One Foot Out the Door

How to Combat the Psychological Recession That’s Alienating Employees and Hurting American Business

Author: Judith M. Bardwick
Pub Date: 2007
Your Price: $24.95
ISBN: 0814480586
Format: Hardcover

• Overview
• Listen to the podcast
• About the Author
• Sample Chapter
• Employee Commitment
• Customization
• Press Release
• The Psychological Recession
• Statistics
• Request an Evaluation Copy, INSTRUCTOR ONLY!

Customization

Almost all responsible organizations offer their employees traditional incentives like competitive compensation and stock options. But how much do people really value these things? To make motivators effective and recognition count, managers and HR teams should aim to create a menu of choices that are meaningful to employees and reflect the company’s values. Following is a list of suggestions to consider…and explore and expand upon with your unique employees:

Employee priority: I want to keep learning.
• Work that’s different in content, place, or responsibility
• Challenges that involve some risk
• Assignments that develop interpersonal skills
• College classes on-site and advanced professional education

Employee priority: I want to achieve reasonable security.
• Guarantee of cutting vacations, salaries, and benefits before any major layoffs
• Hiring and promotions based on merit and peer review
• Career counselors available to help increase my value to the organization
• Bonus pay for achieving goals and treating others with respect

Employee priority: I want to be successful.
• Opportunities to be entrepreneurial and create new projects or businesses
• Opportunities to lead and make decisions
• New positions created to accommodate and showcase special talents
• Acknowledgement of my contributions to my profession and my community

Employee priority: I want my work and my family to flourish.
• Ability to earn a partnership or tenure while working less than full time
• Respect and consideration for dads as well as moms
• Cutting-edge communication tools so I can work anywhere, any time
• Clear agreed-upon rules in regard to employee accessibility

Employee priority: I want my life as well as my work to have meaning.
• Work that contributes to causes I personally believe in
• Opportunities to see the difference that my work makes
• Paid time off for volunteer commitments
• Organization that expects employee input and welcomes new ideas

Adapted from ONE FOOT OUT THE DOOR: How to Combat the Psychological Recession That’s Alienating Employees and Hurting American Business by Judith M. Bardwick, Ph.D. (Published by AMACOM).

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