Shawn Achor Quotes

Isn't it ironic that pay, perks, and benefits all cost your company at the bottom line, but authentic recognition, especially when it's most unexpected, costs very little and gives the most impressive return on investment?

My Christian Louboutins are also one of the secrets to my not-for-profit success. Here's why - and it's something that everyone who manages employees, whether in a for-profit business or a not-for-profit, should keep in mind: A little extravagance goes a long way.

The cost of praising someone is nil - but every psychological study shows the payoff is huge.

There will always be people who think that money and benefits and even just having a job should be thanks enough. There are also those that think they do a great job without anyone having to thank them. But study after study has shown that no one is immune from the motivating effects of acknowledgement and thanks.

The only way to get people to like working hard is to motivate them. Today, people must understand why they're working hard. Every individual in an organization is motivated by something different.

Incentive prizes work.

If you pick the right people and give them the opportunity to spread their wings and put compensation as a carrier behind it you almost don't have to manage them.

We know that recognition and intrinsic motivation are important to our success, but the key is finding ways to effectively operationalize them.

If you over-deliver and prove yourself to be an asset to the company, you will be rewarded as a result.

The things that get rewarded, get done

You get what you reward. Be clear about what you want to get and systematically reward it.

If employees need to stay late in order to curry favor with the boss, what motivation do they have to get work done during normal business hours? After all, they can put in the requisite 'face time' whether they are surfing the Internet or analyzing customer data.

Star performers are my favorite to manage and lead. Star performers are critical to any organization, and the key is how can you capture their heart-share and their mind-share when they're on this fast track.

Award trophies, as opposed to letting the players define and claim their own. Ultimately, pay them to play so that their activity not only resembles work but is work.

You can motivate by a mission or motivate by money. The mission will work.

The worst mistake a boss can make is not to say 'well done'.

Without pay, no human being will work up to their ability if he or she is not cared for and respected.

The personality problem is so tough when you're not able to pay people. It's bad enough when you can pay people, but, when you have people working for free, often their motivation is diminished considerably.

Take time to appreciate employees and they will reciprocate in a thousand ways.

The more they applaud, the bigger your salary will be.

The best way to make employees happy is to set realistic goals and achieve them. The big job is to make sure those small steps are pointing us in the right direction and demonstrate at the end of the year that they all add up to something pretty great.

I believe in incentivizing people. If you can incentivize people in anything, whether it's in politics; in life; in spirituality; in business; just take care of folks. Incentivize them and all of a sudden it's amazing the difference that you'll see.

Our people are excited about building solutions, and it's rewarding to see how much fun Netscape employees have doing something they think is relevant and important.

You go to a plant not only to pat the people on the back, but to tell them about the opportunities they have to do a better job. Quality is one of the opportunities they have to do a better job.

If you want to get the most out of your men, give them a break! Don't make them work completely in the dark. If you do, they won't do a bit more than they have to. But if they comprehend, they'll work like mad.