1001 Ways to Reward Employees

by Bob Nelson

Why is 1001 Ways to Reward Employees , with over 1.4 million copies in print, such an extraordinary bestseller? Because a little over ten years ago Bob Nelson took the seeds of an idea and turned it into something indispensable for business. The idea? That it’s not a raise that motivates an employee, and it’s not a promotion—what really sparks a person to perform are those intangible, unexpected gestures that signify real appreciation for a job well done.

Now, after having worked with thousands of organizations in the years since 1 1001 Ways to Reward . . . was first published, Bob Nelson presents a second edition packed with hundreds of new ideas and examples of how companies are using rewards and recognitions to boost productivity and keep their valued employees happy. Airplane mechanics are rewarded with balloons and pinwheels. Another manager calls his employees’ mothers and thanks them for raising such industrious children. There are ideas from the offbeat (The Margarita Award) to the company-wide (a quiet room) to the embarrassingly simple (a hand-written thank you note) to the wacky (the Laugh-a-Day challenge) to the formal (a two-week promotion to special assistant to the president). Each section includes no-cost rewards and low-cost rewards, both public and private, making this new edition an indispensable resource for making the person/achievement/reward equation work.

Genres: Business, Leadership, Management, Nonfiction, Reference, Self Help, Human Resources

409 pages, Paperback

First published January 1, 1994

Reviews

[Mohammed omran · Rating 2 out of 5]

.. اكذوبة الاستقرار الوظيفي !
فيه مثل سويسي مش سليم مائة في المائة ... بياخد به ناس كتيرة ... بيقول :

(كتير النط .. قليل الصيد)

———————————

خلينا نتفق ان مفيش حاجة اسمها انا مبسوط في شغلي ومش بدور على شغل دلوقتي .. لازم دايما تبقى في حالة بحث مستمر عن الأفضل مهما كنت مستقر وناجح في شغلك أكيد في أحسن ..الفرصة مش هتستناك .. فعلشان تقرر وتاخذ ال Risk لازم تحدد نقاط وتعمل وزن ( Weight ) لكل نقطة ..

المرتب = 20%

هل المكان بيطورك = 15%

مستقبلك فى المكان = 10%

المعاملة مع من حولك = 10%

حالتك النفسية تجاه العمل = 10%

مدى اكتسابك خبرات جديدة = 10%

موقع شركتك فى السوق (كبيرة ولا صغيرة) = 15%

مستقبل شركتك خلال ال 10 سنين الجاية = 5%

مشاكل الشغل وسرعة أو بطىء حلها = 5%

الأهم من كل النسب دي انك تبقي عارف سقف وضعك ايه في المكان دا وأقصي حاجة ممكن توصلها سواء من منصب او مرتب او خبرة ..

اعمل لوظيفتك تقيم طبقا للنسب اللى فوق .. لو لقيت المجموع الكلى 80% فأكتر يبقى ماتفكرش تسيب شغلك حتى لو جالك ضعف مرتبك .. ولو لقيت المجموع الكلى من 60% الى 80% يبقى من حقك تفكر فى انك تدور علي عرض وتقارن مابينهم بنفس المعاير دى .. أما لو لقيت ان المجموع الكلى اقل من 50% فسيب المكان بكل هدوء لانك هتكون بتضيع وقتك وعمرك فى مكان خطأ .. وطبعا كل دا لا يغني عن الاستخارة ..

[Dr. Kaaren Douglas · Rating 3 out of 5]

Old book, and many of the recommendations are dated now, but still found some pearls.

[Jennifer · Rating 2 out of 5]

A helpful yet hideously repetitive guide to the art of recognition. Bob Nelson hits all the highpoints of recognition whys and hows...then proceeds to beat them to death. The latter chapters are worthless from a practical standpoint to anyone who doesn't have a multimillion dollar budget to dip into, but are worth reading just so you know where you should be sending your next resume.

[Thara Ravishanker]

This is a great mini resource for all sorts of companies. You can successfully create a effective reward program at work using this excellent how to manual. I found it rather useful when doing some party planning too for my friends. Ideas vary from the very simple easy to pull off ones, to the much more expensive and fancy rewards. I really do happily recommend it however. Best one which I have ever seen in my life.
All company managers must own a printed paper copy of this book. This is a warning however, do not accept all of the rewards that are listed at face value as most if not all are hard to plan for etc. You can easily order a cheap but good quality copy for yourself off sites like Amazon. A must read if you wish to inspire your fellow workers in order to do their best ever work that is humanly possible.

[Glenn Schmelzle · Rating 3 out of 5]

If you have office employees, you'll find ideas in this book, as many examples are skewed towards office environments. Fewer examples would work for remote staff and virtual teams, but some can be adapted.

One of the main benefits of the book is the chapter structure; ideas are grouped into monetary, experience, merchandise categories and more. This gives the book a better flow than just listing the ideas randomly.

[Rahul Dangi · Rating 3 out of 5]

Best liked the golden banana reward, which is the spontaneous award for recognition for super performance. Few good techniques to keep the team happy, most others were generic and known to me. For new managers and team leaders with large team size, a useful tool.

[ameliasanthology · Rating 4 out of 5]

Lots of suggestions for rewarding office employees, but it seems to lack inclusivity for production and remote employees as well. Though it is pretty outdated now, there was still a great deal of information that could transfer over into smaller team environments!

[Ezette Palmer · Rating 5 out of 5]

great concepts and ideas on ways to acknowledge new to veteran employees.

[Jen Lynn · Rating 2 out of 5]

The first few chapters had some noteworthy suggestion but the majority of the book was repetitive and not practical for many workplaces that I know of. Unless you have an unlimited budget that is...

[Matt · Rating 2 out of 5]

Most of the suggestions in this book I felt were not realistic, but there are a couple of gems that I’ve used with great success.

[Paul Young · Rating 4 out of 5]

Tons of ideas in here!

[Natalie · Rating 3 out of 5]

Very outdated, but some good ideas. Not nearly 1001 good ones though.

[Karen Kuhn · Rating 5 out of 5]

Always a good read

[HR · Rating 4 out of 5]

Recommended by Anna D'Aurio, HR Programs Manager. "Provides a multitude of really creative and practical low (or no-cost) methods for recognizing and rewarding employees. It also includes specific, concrete ways of communicating praise across the organization."

[Lauren Head · Rating 3 out of 5]

Below are questions and answers that I submitted for cj Advertising's BetterBookClub.com program...

Q: Give one quote from the book that impacted your thought process and describe how.
A: It’s not really a quote, but the idea that I liked the best was….a get out of jail for free card. This card would entitle the card holder to get out of a task that they hate doing. Examples that were given were filing, research, editing. I think that we could use a card like this in our departments. The card could be given out by the Department Head to someone who has gone above and beyond on a project.

Q: Which co-worker would you recommend this book to?
A: I would recommend this book to the FISH! Team members.

Q: Rate this book on a scale of 1-10, 10 being the highest rating.
A: I would give this book a 7. The book contained lots of useful and relevant ideas for making the workplace fun. With that being said, you aren’t going to have a personal revelation after reading this book.

Q: What is a specific real world application that you will be able to make from what you learned in this book?
A: The book talks about just being a nice person and saying please and thank you.

Q: What is one point you disagreed with, or at least questioned, in this book?
A: I didn’t really think that either of these questions really fit with the style of the book. There were some rewards that I thought were better ideas then others, but nothing that I completely disagreed with. There was really nothing that I will do differently based on this book.
How does something you learned from this book tie into one of the core values for cj/MLG/MVS/LIP?

• You could tie this book into 2 of cj’s Core Values of team-driven culture and creative enthusiasm.

[Sunshine Moore · Rating 3 out of 5]

This book is filled with ideas for ways to give people, not just employees, a morale boost. I bought it for my husband, hoping that he would pick up some pointers for making his staff happier on a day-by-day basis. He has yet to flip through it.

For me, I like the basic tips, but could do without all the specific examples that huge companies have used. It might be better if it could be tailored for a smaller operation like ours.

Overall though, it has plenty of great tips, most especially, that lots of people benefit from more frequent feedback such as a simple "pat on the back" and a sincere, "you're doing great" or a tray of cookies in the break-room. These are things I can use with committee volunteers.

[John · Rating 3 out of 5]

If you have a small operating budget, but want to reward your team in some way, this book is for you. There are lots of examples of companies of varying sizes that have implemented a reward system or systems on budgets of all sizes that had a positive impact on their employees' moral. If your strapped for finances, but want to give back something meaningful to your employees, there are lots of great suggestions in this book.

[TK Keanini · Rating 4 out of 5]

There are patterns in this book that I use in my social network architecture and are useful in the exploration of game theory.

The title is a little silly but the book does contain a lot of great information.

[Amornpan Somsawasdi]

highly recommended to every business owners. It is important to show RESPECT with good manner to your employees. There are more options to show your appreciations. Do something for your team especially the one in service business.

[Judith · Rating 3 out of 5]

Good ideas if you work for a company that has money available, otherwise, not very helpful.

[Wayne Zill · Rating 4 out of 5]

Numerous good ideas throughout the book.

[Fredrick · Rating 2 out of 5]

Gives a listing of what some companies are doing as incentives for workers. Many are impractical for small companies and businesses as well as in the public sector.

[Fredrick Danysh · Rating 3 out of 5]

One of the biggest problems in business and other worker type environments is how to make employees feel valued. The author provides a thousand simple and cost effective ideas.

[Ram]

got this from my father's book collection

[Don Gubler · Rating 3 out of 5]

What more committed human resources professionals ought to read.

[Mat Rueter · Rating 4 out of 5]

Write a "letter of praise" to employees to recognize their specific contributions and accomplishments; send a copy to your boss or higher managers and to the personnel department.

[✨ Anna ✨ | ReadAllNight]

Given date, possibly a promo or gift. Yes, more for everyone now.

Great managers seem to do this naturally. JSB was one of those. And it was MEG. :)

[Micke Sandlin · Rating 3 out of 5]

Ok med tips men alldeles för splittrad för att vara intressant att läsa.

[Amber]

1 copy available