Germany defeated Argentina to win the coveted FIFA Trophy last weekend, and one of the most tumultuous World Cups in recent history finally came to a close.
According to analysts it was also the most expensive World Cup in history, with the largest purse ever offered to the finalists, totaling over $350 million.
All 16 semifinalist countries will walk away with a cash prize — the Germans will return home $35 million richer, and the Argentinians will face the sting of defeat on a bed of $24 million. Even Brazil, who lost to the Germans in record-breaking fashion in the quarterfinals, will take home $18 million for fourth place. Read more…
Second of two parts
Did you miss Part 1? See How Short-Term Financial Decisions Can Destroy Workforce Productivity
One of the classic articles about workforce managements is entitled, On the folly of rewarding A, while hoping for B.
The author provides multiple examples illustrating how leaders often communicate one thing to employees while rewarding entirely different behaviors.
This article was published almost 40 years ago, but its message is just as relevant today. The negative corporate behaviors associated with inter-departmental conflict, administrative bureaucracy, and short-term thinking can be traced directly back to the financial structures used to reward employees. Read more…
Oscar-nominated actress and America’s sweetheart Amy Adams scored some good karma points last week when she traded her first-class seat with an American soldier who was flying coach on a flight from Detroit to Los Angeles.
Adams, whose father was in the military, noticed the man in uniform at her gate and privately asked the airline staff to switch seats with him according to Jemele Hill, the ESPN2 anchor who tweeted about the incident from the airport.
Adams has only made one public comment since the incident, when she told an Inside Edition reporter, “I didn’t do it for attention for myself; I did it for attention for the troops,” completing the one-two combo of kindness and humility for the media KO. Read more…
These are some of the best low (or no) cost ways to encourage peak performance from your workforce:
- Don’t forget birthdays and employment anniversaries. (Sheet cakes are cheap.)
- Give them business cards.
- Give them a new job title. Read more…
Before online services and iPods became our preferred methods of listening to music, radio was king, and Casey Kasem’s American Top 40 countdown show was the nation’s official playlist.
Kasem not only presented the weekly Top 40 hits, he engaged the listener with trivia, anecdotes, long-distance dedications, and a sincere passion for the art form that has set the standard for every disc jockey that came after him. He recently passed away at age 82, and there has been an outpouring of kind words from those who were inspired by him.
Casey Kasem’s final sign-off from his last broadcast in 2009 has been widely publicized since his death, serving as a nice goodbye to the man with the golden voice: Read more…
Last year, Globoforce CEO Eric Mosley launched his book Crowdsourced Performance Review. The primary thrust of the book is the annual performance review is broken, but it does serve a valuable purpose.
The opportunity lies in fixing the broken elements, which are largely centered around feedback coming from one person given on a very infrequent basis. The fix is adding informal frequent, timely, detailed positive recognition feedback from peers, colleagues and managers – “the crowd” – to the formal, annual performance appraisal process.
Because of this approach, I’m often asked, “So, do you collect constructive feedback as part of the employee recognition program, too?” Read more…
How much of your job has become routine? You know the value of doing it, but it’s almost fallen into habit. But you can’t stop doing it either; it’s part of your job.
If this routine element of your job cannot eliminated or revised for legitimate reasons, what could shake up that routine? What could help reinvigorate you in the process?
Why am I asking all of these questions? Read more…
The big, burly man began to choke up as he took in what the company’s internal leadership coach just said.
Moments before, this bear of a man, a grizzled veteran of the construction company challenged her assertion that he and his contribution at the company were valued.
Looking at her skeptically, he asked “How do you know that?”
“Are you kidding?” the coach said with incredulity. “EVERYONE knows how valuable you are…Jack and Bob (his boss and boss’s boss) are always talking about how valuable you are and how important your contribution is to this company is,” she replied. Read more…
“Piglet noticed that even though he had a Very Small Heart, it could hold a rather large amount of Gratitude.” — A.A. Milne, British author of Winnie the Pooh.
Shortly after Robert Eckert joined the ailing Mattel toy company as CEO back in Y2K, he convened a large meeting of all its employees to thank them all for their fine work — and for the even finer work they were about to do.
Eckert firmly believed that most people go to work willing to over-deliver. From that foundational belief, a culture of gratitude sprung forth, allowing Mattel to become the envy of the manufacturing industry.
While it took several years to turn the company around, Mattel made Fortune‘s list of the Best Companies to Work For from 2008 through 2013. Read more…
“How’s your energy level?” can sound a bit too new-age for the numbers-minded business world. Yet “energy” is one of the (if not the primary) indicators of performance, productivity and results in the workplace.
Tony Schwartz and his Energy Project are at the vanguard of this movement as illustrated in Sunday’s New York Times article Why You Hate Work (by Tony and Christine Porath) on the results of a study of more than 12,000 mostly white-collar employees across companies and industries.
Overwhelmingly, the study showed employees are far more productive when four core needs are met (quoting): Read more…