Make Their Day Blog

In my little corner of Northern California, it’s common wisdom that “big box” stores represent soul-destroying corporate greed. Few people in our little community would readily admit to shopping in a Costco or a Walmart. They believe that only small locally-owned stores can possibly be good.

I have a different view about where to shop. I will shop anywhere that treats employees well. When employees are treated well they tend treat customers and even vendors well. The theory doesn’t always hold up, but it is pretty reliable.

In 2007 Circuit City chose to lay off their experienced workers for cheaper models. When I read the news I stopped shopping in Circuit City. I never stepped foot in one again. I drove 30 miles or bought online until Best Buy came to town. Best Buy has a reputation of treating employees much better than their now defunct counterpart, so that is where I now shop.

Walmart tends to need to be forced into being a good employer. I have never shopped in one.

Costco is a different story.  I do shop at Costco.The employees of our local Costco tend to stick around for years, some since the store opened in 1994.  From the beginning, I read that they had good benefits and decent pay. I could see that employees were helpful and courteous. The store had quality products, often from local sources. It was clean and well-stocked. I don’t care that they are a big chain. From my perspective, they are a good, local business.

Today I read an article in Fast Company (November 2009 - I’m a little behind) that just confirms my view. Employees at Costco receive an average of $17 per hour ($13 is the national average). Costco pays 90% of insurance costs for both full and part time employees (According to SHRM the average for retail is around 54%).

Costco still seems like a good place to work and I will still continue to shop there.

What do you think?

It is hard for me to believe that it has been six years since the release of Make Their Day! Employee Recognition That Works. Since the release my work has been devoted to improving recognition. I have conducted two surveys to learn more about individual preferences, interviewed hundreds of managers to better understand their issues, and have spoken to thousands about what makes recognition work.

My readers and clients  have taught me a lot more about recognition since 2003. Here is some of what I’ve learned:

• Employees want recognition from several sources and that there is an optimum ratio that I refer to as the 50/30/20 Rule.
• Millennials are both similar to and different from previous generations in terms of what motivates them.
• There are important differences that national culture and virtual work environment make in recognition preferences.

I have gathered numerous examples of how recognition benefits employees, managers, and organizations and developed dozens more tips for managers including how to conduct a FASTER meeting that provides lots of opportunity for recognition from several sources. With the help of workshop participants I created a fairness hierarchy to help managers maneuver the minefield between individualizing recognition and keeping it fair and equitable.

Since 2003 Make Their Day! has provided managers and supervisors with a process for providing meaningful recognition. The second edition goes even further.

I am excited to announce that the new edition of Make Their Day! Employee Recognition That Works is on bookshelves now. The official release date isn’t for a couple of weeks, but they have shipped and are available from your favorite bookseller.

Completely updated and expanded, this edition includes new chapters on fairness and group culture that will help managers select the most suitable methods of recognition.

There are new examples throughout, including Google, Cisco, Wells Fargo, GMAC, and Best Buy. Examples have also been expanded to include Canadian organizations: BCLC, Home Hardware, and Ministry of Environment.

Check it out!