Comments on: Money Talks… 5 Tips for What Else Does

By: The Best Place to Work – Where Is It? | The Hiring Site

The Best Place to Work – Where Is It? | The Hiring Site — Fri, 24 Sep 2010 01:19:47 +0000

[...] out the wazoo to cover a variety of costs are available with this family-owned business, as well as creative methods for compensating employees. Consistent leadership and corporate vision may be a question mark at times, and the real estate [...]

By: Anastasia

Anastasia — Thu, 13 Nov 2008 07:49:49 +0000

Matt Wilson,

I am sure that there might be another Matt Wilson. BUT, I went to grade school with a “Matt Wilson”? St.Rita’s Dallas, TX?

Let me know. If so, a lot of us have connected through facebook.

If this is another Matt Wilson, please feel free to contact me through Facebook as well. One can never have too many conacts named Matt Wilson.

Take Care,

Anastasia aka Stacy Sillaway

By: Ideal (and fictional) places to work : The Work Buzz

Ideal (and fictional) places to work : The Work Buzz — Thu, 06 Nov 2008 21:38:20 +0000

By: Ron Canaya

Ron Canaya — Tue, 21 Oct 2008 15:04:33 +0000

By: Matt Wilson

Matt Wilson — Fri, 03 Oct 2008 14:44:23 +0000

Ron, thank you for your feedback. I agree that what works well for one company does not necessarily mean it may work for another, as your examples illustrate.

You have also brought up an even bigger issue in regards to trust. In this series of posts, we’ve been examining what makes a company one of the best places to work, and establishing employee trust is certainly a foundation any company should employ as part of its core.

By: Ron Meledandri - Sentra Business Solutions

Ron Meledandri - Sentra Business Solutions — Sat, 27 Sep 2008 16:22:00 +0000

I certainly agree that there are ways other than direct salary increases to retain top employees. I think all of the ways you presented are certainly viable methods. I would offer one word of caution.

When it comes to profit-sharing, I have found that this works only when the employees have COMPLETE trust in management. I have heard employees say, “My profit-sharing was much lower than it should have been because the comapany is not telling us the truth about how much money they really made.” I have even heard these types of comments from employees who worked for publicly traded corporations. Employees will accuse their employer of “keeping two sets of books.” Without trust, profit-sharing can have the opposite effect of what was intended.

I usually favor incentives that are easy to prove and measure. For example, give an incentive for meeting particular customer retention objectives. Provide incentive compensation if coustomers A,B & C, purchase a total of X number of units during the next 12 months. Incentives such as this one are easy to measure and easy for everyone to see.