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"Enthusiastic employees outproduce and outperform. They step up to do the impossible. They rally each other in tough times. Most people are enthusiastic when they're hired: hopeful, ready to work hard, eager to contribute. What happens to dampen their enthusiasm? Management, that's what.
The Enthusiastic Employee draws on 30 years of research and experience to show you exactly what managers do wrong¿and what they should do instead.
Drawing on detailed case studies and employee attitude surveys in hundreds of companies, the authors offer research-proven solutions¿not fads, nostrums, or phony shortcuts. Along the way, you'll identify the dollars-and-cents business case for high employee morale, learn exactly what employee morale means, and discover the specific management practices that offer the greatest positive performance impact.
The definitive guide to encouraging, sustaining, and profiting from employee enthusiasm!
- Techniques shown to increase employee performance 30-40%¿and increase stock performance, too!
- Proven solutions, real data, not fads! Based on research with 2,500,000+ employees in 237 companies
- Fairness, achievement, camaraderie: delivering the three core elements of a healthy workplace
- Stop your organization's managers from demotivating your employees
- Build a real partnership culture for the long term
"
Customer Reviews:
Follow It.......2007-07-15
"The Enthusiastic Employee" by Louis Mischkind, Michael Irwin Metzer, and David Sirota is a quality book for employers and employees. From entry-level workers, to lower, mid, and upper-level managers. All parties can benefit by just being aware of the points in this book even if they don't even implement some of or all of the concepts. (Awareness.)
The "Enthusiastic Employee" contains numerous important points. There is quality. But, will these ideas and concepts be followed and implemented? I don't think this question is cynical; in today's world many workers are realistic. The contemporary studies and polling reflect this phenomena.
And herein lies the rub: One of the positive points advocated in this book is that the concepts in it can help increase a company's stock performance, too. Investors will be happy. As for the research, the authors studied 4 million workers in over 89 countries around the world. Domestically, American labor laws are the worst in the industrialized world.
Three styles of management noted are: Autocratic, Laissez-Faire, and Participative. The latter involving communication that is sent and received up and down organizational and communication channels. A two way flow. This is theoretical. Idealistic but not followed for many, and implemented by some. The organizations that implement this according to the book, are listed.
The Window Dressing:
There are 4 parts. The chapters:
Chapter 1: What Workers Want - The Big Picture
Chapter 2: Employee Enthusiasm and Business Success
Chapter 3: Job Security
chapter 4: Compensation
Chapter 5: Respect
Chapter 6: Organization Purpose and Principles
Chapter 7: Job Enablement
Chapter 8: Job Challenge
Chapter 9: Feedback, Recognition, and Reward
Chapter 10 Teamwork
Chapter 11 The Partnership Organization
Chapter 12 Translating Partnership Theory in Partnership Practice
Part IV: Appendices
The quotes in the "Enthusiastic Employee" seem well chosen.
Books such as this can be helpful - if followed. However, the statistical surveys on U.S. management practices and about how employees feel about their jobs shows a distinct dichotomy.
This is a refreshingly optimistic book with positive ideas.
A Real Understanding of People.......2007-01-12
A scholarly but very practical book on how to help the people of a company maximize their performance and contribution. The three writers obviously understand the key motivating elements necessary for superior company results. Following the suggestions will inevitably improve operations.
Many similar concepts to those in the book "In the Best Companies - People Are Everything.
The Enthusiastic Employee: How Companies Profit by Giving Workers What They Want.......2006-11-10
Great book! As a long time manager and executive, I kept saying, yes, yes! Looking at the quantitative research findings validated much of my thinking about people, organizations and leadership.
It helps sort out what is important for leadership of an organization. A great read for anyone in leadership.
I couldn't put it down once I got started.
What Does it Take to Motivate Employees?.......2006-07-04
"The Enthusiastic Employee" was written to extend the knowledge of what works and what doesn't to managers at all levels. What sets this book apart from most management books is the fact that it is based on official research. The authors do not merely present their own ideas on what sound management is all about. They actually back up everything they recommend using years of official research. Case studies and official employee attitude surveys spanning a period of about thirty years form the basis of the advice given in this book. This adds to the book's overall usefulness because it illustrates, in black and white, exactly what employees want in their jobs and what management needs to do in order to facilitate change and improve working conditions and performance.
I manage a few employees and my own experience at management was one of the key reasons why I wanted to read this book. I never considered myself a superior manager. I always assumed I had plenty to learn and this book, with its optimistic title and statistical nature, seemed like a good place to start. I opened the pages and started to read. Much of what I read was common sense but there are a few facts about employee/management relations that surprised me. For example, everyone knows that employees are more motivated to perform when they feel they are being properly compensated for their work but what many managers do not realize is that there is a limit to the added morale and added productivity that a pay raise will bring. If pay is lower than the industry norm, employees will rightfully feel disrespected and this will be reflected in their work performance. But if pay is raised too high, it can lead to a feeling of suspiciousness among employees and it often will not result in enough increase in productivity to justify the extra expense that comes with higher pay. Most of us don't think about this at all. We assume that higher pay will always lead to a more satisfied and more productive workforce.
Other surprises abound in this book and they help to keep it interesting. One thing I did not realize is that the majority of employees like their jobs. Based on official survey data, the majority of employees responded that they either love their job or they at least have good feelings about it. Dissatisfied workers are in the minority and this is probably due to the fact that an unhappy employee usually doesn't last in a particular organization for very long. Those who answered that they don't like their jobs are also the most likely to leave voluntarily or be forced out of an organization, helping to keep the numbers who don't like their occupation at a low level. I was surprised by these findings because I always assumed that the majority of workers do not like what they do for a living. The negative reports you read in newspapers and listen to on television about low employee morale are the primary reason I felt the way I did. The official research presented in this book, however, proves that this is false- the majority of workers have at least an average or better level of job satisfaction.
This book is intended for it to be used as an official blueprint for change and it even includes a management questionnaire at the end of the book that asks some of the key questions regarding employee relations. The answers to these questions are then evaluated so that a management team will then know whether or not the time is right to proceed to the next step and revamp its existing approach to management. Including employees in important decisions, making them feel like they are part of the team, and other changes need to be made in order to bring an organization into the twenty- first century. This book provides the guidance necessary to make these crucial changes. The old, authoritarian approach to management is a thing of the past and managers need to realize that it is time to change and move toward a more employee- centered work environment where everyone is treated like a partner in the success of the company.
The statistical emphasis of this book might make it seem more mechanical in nature and less personal but I think it adds an important component of credibility. So many management books are written each year and most of them are based solely on one person's theories or opinions. The Enthusiastic Employee relies on concrete facts to back its claims, allowing management to see the actual concerns stated directly by employees along with the remedies to the problems employees experience each day. Many pages in this book drive home important points by including the actual complaints or praise that employees stated when asked different questions on official surveys. These examples serve to prove the importance of the key components to sound management and what needs to be done at the management level to make employees more responsive, more enthused, and more satisfied.
To sum up this book, employee enthusiasm and the greater productivity that comes with it can be accomplished by doing one thing: giving employees what they want. Employees are very specific in what they feel are important components in their workplace and while it is unrealistic to think that every desire of every individual employee can be implemented, the bulk of employee needs and wants can be satisfied. The results of moving an organization in an `employee satisfaction' direction are almost always positive, with employees showing up to work motivated and ready to achieve. The necessary steps to reach this goal aren't always easy but it is important to get started quickly and The Enthusiastic Employee is a very helpful guide for achieving these goals. It offers a fresh perspective on management that doesn't rely solely on opinions to back its claims but instead provides official research that shows what employees want in their place of employment and what needs to be done to get there. It is a very useful book for management at all levels.
Why is this great book at ranked at 21,463 in today's Amazon Sales Rank?.......2006-05-28
When I scan through the impressive comments here, I am amazed that this book isn't purchased by everyone who wants to motivate employee performance to the highest levels. The authors refer to it as The Three Factor Theory, but it hasn't been a theory for me since I first learned how to give employees what they want over thirty years ago in the J.C. Penney Company.
In addition to the equity, achievement, and camaraderie factors, I also enjoyed their explanation of why participatory management is far superior to autocratic or laisez faire management styles when it comes to motivating top performance.
With the current focus on the many benefits of employee engagement, I would think this book would a primary source of information for learning how to involve employees in the success of a business or a business team. Does anyone doubt that equity, achievement, and camaraderie should be primary goals for organizational excellence?
It may be a little more academic for some readers, but that's what research is all about. A little dry, but they nailed what will motivate people to perform with energy, excitement, and enthusiasm.
Customer Reviews:
Worked for my husband.......2007-09-29
I bought this book for my husband. He graduated from college with a degree and no better job than what he started with. He wanted something better after he worked that hard to get a degree. He used this book as a reference for what he needed to do to get there. He is not a reader and he read this book in 2 days. Great book of ideas. And it worked for my husband on landing a better job and hopefully a career in his field.
This book immediately grabbed my attention!.......2007-09-18
I purchased this book for my brother who is currently going through a career crisis, but I enjoyed the first few chapters so much that I read the whole thing before I knew it! It is very insightful without being preachy, and provides a structured decision-making process. I would definitely recommend this book to someone questioning their career.
Inspirational and Thought Provoking.......2007-09-16
This book truly inspired me to get out there and change my approach to life. After graduating from college I found myself lost and under an immense amount of pressure to secure a J.O.B.
I purchased this book at one of my lowest points and after reading the first chapter I knew it would change my life forever. Dan Miller encourages you to find what makes you happy by taking a holistic approach to your life. The book encourages you to balance job seeking activities with those that help enrich your life as a whole. The idea is that when you are healthier, more confident and pleased with other areas of your life, the career path you love will be much more evident.
This is a great book for those who are not sure what their calling is in life or how to find it. Since reading it, I have gotten a great job in a career that I am thrilled to be involved in. I have recomended this book to a friend of mine who has also started to move forward in his personal and career development and has recommended the book to another friend of ours. Definitely a great choice!!!
Jaw-Dropping Near-Plagarism of What Color is Your Parachute .......2007-09-03
Having previously read Richard Nelson Bolles's classic What Color is Your Parachute, I was shocked at how much of the material in 48 Days to The Work You Love was a re-worded version of Parachute (first published commercially in 1972). In some sidebars Miller credits Bolles, but so much of the material (and format) is so dangerously close to plagarism that I intend to write a letter to the author and publisher asking for an explanation. This is especially galling since I am a big fan of Dave Ramsey and cannot believe that he is promoting this book unless he's never read Parachute.
The saddest part is that I actually like the original material Miller presents on "life goals", embracing change and work-life balance. Unfortunately, his presentation is so repetitious, disorganized and thinly developed that I didn't get much value from his ideas.
I'm particularly annoyed that there's no 48-day plan presented in the book! I'm not kidding. Apparently Dan Miller sells workbooks that include the arcane mysteries of "The Plan", but I only discovered this after reading the entire book! As it turns out, this "book" is more like a marketing pamphlet for Miller's "Plan workbooks"). Can you say "refund"?
The only way you could possibly be happy choosing this book over Bolles's Parachute would be if you think Miller's trite animal metaphors and seemingly random Bible quotes (perhaps monkeys typed them?) make up for this book's awful shortcomings. If you've never read What Color is Your Parachute this book will be helpful and insightful, but you would have been better off reading the original.
Book Review: 48 Days.......2007-07-13
Did you know heart attacks increase by 33% on Monday mornings, more people die at 9am Monday than any other time of the week, and male suicides are highest on Sunday nights, just before the weekly grind? Dan Miller does, and impending death is just one of the reasons he wants you to find better work.
Dan Miller's 48 Days to the Work You Love provides a combination of the things you already know but need to hear again, and need to know but don't. This book will do more than help you strengthen old resolutions; it will teach you how to make meaningful changes in your career--and in the way you view work altogether.
First, Quit your Job
48 Days persuades the reader to leave the job that isn't working (no pun intended), and find something better. "Job Security" is no longer an excuse to stay where you are over-worked and underpaid. While in the early 80s the employment philosophy was work for a good company and they'll take care of you for life, today loyal workers are often (not fired but) "laid off", "downsized", "right-sized", "reorganized", reengineered", "put into the mobility pool", freed up to "pursue other opportunities", "uninstalled", and are often on the receiving end of "a cost containment exercise" (email other creative terms to Miller at work@48days.com). Why the change? Fifty years ago it took a lifetime for technology to make your job obsolete. Today it takes 4 or 5 years. Therefore, as Miller explains, "everyone lives on the edge of job obsolescence and the threshold of career opportunity"
Miller is so for you quitting your job that he writes, "You must develop a sense of what you can contribute that goes beyond 1 company or organization. A career path today will likely involve moving from organization to organization, creating a picture of rising circles, rather than a vertical ladder. In fact, a vertical rise within one organization will very likely move you away from your strongest areas of competence." And it will limit your earning potential, as Miller suggests "in changing companies you may be able to increase your income by 40 to 50 percent though that is unlikely to happen while moving up in one company."
48?
I have to address this, as you surely are wondering, why does finding the work you love take exactly "48 Days"? Miller explains that 40 days is a sacred time-span, and to this he adds eight "free days in the process to create your own plan". I can't decide whether this is blasphemous or just really hokey--to Christianize your book with an overused `sacred' numeric, and then casually change it. Still, it's certainly better than other possible titles: Every Worker's Battle, The Work Factor, Loving your Work too Much, and Work is Not that into You Either.
Despite the title, the book reads and flows well. It takes the lecture, vignette, lecture, vignette, lecture, vignette approach--which works--and most of the stories are really quite good. A few are perfectly cliché, of course. For those who haven't heard, if you help a struggling butterfly out of its cocoon, it will die. It needs to do that on its own. The same applies to hatching birds.
There are 4 Things you Need to Know
Often books are published that would make a good book chapter--the 4 points the author drones on about can be summarized in a couple hundred words. One of the best things about 48 Days is as soon as you think you know everything Miller is going to write, he introduces something else. For example, all this came from the second-half of the book:
* Fewer than 1% of job seekers find work by responding to an internet ad
* During an interview, your answer to any question should be no longer than 60 seconds
* The best times to have an interview are Tues-Thurs between 8-10am
* 2,322 of 2,756 managers rank enthusiasm as #1 in what they want in applicants
* Today people are paid for their productivity, not their time, not their seniority
* IQ contributes only about 20% to the factors that predict success
* 69% of businesses today cost less than $10,000 to start; and 24% cost $0
* The most successful people got there not by being in the most lucrative industry, but by doing work they loved
A Brick in the Wall
Finally, Miller reminds the reader that work is a part of life, it's not life itself. Don't sacrifice your family, community, church, recreation, or personal development for a job. He writes good advice I should take myself: "if you are working more than 45 to 50 hours a week in your job, you are limiting success in some other areas of your life. Don't expect all your fulfillment, value, and meaning to com from the work you do."
He also writes we should work out 4-5 times a week. This being said, I'm late for the gym...
Book Description
A disturbingly large number of people today are unhappy with their work. In this helpful book, career coach Julie Jansen addresses this work-dissatisfaction epidemic. Using career assessment quizzes and personality exercises, Jansen helps readers understand their present work or career situation, discover the type of work for which they're best suited, and learn how to create the changes they need. Filled with real-life examples and including a useful resource section, this guide provides the inspiration and know-how to implement positive career change.
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"A noted career coach defines workplace dissatisfaction and offers the tools for change A disturbingly large number of people today are unhappy with their work. In this helpful book, career coach Julie Jansen addresses this work-dissatisfaction epidemic. Using career assessment quizzes and personality exercises, Jansen helps readers understand their present work or career situation, discover the type of work for which they're best suited, and learn how to create the changes they need. Filled with real-life examples and including a useful resource section, this guide provides the inspiration and know-how to implement positive career change."
Customer Reviews:
For experienced professionals or those who KNOW what they want to do.......2007-08-29
I purchased this book because I have no idea what it is I'd like to do with my life. I am only one year out of college and am working in a job I most certainly do not enjoy. I was hoping this book could give me some insight into what it is I would enjoy, but instead it focuses on how to change jobs later in life. I am not a Baby Boomer who has worked at the same company for 20 years and yearns for a change. So while this book may be helpful to people who have been in the work world longer, it did very little to help me find my passion.
I Don't Know What I Want But I Know It's Not This.......2007-05-13
This is a concisely written career book that doesn't waste your time and invites you in even for scary stuff like self-assessment. If you believe that 'real jobs' have not lived up to their promise, you should check out this book. Also, the author, Julie Jansen, is highly responsive to email questions and sincere about helping those of us seeking something more than a paycheck.
Realistic........2007-02-21
This book gets into the "meat and potatoes" of career development. I encourage anyone who is "lost" to read this and start doing what it takes to find a realistic, economically sound, and FUN job! They do exist...I found one.
Find Yourself First.......2007-01-06
A book like this is as good as the reader. In order to find one self one must look inward and that takes a little work, maybe even more than a little. Julie Jansen's book is a great help in helping the reader start that search and she then guides the reader to the direction he or she must take. Does the book guarantee a new career? No, I don't think so but if the reader works at it, it can come.It probably will. Julie Jansen's Guide is as good as a book like this can get. It is then up to the reader to make use of it. That's the work part. I like the book very much. Anyone willing to work to impove their lives will like it too.
This book was not helpful....at all........2006-12-31
This book was not what I thought at all. I thought it would help me figure out what line of work I would be best suited for. Instead, there were just random self exploration questions which didn't help me know if I would be better suited to be an accountant or zoologist.
If you would like specific employment/career "what would I really enjoy doing" answers, don't get this book.
Amazon.com
Author Nicholas Lore uses the techniques of his career-guidance network, the Rockport Institute, to make The Pathfinder a substitute for a great job counselor. Through goal setting, list making, and other techniques, the book leads readers though the process of deciding exactly what they want to do for a living and finding a way to make it happen. Lore realizes that people have different temperaments and decision-making methods, so he provides individualized advice to suit each one. He also understands that creating a new career requires courage as well as desire, so The Pathfinder devotes plenty of space to motivation and overcoming fears. While anyone looking for a new career will find direction with this guide, people who didn't know they were looking may decide to start once they go through Lore's probing self-examination process.
Book Description
DO YOU JUMP OUT OF BED EVERY MORNING AND RUSH TO A JOB YOU LOVE?
Or is the work you once enjoyed now just a way to pay the bills? Perhaps you're even doubting your career choice altogether. Let The Pathfinder guide you to a more engaging, fulfilling work life. Based on breakthrough techniques developed by Rockport Institute, an innovative and award-winning career-counseling network that has changed the lives of over 10,000 people, The Pathfinder offers invaluable advice and more than 100 self-tests and diagnostic tools that will help you choose an entirely new career -- or view a current job from a new, more positive perspective. You'll learn:
* How to design your new career direction step by step so that it fits your talents, personality, needs, goals, values, and is, at the same time, practical and attainable
* How to deal successfully with the "yeah but" voices in your head that keep you going back to the same old ill-fitting job, day after day
* How to land the perfect job in your new field, plus tips on writing a really exceptional résumé, personal marketing, and networking (even for those who hate to network)
Whether you're a seasoned professional in search of a career change or a beginner just entering the working world, you want to make the right choices from the beginning. No matter where you are in your journey, if you want work to be more of a dance than a drag, The Pathfinder will expertly coach you through the process of designing a career you will love.
Customer Reviews:
WANT A CAREER YOU LOVE? GET THIS BRILLIANT BOOK.......2007-08-13
This is the masterpiece book on picking your perfect career. I went all the way through a PhD program only to discover I did not enjoy my field. I bought and read several of the popular career titles such as the Parachute book but did not find most of them particularly helpful. The exception was The Pathfinder. I read through all the reviews of it this morning and the one word that shows up in many of them is "brilliant", the best single word to describe this book. The author says that in order to have a career you love it needs to fit your "natural" talents and your personality perfectly, allow you to do work that comes most naturally to you. In addition, it must be in a field you care about, fulfill your goals and put you in a workplace environment that suits you well. I noticed that the few negative reviews of this book mostly complain that it is too long. I disagree. I found the whole book to be very useful. It is long because picking a career that fits is not easy. The book challenges you to reach toward a career that is not a compromise and shows you how to do so. It takes you through many exercises that help you discover what would make a career fit you perfectly. It teaches you how to deal with the obstacles that get in the way, most of which are self-generated internal voices that tell you to avoid risk. It takes you all the way through to the final goal.
I called the author's Rockport Institute today and got to speak with him. It turns out that this organization created the field of career coaching nearly thirty years ago and does constant research on what it takes to pick a career that fits. No wonder this is better than the other books.
Get Ready to Meet Yourself......Finally!.......2007-08-12
This book is not meant to be read overnight, but rather a guide to wake-up to everyday as you step yourself closer to the who, what, and when you really are. This book provides the "How" of getting there. Ranging from recalling your childhood dreams, discovering where you are at on your life's timeline, meeting the different parts of yourself all the way to ultimately waking up one day (for me, two years later) and realizing a vocation that fits you like your own fingerprints. This is a labor of love of discovering yourself with Nick (the author)along side you as you reflect and laugh along the way. I recommend this book highly....provided you value yourself enough to dig in and do the self-work involved in this type of journey.
Too long and windy!.......2007-08-03
I bought this book because it had a high 4.5 star rating in Amazon. I have been extremely disappointed. The author of this book must be in love with his own voice. I get the sense that the book was dictated. It wheezes on for over 350 pages. The text is like an endless blog.
Years ago, I read What Color is Your Parachute? That was a good book! Buy that one--instead of Pathfinder....unless you like endless pontification.
test in the book.......2007-06-06
hi - i actually wanted to give this test ..but not sure of...there are some tests already in the book...does this test provide much more?
Innate Ability battery.......2007-04-24
I did the innate ability battery recommended by this book and I feel a lot clearer on what I am good at, not good, at and different ways to think about myself and what might make me happy. This one clued me in in a very comprehensive way. If you are confused about what would make you happy, fulfilled, goal-oriented etc, then take this test. The other tests other than myers-briggs are not too useful. (I also did the whole workbook of what color is my parachute a couple years ago but this test feels more like knowledge I can build upon.) The cost to do the test is high but the value I feel I will get is equal plus the discussion I had with the counselor made me feel like I was talking to someone who understood where I was coming from. I would like to do more personal counseling but the book will have to do and I look forward to answering the questions to figure it out. ( i don't work for anyone or am related to anything regarding this book)
Book Description
More than 85% of managers believe employees leave because they have been pulled away by "more pay" or "better opportunity." Yet, more than 80 percent of employees say it was "push" factors related to poor management practices or toxic cultures that drove them out. This gaping disparity between belief and reality keeps organizations from addressing the costly problems of employee disengagement and regrettable turnover with on-target solutions.The 7 Hidden Reasons Employees Leave gives readers a deeper understanding of why conventional exit interviewing doesn't work, and what organizations can do to identify, prevent, and correct the root causes of these problems. This valuable book shows how to avoid job-person mismatches, how to align employee expectations with the realities of the position and the company, how to provide constructive feedback and coaching that breeds employee confidence, and much more.The 7 Hidden Reasons Employees Leave incorporates data from surveys of 19,700 employees performed by the Saratoga Institute, an internationally recognized research organization.
Customer Reviews:
Helps get your mind around the problem.......2007-06-01
This book is well written. It lays the basis for why the reasons people leave is mis-understood. It gives specific guidance on things you can do to bring new employees in and keep them.
7 Hidden Reasons.......2007-01-10
This was a very informational book. It was a quick read and a great tool. Managers should be reading this book.
The 7 Hidden Reasons NOT hiding impact and value from readers . . ........2006-06-24
Leigh Branham has done it again. The phrase, "a must read" is probably overused and a bit shopworn today, but Leigh's book truly is "a must read" for anyone who leads, serves or depends upon people to get the work of the organization done. As with his earlier book, "Keeping the People Who Keep You in Business", Leigh's style is highly informative and academic yet warmly conversational and user friendly. His clear and compelling guidance will carry the reader to greater understanding and facility with the talent management challenges that are already upon us. The 7 Hidden Reasons is a comprehensive, no-nonsense and energizing learning experience.
Leigh's years of study, focus and practice in this crucial area of the talent management life cycle is clearly evident. Leigh is one of this Nation's leading experts in the world of retention and engagement.
Leigh's 7 Hidden Reasons really are hidden, quite real and too powerful to ignore. Enjoy reading this one . . .
News You Can Use in a Business Book.......2006-06-10
Branham has given us powerful and practical tips for running a better enterprise. The implications of understanding why good people leave their employer are far-reaching. The 7 Hidden Reasons Employees Leave book tells us what tell-tale signs to look for, and how to conduct exit interviews so that we can collect the real reasons people jump ship and act on them. If you've ever experienced turnover and scratched your head about why folks are leaving (as I have), you will benefit from reading this book. It is very easy to read and a good reference book for the office bookshelf.
A good read for all levels of the organization.......2005-12-13
I am in the sales department of a top pharmaceutical company. Retention of top performers is a real concern in our industry. This book offers practical steps you can take immediately to improve retention. It not only shows what you need to do to be an employer of choice but also reinforced for us what we were already doing right. A must for all managers who care about the bottom line and know that taking care of your high performers is the way to see the best profits.
Book Description
Loyalty is by no means dead. In fact the principles of loyalty . . . are alive and well at the heart of every company with an enduring record of high productivity, solid profits, and steady expansion.
From The Loyalty Effect
The business world seems to have given up on loyalty: many major corporations now lose-and have to replace-half their customers in five years, half their employees in four, and half their investors in less than one. Fred Reichheld's national bestseller The Loyalty Effect shows why companies that ignore these skyrocketing defections face a dismal future of low growth, weak profits, and shortened life expectancy. Reichheld demonstrates the power of loyalty-based management as a highly profitable alternative to the economics of perpetual churn. He makes a powerful economic case for loyalty-and takes you through the numbers to prove it. His startling conclusion: Even a small improvement in customer retention can double profits in your company. The Loyalty Effect will change the way you think about loyalty, profits, and the nature of business.
Fred Reichheld is a Director Emeritus of Bain & Company and a Bain Fellow. He is also the author of Loyalty Rules!.
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Reichheld lays out a new "economics of loyalty" that provides a framework where the "soft" elements of business--loyalty and learning--can be effectively linked to the hard science of cash flows and cost/benefit analysis. Because of this connection, Reichheld argues, there is enormous potential for improving a company's performance by increasing customer, investor, and employee loyalty. Reichheld's research demonstrates that loyalty drives profits in direct and quantifiable ways through its impact on growth, learning, and productivity. In addition, loyalty generates a spiritual energy that powers the value creation process that is at the heart of sustained business success. In many industries, loyalty explains the differences in profitability among competitors more effectively than scale, market share, unit costs, or most other factors usually associated with competitive advantage.
Customer Reviews:
Holistic Approach to Management.......2007-07-30
I found this book very useful as I am working on a new start-up business and selecting and keeping personnel is key. In this book you find practical examples of how to do this and you see the enormous benefit it is to have loyal employees.
This is a must for anyone starting and/or working at turning a business around.
Great learning tool.......2007-01-27
This is full of great concepts that are easily put to practice with effective results.
The book that started it all!.......2007-01-14
This book above any other, rekindled my passion to fully understand the concept of 'loyalty'. Although it was written quite some time ago now, having its' genesis back in the 1980's, it remains an outstanding work on this topic.
Clearly, thinking has evolved over time and practical application of this approach has clarified and expanded our understanding of this topic, yet the book presents a strong argument for developing a deep appreciation of loyalty and it's impact on business performance.
The book is well researched. Well written. Easy to read, with a good flow. Full of interesting case studies and supporting data this publication is a must read for anyone interested in the topic.
Much attention is today being focused on Customer Loyalty yet the proposition that this book puts forward is that Customer Loyalty is only one third of the argument. Employee loyalty and shareholder loyalty both play a significant role in delivering benefits back to the corporation. Few books have expounded the proposition as thoroughly and completely as this one.
A way to earn consistently higher profits.......2006-09-02
The Loyalty Effect is an analysis of the effects of loyalty. The author, Frederick F. Reichheld, takes a rigorous looks at a variety of successful companies and finds that those "that earned superior levels of customer loyalty and retention also earned consistently higher profits" and sustainable levels of growth.
The examples and data shown in this book give a clear picture of how loyalty can be earned through strong value creation and why this leads to long-term profitability and growth. Beyond customer loyalty, the author also looks at how the right employees, the right investors and the right partnerships can add to the overall strength of a company. The evidence that Reichheld presents in support of loyalty-based management is thought provoking and compelling.
While the author himself doesn't proclaim this that style of management is a magic "cure all", Reichheld's argument is extremely convincing and the research supporting his claim is clear: loyalty makes good economic sense. People running businesses, big and small, can benefit from the ideas presented in The Loyalty Effect. I highly recommend this book.
Learn how to foster loyalty in customers and within your organization.......2006-02-21
These days it would be easy to believe that loyalty didn't matter anymore. Customers are going to shop around, employees are going to hunt for new jobs before they get downsized, and investors will be fickle about holding onto stock if its price moves even an inch. Loyalty, says a whole cadre of business gurus, is out of date and irrelevant. Not so, says author Frederick Reichheld, a director of Bain & Company. Companies like Leo Burnet and A.G. Edwards consistently pay the highest salaries, offer high value to customers at competitive prices, have the highest employee retention rates, and have the highest profitability rates. Loyal customers, employees and investors fuel a sustained cycle of growth at these companies. If you want to foster loyalty in your customers, employees and investors, Reichheld has the following advice:
· Make customer value, not profit, the goal.
· Loyal customers are more profitable than new customers. Break up the potential customer base into segments and find out which ones are more likely to be loyal. Target these customers.
· Find and keep the right employees. Getting the right customers will bring you a profit. Invest that profit in loyal employees who will continue to increase value to your customers. Companies with the highest employee loyalty consistently have the highest customer loyalty.
· Find investors with long-term perspective.
· Learn from defections. If customers or employees are leaving the company, find out why. Take actions to correct problems. Learn from mistakes.
Book Description
Pride and Ownership holds no punches. Chief Rick Lasky takes a hard look at the fire service and finds it short on the only element that makes it effective: passion. Chief Lasky gives an upfront and honest criticism about the need to reignite the love o fthe job on every level, from chiefs on down. Key Features: History and traditions of the fire service with overviews of some of th most important fire service leaders, Detailed explanations of ceremonies for all ocasions from a firefighter's initiation to retirement, Over 150 photos displaying the rites and ceremonies, Helpful appendices full of sample documents for fire company use.
Customer Reviews:
Fire Chiefs- Get it, read it, and LIVE IT!.......2007-08-12
If you are a Firefighter get this book. Or better yet attend one of Chief Lasky's seminars. If you are a Chief Officer get it, read it, and LIVE IT!
Pride & Ownership.......2007-06-08
I bought this book for my son, a firefighter. He is not a big reader but read this cover to cover and LOVED it. He hopes to implement some of the positive ideas at the station where he works.
Good subject material, poorly written. .......2007-05-14
the author had a lot of great things to say. I tried to reference his material for a college term paper. He was difficult to quote becuase his writing was choppy. I did however like what he had to say, i just had to paraphrase quite a bit.
Good read.......2007-02-19
This book was a good read, helps to rekindle some of the fire you might loose halfway through your career.
Great Book for the Fire Service.......2006-11-03
This is a great book to read to get back to the basics. It answers a lot of the problem that exist in todays fire service.The history lesson in the first three chapters should be given to every new firefighter. This book is a great guide for the volunteer or paid department. Alot can be learned from this easy read.
Customer Reviews:
good book.......2007-09-12
This book makes you think. I found it made me reassess everything I did and why. It gives great practical pointers on job applications but also makes you evaluate your life and put it in perspective
Amazon.com
Unhappy with your job? Before you vote with your feet, consider the advice of career specialists Beverly Kaye and Sharon Jordan-Evans and learn to love your job. In this practical sequel to their bestseller Love 'Em or Lose 'Em, the authors focus on employee satisfaction as a responsibility you must share with your employer. Although the format of Love It, Don't Leave It: 26 Ways to Get What You Want at Work is gimmicky--the suggestions follow the 26 letters of the alphabet--the advice is smart and specific.
Based on research with 15,000 people who have job longevity, Kaye and Jordan-Evans identified five top "stay factors" such as opportunity for growth and pay equity. Using these factors, they map several dozen CPR ("Career Path Resuscitation") including taming the boss from hell, finding multiple mentors, protecting family time, bringing fun to work, breaking out of your cubicle and solving your Rodney "no respect" Dangerfield problem.
One standout chapter enriches our understanding of the out of the box metaphor by comparing the properties of glass, concrete, and vapor boxes. Rich in examples and underlined with strategies, this book will attract a wide audience. Follow your heart careerists may question the very idea of lobbying against changing jobs. Still, when the authors urge each reader to become the author of his or her job satisfaction, the book becomes a valuable companion in an uncertain economy. --Barbara Mackoff
Book Description
Love It, Don't Leave It encourages employees to assume responsibility for the way their work lives work. This is not difficult, say authors Beverly Kaye and Sharon Jordan-Evans, who take a witty and practical approach to finding job satisfaction. Presented in an appealing, accessible A to Z format, the book includes strategies for communication, career growth, balancing work with family, and more. Chapters include "Ask: And You May Receive," "Jerk: Work with One?" "Passion: It's Not Just a Fruit," and "Zenith: Are We There Yet?" The same breezy, results-minded style that made the authors' Love 'Em or Lose 'Em a bestseller makes this follow-up a fun and inspiring read.
Customer Reviews:
Insightful!.......2005-08-25
Beverly Kaye and Sharon Jordan-Evans have written a useful book for employees who are tempted by greener pastures. The authors caution that those who pursue a glittering opportunity often wind up in a golden mess. Thus, it makes sense to at least try to improve your job before seeking another one that, ultimately, may be even worse. The book's format offers one item of advice for each letter of the alphabet. At times, the formula wears a bit thin (X for "X-ers and Other Generations"), but the advice itself is sound. It primarily consists of encouraging you to decide what you want and go get it. We recommend this book to currently employed malcontents (you know who you are!) and to those who need help mustering the nerve to discuss job satisfaction with their employers. Perhaps the best piece of advice is to only approach your supervisors for a favor when you understand their WIIFT: "What's In It For Them."
Think of this book as a compilation of your own notes .......2004-11-29
Think of this book as a compilation of your own notes to improve your own career. It is written exactly the way I'd organize my own thoughts and plans in a serious way to plan and grow my own career. Very practical and concise tips and easy to read. Takes few minutes to read each topic. The theme of 26 Topics for 26 alphabets is also nice. Finish it quickly and then use from time to time as a reminder to set priorities in your day to day life.
Left It, Didn't Love It.......2004-03-22
Given the rave reviews for this book, I was surprised by the lack of content and value. The book's message is a truism: only you are responsible for your own happiness. It goes on to encourage you to ask for what you want. These aren't bad assertions but they're more complicated to implement than this book would have you believe. The content is structured like an article in a woman's magazine: it uses a bulletized format with basic questions to ask yourself like "What do you enjoy" followed by inane suggestions like "Decorate your office". Cloying and without substance, this book fails to answer many core questions. What if your boss declines your request? What motivates an organization? How do you make lateral moves? Where are the examples of individuals who reengineered their work situation and how exactly they did it ? Granted, too many employees don't understand the work relationship or how to work an organization. But this is not the book that will address those issues. If you're still determined to read this book, my copy is up for sale on Amazon's used site.
Leaving or staying, read this book!.......2003-12-02
This eminently practical book reaches out to you in a real way. Clearly the authors understand the frustrations of employees and offer not one but several layers of approaches to help you get the most from your job. How to think about leaving or staying, what to ask, what to say, conversations to have, and checklists to get clear on your views all help you to make the best decisions. The authors pack so much practical assistance into one short book it is just amazing. This book is designed for fast easy reading. Don't miss out on this great treasure!!
Taking charge.......2003-11-19
What an excellent guidebook to show each employee how to take charge, have fun, be more productive, and enjoy time at work. Even the best managers and leaders can't provide all those results for their people. The employees have to do it themselves. Thanks, Bev and Sharon, for providing the guideposts along the way.
Book Description
"This book is well thought out, written, and thorough. It contains page after page of examples and is a one-point source for ways to make Monday mornings less tedious and more fun. Want to make your employees look forward to the workweek? This is the 'must have' book for you."
William Warren, Instructional Manager/Teacher
Van Buren Technology Center
"Every administrator needs a copy of this book . . . and should keep it on the top of the to-do pile."
Nelda Howton, Principal
Shoemaker High School, Killeen, TX
"Through the use of subtle humor, Hodges gives us extensive ideas and examples of ways we can improve our individual workplace environments. This book is enhanced by the inclusion of personal experiences by the author."
Shawna Mahaffey, Professor of Business
Delta College
Empower your staff members with a fresh appreciation for their work by nurturing their growth and success!
Has Monday morning become a less-than-exciting event for your staff members? Do you wish that you could help them look forward to the new week; that you could provide them with a more tangible appreciation for their efforts?
In Looking Forward to Monday Morning, Diane Hodges, a former human resources director and school administrator, shares numerous staff appreciation and recognition activities that can be implemented to promote a positive environment and inspire staff members to look forward to the beginning of each new week.
In this insightful text, you will find low-cost, fun ideas that will help staff members:
- Experience concrete recognition for hard work and accomplishments
- Increase productivity and job longevity
- Exercise creativity during meetings, holidays, and lunchtime
- Participate in their own success while encouraging the growth and success of others
Empower your staff members with a fresh appreciation for their work and transform each day of the week into an opportunity for creativity and fun.
Customer Reviews:
Both are FABULOUS!.......2003-02-06
I saw Dr. Hodges present ideas from her book at a national conference and she was FABULOUS! She uses her trademark humor and unfailing sense of what matters and what works. She combines her experiences as a Human Resources Director and school administrator and presents ideas on how to show recognition and appreciation and create a fun environment for staff members. Both she and the book are Great!
A bunch of obvious and trite ideas.......2003-01-08
All this book is is a collection of ideas the author got from her time working with high schools. Most nearly every example is from a high school setting which does not directly apply to business settings. Many ideas are so ridiculous and obvious that you will go crazy thinking why you spent [the money] on this book.
Looking Forward to Monday Morning.......2002-06-30
As a professional trainer, "Looking Forward to Monday Morning" is a marvelous addition to my collection of icebreakers and team building exercises. The book is full of a wide range of straightforward ideas to show appreciation for employees. Organizations that implement even a few of the ideas in this book will find they have happier, more productive employees who enjoy coming to work. I strongly recommend this book to managers, supervisors, and others who are responsible for the esprit de corps of their work environment.
Looking Forward to Monday Morning.......2002-06-20
I use to start worrying about going back to work on Sunday. It could ruin 1/2 of my weekend. Now thanks to this book I really do look forward to going to work on Monday. I look at things differently now. Thank you for this book!
Looking Forward to Monday Morning.......2002-06-20
Regardless of your occupation, everyone can relate to having a case of the "Monday's." Looking Forward to Monday Morning provides an excessive amount of activities to not only keep employees motivated, but to promote positive attitudes within yourself. It can give anyone in today's workforce an ethusiatic outlook on their career. This book targets a large, diverse group of people. It can turn any dreadful work place into a lively, fun, and exciting environment.
Books:
- The Ethics of Dissent: Managing Guerrilla Government (Public Affairs and Policy Administration)
- The For Sale By Owner Handbook: Fsbo Faqs: From Pricing Your Home Right And Increasing Its Curb Appeal To Negotiating The Contract And Hassle-free Closing
- The For Sale By Owner Handbook: Fsbo Faqs: From Pricing Your Home Right And Increasing Its Curb Appeal To Negotiating The Contract And Hassle-free Closing
- The Fundraising Planner: A Working Model for Raising the Dollars You Need (Jossey-Bass Nonprofit and Public Management Series.)
- The Good Mood Diet: Feel Great While You Lose Weight
- The Home-Based Bookstore: Start Your Own Business Selling Used Books on Amazon, eBay or Your Own Web Site
- The Home-Based Bookstore: Start Your Own Business Selling Used Books on Amazon, eBay or Your Own Web Site
- The IABC Handbook of Organizational Communication: A Guide to Internal Communication, Public Relations, Marketing and Leadership (J-B International Association of Business Communicators)
- The International Dictionary of Event Management (The Wiley Event Management Series)
- The Mentor's Guide: Facilitating Effective Learning Relationships
Books Index
Books Home
Recommended Books
- How to Win Friends & Influence People
- Ulysses S. Grant : Memoirs and Selected Letters : Personal Memoirs of U.S. Grant / Selected Letters,
- Managing Risk in the Foreign Exchange, Money and Derivative Markets
- Spanning Trees and Optimization Problems
- Spreadsheet Modeling and Decision Analysis
- True North: Discover Your Authentic Leadership
- The River of Doubt: Theodore Roosevelt's Darkest Journey
- Financial Accounting and Reporting: Business Enterprises, Wiley CPA Examination Review, 1999 Edition
- The Big Ten: The Big Emerging Markets and How They Will Change Our Lives
- Methods in Cell Biology: Methods in Muscle Biology
General
| Business & Investing
| Subjects
| Books
The 7 Hidden Reasons Employees Leave: How to Recognize the Subtle Signs and Act Before It's Too Late
Keeping the People Who Keep You in Business: 24 Ways to Hang on to Your Most Valuable Talent
The One Thing You Need to Know: ... About Great Managing, Great Leading, and Sustained Individual Success
Workforce Scorecard: Managing Human Capital to Execute Strategy
Making Strategy Work: Leading Effective Execution and Change
