talking about Walmart the Welfare Queen. Walmart isn’t alone. Every year, employers like retailers and fast-food outlets pay wages that are so low that the rest of America ponies up a collective $153 billion to subsidize their workers. That’s $153 billion every year. Anyone want to guess what we could do with that mountain of money? We could make every public college tuition-free and pay for preschool for every child—and still have tens of billions left over. We could almost double the amount we spend on services for veterans, such as disability, long-term care, and ending homelessness. We could double all federal research and development—everything: medical, scientific, engineering, climate science, behavioral health, chemistry, brain mapping, drug addiction, even defense research. Or we could more than double federal spending on transportation and water infrastructure—roads, bridges, airports, mass transit, dams and levees, water treatment plants, safe new water pipes. Yeah, the point I’m making is blindingly obvious. America could do a lot with the money taxpayers spend to keep afloat people who are working full-time but whose employers don’t pay a living wage. Of course, giant corporations know they have a sweet deal—and they plan to keep it, thank you very much. They have deployed armies of lobbyists and lawyers to fight off any efforts to give workers a chance to organize or fight for a higher wage. Giant corporations have used their mouthpiece, the national Chamber of Commerce, to oppose any increase in the minimum wage, calling it a “distraction” and a “cynical effort” to increase union membership. Lobbyists grow rich making sure that people like Gina don’t get paid more. The

How you got your college education mattered most.” And two experiences stood out from the poll of more than one million American workers, students, educators, and employers: Successful students had one or more teachers who were mentors and took a real interest in their aspirations, and they had an internship related to what they were learning in school. The most engaged employees, said Busteed, consistently attributed their success in the workplace to having had a professor or professors “who cared about them as a person,” or having had “a mentor who encouraged their goals and dreams,” or having had “an internship where they applied what they were learning.” Those workers, he found, “were twice as likely to be engaged with their work and thriving in their overall well-being.” There’s a message in that bottle.

In your position as leader, your actions are amplified; it’s as if you are talking through a bullhorn every time you communicate with your employees. They hear your criticism more loudly than you mean it, and they hear your praise and thanks more loudly than it sounds to you. Use your bullhorn wisely.

You understand, don't you, Mrs. Mackenzie?" Blackwell murmured, his hard mouth barely moving as the intensity of his regard pinned her to her seat. "The deeds of a willful youth." A thrill of danger kissed her spine. "Horseshit!" Morley roared. Dorian turned back to face him, and Farah was able to let out a breath she hadn't been aware she'd been holding as the black spell he'd woven over her suddenly dissipated. "For shame, Morley," he mockingly chided. "Such language in front of a lady." "She is my employee," Sir Morley gritted through clenched teeth. "And I'll thank you not to bother about her if you want to keep the vision in the eye you have left." "I can hardly help myself. She's such a ripe piece of skirt.

And that brings me to one last point. I've got a simple message for all the dedicated and patriotic federal workers who have either worked without pay, or who have been forced off the job without pay for these last few weeks. Including most of my own staff. Thank you. Thanks for your service. Welcome back. What you do is important. It matters. You defend our country overseas, you deliver benefits to our troops who earned them when they come home, you guard our borders, you protect our civil rights, you help businesses grow and gain footholds in overseas markets. You protect the air we breathe, and the water our children drink, and you push the boundaries of science and space, and you guide hundreds of thousands of people each day through the glories of this country. Thank you. What you do is important, and don't let anybody else tell you different.

Ever the man of his word, DPR wired the remaining $40,000 balance to the killer and even sent a thank-you note for the hit, lamenting in an encrypted e-mail, "I'm pissed I had to kill him . . . but what is done is done . . . I just can't believe he was so stupid . . . I just wish more people had some integrity." Yes, the founder of Silk Road, the world's largest illicit marketplace, the man who had just ordered a hit on his own employee, was disturbed by the lack of integrity in this world.

Being a leader, whether you are the CEO, the admiral, the general, the chairperson, or the director for an office of two, is difficult. As a leader you must always appear to be in command, even on those days when you struggle with the pressures of the job. You must be confident. You must be decisive. You must smile. You must laugh. You must engage with your employees and be thankful for their work. You must have the look of a person in charge. You must instill in your men and women a sense of pride that their leader can handle any problem.

Thanks for helping me get the bookcase home,” I offer as we walk. I’m not sure why we’re still together. Why he wanted to have lunch, offered to let me do his laundry at his place. “No problem. Gotta work off those favors I owe you, right?” Favors? “How many favors do you owe me?” “Two.” “Two?” “Yeah. It was three, but I paid one off with the bookcase. So two.” “When did we decide you owed me three favors?” This guy totally does math like a government employee. “Didn’t we?” He looks totally nonplussed with his bad accounting of favors. “We’re here.

Several of them have moved up to the highest ranks of the organization, thanks to a strong track record of proving to their bosses, day in and day out, that they have what it takes to help the company succeed. They are passionately curious about the entire organization and how it can beat the competition. They have shown repeatedly that they can tackle tough assignments. They have built teams of complementary staff and rallied them around ambitious goals. They have distilled complex strategy decisions down to just a few priorities, helping align their employees around just a handful of focused goals. And they have pushed and prodded their bosses to shake up the organization, taking bold steps even when there was no burning need to do so. These are the people you find at the top of organizations. They embody these qualities and, as leaders, help develop them in others.

Where the hell were the sales ladies? The ones every store had to help relieve customers of guys with panic stricken eyes and the sudden need to drink away the pain of the credit card swipe. Ah! Nice. A female employee turned towards us and started walking. Thank god someone finally recognized the look of horror. She paused in front of us. "Do you need help?" "Yes!" I damn near shouted in the poor thing's face. She was only around five foot and that was with the tallest red heels I'd ever seen. Her face was clean of makeup except for bright red lipstick. She looked like she knew what she was doing. So I did what any sane man would do. I pushed Amy towards her and said, "Can you dress her?" The ladies eyes narrowed. "That came out wrong." I grumbled. "Can you help her find some clothes? She needs a whole new wardrobe. Shoes, under things." I coughed into my hand and looked away. Bar. Bar. Where was a freaking bar?

When there’s a knock at my door, I scream, “Go away!” The knock gets more persistent. “Fuckin’ leave me alone!” As the door creaks open, I hurl a cup at the door. The cup doesn’t hit a hospital employee; it hits Mrs. P. squarely in the chest. “Oh, shit. Not you,” I say. Mrs. P.’s got new glasses, with rhinestones on them. “That’s not exactly the greeting I expected, Alex,” she says. “I can still give you a detention for cussing, you know.” I turn on my side so I don’t have to look at her. “Did you come here to give me detention slips? ’Cause if you did, you can forget it. I’m not goin’ back to school. Thanks for visitin’. Sorry you have to leave so soon.” “I’m not going anywhere until you hear me out.” Oh, please no. Anything except having to listen to her lecture. I push the button that calls the nurse. “Can we help you, Alex?” a voice bellows through the speaker. “I’m bein’ tortured.” “I beg your pardon?” Mrs. P. walks over to me and pulls the speaker out of my hand. “He’s joking. Sorry to bother you.” She puts the remote speaker on the nightstand, deliberately out of my reach. “Don’t they give you happy pills in this place?” “I don’t want to be happy.

Bob, Bob, I was joking,” I said. I smiled, and I must admit to feeling slightly gratified at how poorly my colleagues had coped in my absence. “A joke, Eleanor! Well, that’s a great sign—you must be on the mend, then,” Bob said, sounding relieved, either because of the joke or because I was getting better—or both, I supposed. “I’ll be back on Monday, Bob,” I said. “I’m ready.” My voice was firm, confident. “Great! And you’re sure it’s the right time? Och, that’s grand, Eleanor,” he said. “I’ll look forward to seeing you on Monday, then.” I could tell he was being genuine because of all the warmth that was coming down the phone. Your voice changes when you’re smiling, it alters the sound somehow. “Thank you very much for being so understanding about all of . . . about everything, Bob,” I said, a lump forming in my throat. “Thank you for your support. I’ve been meaning to say . . . I’m sorry if I haven’t always been a very . . . enthusiastic employee over the years . . .” “Ach, away you go,” he said, and I could almost picture him shaking his head. “The place wouldn’t be the same without you, Eleanor, it really wouldn’t. You’re an institution.” I heard his mobile phone ringing. He tutted. “I’m so sorry, but I’ve got to get this, Eleanor—it’s a new client. Now, you take care of yourself, and we’ll see you on Monday, right?

In fact, the same basic ingredients can easily be found in numerous start-up clusters in the United States and around the world: Austin, Boston, New York, Seattle, Shanghai, Bangalore, Istanbul, Stockholm, Tel Aviv, and Dubai. To discover the secret to Silicon Valley’s success, you need to look beyond the standard origin story. When people think of Silicon Valley, the first things that spring to mind—after the HBO television show, of course—are the names of famous start-ups and their equally glamorized founders: Apple, Google, Facebook; Jobs/ Wozniak, Page/ Brin, Zuckerberg. The success narrative of these hallowed names has become so universally familiar that people from countries around the world can tell it just as well as Sand Hill Road venture capitalists. It goes something like this: A brilliant entrepreneur discovers an incredible opportunity. After dropping out of college, he or she gathers a small team who are happy to work for equity, sets up shop in a humble garage, plays foosball, raises money from sage venture capitalists, and proceeds to change the world—after which, of course, the founders and early employees live happily ever after, using the wealth they’ve amassed to fund both a new generation of entrepreneurs and a set of eponymous buildings for Stanford University’s Computer Science Department. It’s an exciting and inspiring story. We get the appeal. There’s only one problem. It’s incomplete and deceptive in several important ways. First, while “Silicon Valley” and “start-ups” are used almost synonymously these days, only a tiny fraction of the world’s start-ups actually originate in Silicon Valley, and this fraction has been getting smaller as start-up knowledge spreads around the globe. Thanks to the Internet, entrepreneurs everywhere have access to the same information. Moreover, as other markets have matured, smart founders from around the globe are electing to build companies in start-up hubs in their home countries rather than immigrating to Silicon Valley.

Excuse me,” someone said, interrupting a lively discussion about whom they’d each buy a drink for in the cantina. The whole line looked up. There were two women standing on the sidewalk with bakery boxes. One of them cleared her throat. “We heard that people were camping out for Star Wars . . .” “That’s us!” Troy said, only slightly less enthusiastically than he’d said it yesterday. “Where’s everybody else?” she asked. “Are they around the back? Do you do this in shifts?” “It’s just us,” Elena said. “We’re the Cupcake Gals,” the other woman said. “We thought we’d bring Star Wars cupcakes? For the line?” “Great!” Troy said. The Cupcake Gals held on tight to their boxes. “It’s just . . .” the first woman said, “we were going to take a photo of the whole line, and post it on Instagram . . .” “I can help you there!” Elena said. Those cupcakes were not going to just walk away. Not on Elena’s watch. Elena took a selfie of their line, the Cupcake Gals and a theater employee all holding Star Wars cupcakes—it looked like a snapshot from a crowd— and promised to post it across all her channels. The lighting was perfect. Magic hour, no filter necessary. #CupcakeGals #TheForceACAKEns #SalaciousCrumbs The Gals were completely satisfied and left both boxes of cupcakes. “This is the first time I’ve been happy that there were only three of us,” Elena said, helping herself to a second cupcake. It was frosted to look like Chewbacca. “You saved these cupcakes,” Gabe said. “Those women were going to walk away with them.” “I know,” Elena said. “I could see it in their eyes. I would’ve stopped at nothing to change their minds.” “Thank God they were satisfied by a selfie then,” Gabe said. His cupcake looked like Darth Vader, and his tongue was black. “I’m really good at selfies,” Elena said. “Especially for someone with short arms.” “Great job,” Troy said. “You’ll make someone a great provider someday.” “That day is today,” Elena said, leaning back against the theater wall. “You’re both welcome.” “Errrggh,” Troy said, kicking his feet out. “Cupcake coma.” “How many did you eat?” Gabe asked. “Four,” Troy said. “I took down the Jedi Council. Time for a little midday siesta—the Force asleepens.

tax employees, and you’ll head for a jobless economy, as many countries are discovering today. It is happening in part thanks to the twentieth century’s legacy of perverse tax policies, which charge firms for hiring humans (through payroll taxes), subsidise them for buying robots (through tax-deductible capital investments), and levy next to nothing on the use of land and non-renewable resources.

What kinds of Work will You do in Freelancing? What kind of work will you do in Freelancing? And to understand the type of work in freelancing, You need to have a clear idea of what freelancing is. There is no specific type of freelancing, it can be of many types, such as - Freelance Photography, Freelance Journalism, Freelance Writer, Freelance Data Entry, Freelance Logo Designer, Freelance Graphics Designer etc. There's no end to the amount of work you can do with freelancing. The most interesting thing is that you are everything in this process. There is no one to twirl over your head, you are the boss here. Even here there is no obligation to work from 9-5. Today I discuss some freelancing tasks that are popular in the freelancing sector or are done by many freelancers. For example: Data Entry: It wouldn't be too much of a mistake to say that data entry is the easiest job. Rather, it can be said without a doubt that data entry is more difficult than any other job. Data entry work basically means typing. This work is usually provided as a PDF file and is described as a 'Word type work'. Any employee can take a data entry job as a part-time job for extra income at the end of his work. Graphics Design: One of the most popular jobs in the freelancing world is graphic design. The main reasons for the popularity of this work are its attractiveness and simplicity. Everything we see online is contributed by graphics. For example, Cover pages, Newspaper, Book cover pages, advertisements and Photographs, Editing or changing the background of a picture or photo, Creating banners for advertising, Creating visiting cards, Business cards or leaflets, Designed for webpages known as (PhD), T-shirt designing, Logo designing, Making cartoons and many more. Web Design and Development: 'Web design' or 'Site design' are used interchangeably. The most important job of freelancing is web design. From the simplest to the most difficult aspects of this work, almost all types of work are done by freelancers. There are many other themes like WordPress, Elementor, Joomla, and DV that can be used to create entire sites. Sometimes coding is required to create some sites. If the web designer has coding experience or skills then there is no problem, and if not then the site creation should be done by programmers. Programming: Programming means writing some signals, codes, or symbols into a specific system. And its job is to give different types of commands or orders to the computer. If you give some command to the computer in Bengali or English, the computer will not understand it. For that want binary code or number. Just as any book is written in English, Hindi, Japanese Bengali, etc. every program is written in some particular programming language like C++, Java, etc. The written form of the program is called source code. A person who writes source code is called a programmer, coder, or developer. While writing the program, the programmer has to follow the syntax or grammar of that particular programming language. Other work: Apart from the above jobs, there are various other types of jobs that are in high demand in the freelancing sector or market. The tasks are: Writing, Article or blog post writing SEO Marketing, Digital marketing, Photo, Audio, Video Editing, Admin jobs, Software development, Translation, Affiliate marketing, IT and Networking etc. Please Visit Our Blogging Website to read more Articles related to Freelancing and Outsourcing, Thank You.

Although elegant and practical, the Andon Cord, for me, embodies simple leadership wisdom. It conveys the message “We want to hear from you.” You refers to those closest to the work—those best positioned to judge its quality. Not only are employees not reprimanded or punished for reporting error, they are thanked and recognized for their close observation.

As she approached the table, I rose to my feet and shook her hand. “Thanks for coming, Hazel,” I said. “Thank you for inviting me,” she replied, giving me a head-to-toe look as we shook hands.

I’m not the one to ask. When he comes in for his martini I serve it to him. He doesn’t talk to me a lot and I have no idea where he lives.” “Would the man at the bar know?” The waitress looked over at the bearded man. “Yeah,” she said. “Frank might know where he lives.” “Thank you.” “No problem,” the waitress said. She’d been helpful, although Cassie always bristled when a service employee said “no problem” instead of “you’re welcome.” But it was a thing these days, she recognized.

People can be treated as mechanical parts, but they never are. Nor are they economic things: treating an employee as a human resource is like treating a cow as a sirloin steak. I am not a human resource, thank you, nor a human asset or human capital. I am a human being.

Most of my career has been spent selling “plans of action and programmes of collaboration,” whether to Rexall to start up Pronto Markets; or Bank of America to buy out Pronto; or landlords; or vendors, many of whom have been very skeptical of, if not outright hostile to, my plans; and above all to my employees. If you want to know what differentiates me from most managers, that’s it. From the beginning, thanks to Ortega y Gasset, I’ve been aware of the need to sell everybody.

Choices, choices. From a Southwest Airlines employee…. “Welcome aboard Southwest Flight XXX to YYY. To operate your seat belt, insert the metal tab into the buckle, and pull tight. It works just like every other seat belt, and if you don’t know how to operate one, you probably shouldn’t be out in public unsupervised. In the event of a sudden loss of cabin pressure, oxygen masks will drop from the ceiling. Stop screaming, grab the mask, and pull it over your face. If you have a small child travelling with you, secure your mask before assisting with theirs. If you are travelling with two small children, decide now which one you love more. Weather at our destination is 50 degrees with some broken clouds, but they’ll try to have them fixed before we arrive. Thank you, and remember, nobody loves you, or your money, more than Southwest Airlines.

- So what do you want me to do, Adam? I cannot be everywhere at the same time. I already have to be in three places at once, not just two. My Spanish is much better than it was half a year ago, but I am not native, Adam - I am not Catalan, I am not Spanish. - Alright, alright, alright. Jesus. - What do you mean, Boss Jesus? I am Tomas, the king of the Goys, not the Jews. - HAHAHA. Get serious now. This costs me money. - You’re kidding. You don’t even pay me a salary and my girlfriend is crazy about it. How do you want me to make over 10,000 Euros in net traffic a month if you are sending me to the same Estanco stores that never order and barely have any traffic, just wasting my time, Adam? - Mario made a lot of business with Estancos. - Bullshit, Boss. Mario, Mister Jerk Twister made monkey-business with a handful of Estancos. He sold a set of twelve crumble-cards with a free display in 2012 Spring and he never showed up again, they said. Was he even in Spain, Adam? - That’s not the point. - OK. So what is the point? - Mario made a lot of business. - Would you like to show me the total sum of wholesale figures Mario allegedly made in 2012, Boss? - No. - Because Mario didn’t make 10 000 Euros traffic in an entire year, Boss. Monkey-business. - You are spending 140 Euros on these two kids for the two catalogs and wasting time here with Rachel. - So do you want Rachel to stay here all night to laminate all this by herself, or may I help her so that we can give the catalogs to the two kids and we at least triple our potential tomorrow, so they can do sales, Adam, so they could go and visit all the Estancos as you wish? - Yeah, sure. - Thank you. Adam the tiny Estancos are seasonal and some of them don’t even keep our kinds of products they rely soley on tobacco sales, elder Catalan people. Clubs are opening at every corner, Adam and they need us to supply them with products. They won’t be so seasonal, they cannot rely on the tourism by law they cannot register walk-ins. - Cccc. They register anyone, what are you talking about? - No. Which club? - Club Alfalfa. The custom card client, Mario and Tom made in 2012. - Yeah, the marijuana club where there were two Police razzias both found cocaine twice behind the booth, so far. - But they are open again. Selling weed. - For how long Adam? How many times can they re-open after the Police had shut the club down twice already because of cocaine? How many members or employees they arrested, Adam? Would you bail me out if I go inside the wrong door one day, representing you?

Difference Between Freelancing & Outsourcing What is Freelancing? The term freelancer was first published in 1819 in a book by a writer named Walter Scott. Since then, various speculations about freelancing started. What is Freelancing? Why do freelancing? What is required to be efficient in freelancing? All kinds of questions started to arise. The word free means 'Free' and the word lance means 'Instrument' by which something is done. That is, the full meaning of Freelancing stands for “Doing something that is free or independent”. Freelancing is basically a profession where you can earn money by doing various types of work over the internet. Be it inside the country or outside the country. What is Outsourcing? "Outsourcing" is the short form of the English word Outside Resourcing. The term outsourcing was first coined around 1989 and was first seen as a business strategy. Later in the 1990s, this subject was included as an important component of business economics. Since then people started to have various interests in outsourcing. Out means 'Outside' and source means 'Source'. In other words, the whole meaning of Outsourcing is "To bring work from an external source". Outsourcing means the process of taking the work of an organization or company from an external source. For example – “Can't find any qualified person within the company to do a job in your company. So you offer some money to an outside freelancer to do the job and he agrees to do the job. Well, that's called Outsourcing”. Difference Between Freelancing & Outsourcing: Hope you have a clear idea about what is freelancing and what is outsourcing and that there are no questions in your mind about these topics. Now let's discuss the differences between freelancing and outsourcing in detail – 1. Origin: Freelancing started around 1998 and its journey started from GURU, a freelancing marketplace then known as SOFTmoonlighter.com. On the other hand, the term outsourcing was first coined around 1989 and was first seen as a business strategy. 2. Relation: A freelancer gets his payment from an outside source after doing the work. On the other hand, an outsourced contractor provides both the work and the payment at the end of the work to the freelancer. 3. Activities: Freelancers do not have to follow any rigid rules when it comes to working. They can work or start whenever they want, as long as they can submit work before their deadline. He will get payment only if he can submit the work on time or he will not be paid. 4. Payment: A freelancer will agree to receive the exact amount of payment before doing a job, and will get the same amount as the contract at the end of the job. But he will not get any monthly salary. On the other hand, similarly, an outsourced contractor pays the freelancers at the end of the contracted work. In this case, the outsourced contractors also do not keep the freelancers as any kind of salaried employees. 5. Advantages: A freelancer is everything when it comes to freelancing. He decides his own schedule. No one can force him to work, he can work whenever he wants and quit when he wants. A freelancer does not have to give office hours from 9 a.m. to 5 p.m. and can work any time within 24 hours. You can work at home, so there is no need to go to the office to work. 6. Disadvantages: There are some risks involved in freelancing. There is no guarantee that you will be offered any work or that you will be paid. Since you are not entering into a contract in person, the possibility of non-payment or fraud remains. In the case of freelancing, every month's income is not the same, you can earn as much money as you work. Moreover, you may not always find the job you want. If this article of mine is of any use to you or you like it, then definitely share it and help others to know. Please Visit Our Website (Bhairab IT Zone) to read more Articles related to Freelancing and Outsourcing, Thank You.

Do you know an executive leader in your industry who you can call on to help you navigae a problem? Someone at the midlevel who can tell you about job openings? Someone at the junior level who can help you take the temperature of employees just starting out, or teach you what the newer members of the workforce are prioritizing in the office? Someone at the junior just starting out, or teach you what the newer members of the workforce are prioritizing in the office? I always say it's important for me to know someone in every decade of life. Eventually the 60 somethings will retire and the 20 something contacts will move up, before you know it, that junior level employee you knew back in the day is running her own company and thanks to years of building a relationship, you have in.

AT THE OFFICE “Coworkers who talk too loudly in the office.” “Employees who goof-off and engage in extended personal conversations.” “A manager who implements a new policy for everybody when there is only one offender of the existing policy whom he is too chicken to confront.” “People who bark orders, make demands, and treat everybody as their servants—and forget to say ‘please’ or ‘thank you.’ ” So-called professionals who tend to overeat at company-sponsored buffet luncheons/dinners or people who ask the waiter to bring them an extra serving of a dish at a banquet. Why don’t they eat what’s offered and pig out in the privacy of their homes?” “A person who brags about…anything.” “Managers who reprimand subordinates publicly.” “Being put on a speaker phone without

Our employee engagement surveys showed a 30 percent improvement in lost sick days in one year. People are calling in sick less because they are feeling more empowered, more of a sense of ownership, and more connected.” Jump-Starting

It costs about two thousand dollars just to hire someone, so our preference always is to use our internal employees. It is more cost-effective and will generate more employee engagement and productivity, which means employees will go the extra mile so customers will be served better and shareholder value will increase. The companies with the most highly engaged workforces earn three times those with less. But

Do you know what item employees listed as their most desired “perk” of the job? No, it wasn’t a huge salary. It wasn’t a brand new BMW. Pension? Nope! It wasn’t even free tea and biscuits. It was being told “thank you” when they’d done a good job.

Successful students had one or more teachers who were mentors and took a real interest in their aspirations, and they had an internship related to what they were learning in school. The most engaged employees, said Busteed, consistently attributed their success in the workplace to having had a professor or professors “who cared about them as a person,” or having had “a mentor who encouraged their goals and dreams,” or

Review and reread your work before you hit send, post, or publish. Thankfully, many of the social media channels allow you to edit what you have created after they have been posted. However, there will be times when what you send out will be un-retractable. In some cases, they are there forever. So choose your words wisely!

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 businesses take a unique approach to this. Footwear brand Toms, already beloved thanks to its renowned blend of “social purpose” and product, forgoes splashy celebrity marketing campaigns. Instead, they engage and elevate real customers. During the summer of 2016, Toms engaged more than 3.5 million people in a single day using what they call tribe power. The company tapped into its army of social media followers for its annual One Day Without Shoes initiative to gather millions of Love Notes on social media. However, Toms U.K. marketing manager Sheela Thandasseri explained that their tribe’s Love Notes are not relegated to one day. “Our customers create social content all the time showing them gifting Toms or wearing them on their wedding day, and they tag us because they want us to be part of it.”2 Toms uses customer experience management platform Sprinklr to aggregate interactions on Facebook, Instagram, and Twitter. Toms then engages in a deep analysis of the data generated by its tribe, learning what customers relish and dislike about its products, stores, and salespeople so they can optimize their Complete Product Experience (CPE). That is an aggressive, all-in approach that extracts as much data as possible from every customer interaction in order to see patterns and craft experiences. Your approach might differ based on factors ranging from budget limitations to privacy concerns. But I can attest that earning love does not necessarily require cutting-edge technology or huge expenditures. What it does require is a commitment to delivering the building blocks of lovability that I reviewed in the previous chapter. Lovability begins with a mindset that makes it a priority. The building blocks are feelings — hope, confidence, fun. If you stack them up over and over again, eventually you will turn those feelings into a tower of meaningful benefits for everyone with a stake in your business, including owners, investors, employees, and customers. Now let’s look more closely at those benefits and the groups they affect.

Instead of celebrating employee achievements, we say, “Thank you for your effort.

Hello, hello! Uhm, this is just a reminder of company policy concerning the safe room. The safe room is reserved for equipment and or other property not currently being used, and as a backup safety location for employees only. This is not a break room, and should not be considered a place for employees to hide and or to congregate in, and under no circumstance should a customer EVER be taken into this room, and out of the main show area. Management has also been made aware, that the Spring Bonnie animatronic, has been noticeably moved. We would like to remind employees, that this costume is not safe to wear under any circumstances. Thank you, and remember to smile, you are the face of Freddy Fazbear's Pizza.

My body has a mind of its own. Apparently it thinks that “new year” is synonymous with “exercise program,” and has been attempting to coerce me into one. Right. Like shifting from one side of the couch to the other isn’t work. “Hey! What about ME?” it asked. “Hello! Down here! The attachment to your neck that is beginning to resemble a marshmallow? Remember? When are we going to join a gym? A girl your age has a lot more than just a reputation to uphold, you know - your butt springs to mind! So when’s it going to be? Huh? Huh?” “Hmmm,” I answered thoughtfully. “How about never? Is never good for you?” “Yeah, ya big coward. That’s the thanks I get for silently squeezing into those jeans all these months? I knew you were a weenie.” “I have a black belt, I’ll have you know!” I retorted. “You might want to show a little respect! There was a day when the only ripples on my body were the ones defining my abdomen!” “‘Ooh, look at me, I’m a martial artist!’ Well, Jean-Claude Van Flab, let’s invite reality in for some tea, shall we? That day was FOUR YEARS AGO. Those laurels you’re resting on are becoming a little more than figurative. People are gonna start calling you ‘Baggie’!” “My, but you’ve gotten cocky in your old age,” I responded, “considering I’M STILL THE BOSS. I own you. You’re mine.” “Gee, boss, I hate to shatter your delusions of adequacy,” it shot back, “but your employee is revolting - and you can take THAT any way you want.” I looked down and sighed. It had a point.

Over the past few months, we have introduced a number of great benefits and tools to make us more productive, efficient and fun. With the introduction of initiatives like FYI, Goals and PB&J, we want everyone to participate in our culture and contribute to the positive momentum. From Sunnyvale to Santa Monica, Bangalore to Beijing—I think we can all feel the energy and buzz in our offices. To become the absolute best place to work, communication and collaboration will be important, so we need to be working side-by-side. That is why it is critical that we are all present in our offices. Some of the best decisions and insights come from hallway and cafeteria discussions, meeting new people, and impromptu team meetings. Speed and quality are often sacrificed when we work from home. We need to be one Yahoo, and that starts with physically being together. Beginning in June, we’re asking all employees with work-from-home arrangements to work in Yahoo offices. If this impacts you, your management has already been in touch with next steps. And, for the rest of us who occasionally have to stay home for the cable guy, please use your best judgment in the spirit of collaboration. Being a Yahoo isn’t just about your day-to-day job, it is about the interactions and experiences that are only possible in our offices. Thanks to all of you, we’ve already made remarkable progress as a company—and the best is yet to come. Jackie

Server Automation This is very specific to a tech start-up, but server stability is a very important part of the product. Our customers relied on WebMerge in their business every day, and it could have a domino effect on their day if something went wrong. The easiest automation for server tracking is simple up-time tracking. This checks to make sure the app is loading every minute, every day. I set up alerts that if any downtime was detected, it would send a text message to my phone and also send me an email every minute. The text message was the most helpful, and I could often jump online in minutes to fix any issues. Over time, I started to run into server issues in the middle of the night. I had to set the alert tone on my phone to the emergency tone so it would wake me up. Well, often it took a few alerts to wake me or an elbow from my wife! I was waking up at 3:00 a.m. a few times per week to address issues. This couldn’t continue. To fix this, I created an internal system that would check the app uptime, and if there were issues, it would automatically restart services in the app that were most likely causing the problem. This auto-healing process worked like a charm, and I rarely had to wake up in the middle of the night again (or deal with many issues during the day). Is your product or service critical to your customers? If so, try to implement as many automated processes as you can to keep the service running at all hours. Your customers (and your sanity) will thank you.

First, articulate the kernel segments for which you don’t have a thoughtful point of view. Just knowing what you don’t know gives you permission for that confidence about the things that you do know, and in the process allows you be honest about what you don’t know. Heck, just whip out the list when a client asks a question about anything on it. They are fine with advice-givers who are human, and merely saying “no” from time to time can give real meaning to your “yes” statements. “Honestly, I’ve been asking that same question and I don’t think I have it figured out yet. [Reaching down] Here are my notes so far, and this will provide that opportunity to finally figure it out. Any thoughts along the way would be welcome. Thanks.” Second, determine all the methods that would motivate you, as a unique individual, to develop a given position. This might include a public speaking engagement, a repeatable section to include in proposals, an article you can place for publication, an interview with a journalist seeking expertise, a seminar you will teach, some internal training to prepare for, or a handout to be used at predictable conversation intersections when talking to clients in person. Third, group the topics by platform, order the topics in each group by descending level of importance, and assign a date to each item. About that: You cannot fully explore one of these topics and then craft the language to present it in less than two weeks; typically it requires a month or two. Fourth, ignite the research (less than you’ll guess) and insight generation (more than you’ll guess) by articulating a compressed 2,400–3,600 words for each topic. Fifth, begin what academia calls the peer review process. Release it to the brutal public for feedback, disagreement, and “this strikes me as right” commentary. If nobody reads your blog, that’s like winning a race with no opponents; you can just skip that and cast it far and wide instead. Email it to everyone not already tired of you and wait. Or just let that one cynical employee eagerly make you wince as they’ve always dreamed of doing. Sixth, over the following years, strip out what later seems like filler and replace it with more substance. Work on it long enough each time to make it shorter and shorter.

Tip the guy and say thank you. This is the world now: people perform to specification and not beyond. Beyond is curiosity is initiative and these things can lead to ethics and corporations do not pay people for ethics. Employees do not get paid for beyond and they do not get thanked.

You should want your employees to be discoverable by the outside world in a professional context. They’re discoverable anyway, thanks to Google and social networks like Facebook, Twitter, and LinkedIn, so you should incentivize them to craft their presence in a way that’s maximally helpful to the company.

of “to-do” behaviors (say please and thank you, be more patient, treat others with respect) have a more difficult time changing than those who focus on a few “must-stop” behaviors (stop sharing your opinion on everything, quit taking other people’s work for granted, don’t claim credit you don’t deserve). Even the simple injunction to “stop being a jerk” is often more effective than itemizing desirable behaviors to try out. Sally has also seen how the bias for action can undermine the ability of people to let go of behaviors that no longer serve them. A vivid example came during a recent client call about a leadership workshop she was scheduled to deliver. After she had sketched out the program, the head of the planning committee spoke up. “The most important thing is that your program should be immediately actionable,” she said. “We have a very proactive culture around here, so we want to make sure you give people plenty of to-dos. The ideal would be for participants to walk away with five new things they can do Monday morning.” Sally had heard such requests in the past and tried to accommodate them. But now she pushed back. She noted that in her experience the last thing most people in organizations need is five new things to do on Monday morning. With employees already overloaded, adding new items to

There are many different Sponsor Programs available including several that give you a competition-free exclusive position. Sponsors are needed for each hour for the phone banks; for the Interview Area, where guests are interviewed by celebrity hosts; for table banners; and much more. There are even a few 1 and 2 minute Video Presentation Opportunities (company exposure) available. In all cases, representatives of your firm come on the show for you, your people, and your products. We will also assist you every step of the way with your employee fundraising event or other promotion, to raise the funds for your sponsorship. There really is no good reason not to participate. As a sponsor, you'll be showing your concern for the community, in connection with a situation that, at one time or another, will affect over 35% of all families! Arthritis is one of the most common, frustrating, debilitating diseases. It is understandably of great concern to a great many people. Also, the Arthritis Foundation has an excellent track record in terms of appropriate use of funds for research and education (rather than organizational overhead). We believe that real cures for arthritis are just around the corner; you can help get us there! With our Telethon on Channel 10, we will benefit from their superior production capability, involvement of their popular celebrities, and advance promotional opportunities. Our Telethon will be on for several hours immediately before and again immediately after an NBA Basketball Game, which we believe will increase our viewership. And, of course, we're mixing our live, local show with a “feed” from the National Telethon, featuring major Hollywood entertainers. Everything points to our highest, most responsive viewership ever! You'll be in good company, too, with local and national sponsors like: Thrifty, Sears, Allstate, Greyhound, Prudential, and Procter & Gamble. To summarize, you have an opportunity to … Help a good, worthy cause Gain valuable TV exposure and publicity Get all the benefits with little or no money out of your present budget — we'll work with your employees to raise the funds! Possibly have exclusive position, if you act quickly Have complete, step-by-step assistance from our staff Why not give me a call; let's arrange a meeting where I can personally explain the different “standard opportunities” available and then “brainstorm” with you about the best way for your business to participate. There's no obligation, of course, and certainly no pressure, but, together, we just may figure out the perfect situation for your business. Thank you for you consideration, Joel L. Beck Telethon Chairman for the Arthritis Foundation JLB/va _______ Letter reprinted with permission of Dan Kennedy (writer) and Joel Beck, former telethon chairman, Arizona.

Think of how much fun it is to Internet-stalk that random person you met at the coffee shop, in whom you have no real interest. So imagine how keen employers are to check up on their prospective and current employees!

Our team at Start With Why is working hard to build a world where the vast majority of people wake up inspired to go to work, feel safe when they are there and return home at the end of the day fulfilled by the work they do. We are working hard to ensure that every employee has a Golden Circle on their desk and every organization can clearly articulate their higher purpose, cause or belief. This book is just one of the things we are doing to help bring our WHY to life. We know we can’t do this alone. Thank you for joining the movement, for helping us share the WHY. Inspire on

eleven minute Twitter deactivation thank you, employee

A friend once told me a story about an athletic display by Governor Jeb Bush of Florida. My friend, who is a very successful businessman—and, I should note, a Democrat—opened an office in Florida with about forty employees. On the day the company was incorporated, out of the blue, he received a personal phone call from Governor Bush (whom he had never met) thanking him for doing business in Florida. “Here’s a special number,” the governor said, “that I want you to use if you ever need any roads moved or bridges built for your company.” My friend remains a Democrat, but he left that transaction very impressed with Governor Bush.

Did I thank you?” His hands squeezed hers. “No, but it’s all right. You can make it up to me later.” Adam yelped a little as Ian’s hand came out and swatted him on the head. “Forgive my employees, officers,” Ian said. “They’re the best in the business, but they can be a little unprofessional at times.” Adam frowned back at Ian. “Hey, I very professionally shot that snake.” “He did. He didn’t girly scream or anything.” Jake shot him a smug grin.

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.

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