Organizations always seem to be looking for ways to keep major talent engaged and loyal. Simple as it sounds, they need look no further than making sure that they have created a culture of appreciation.
I have heard acknowledgments referred to as "the double paycheck," which I think is very fitting. Even people who earn less than they feel they should, will dig in and engage fully if that other "paycheck" comes regularly.
After a presentation I made to the PMI Information Systems Specific Interest Group last year at its Professional Development Day, a woman came up to me and told me that she had just left a high-paying, senior-level job, with no other job lined up.
She left it, she said, because she hadn't realized that her former job at Booz Allen Hamilton was really a dream job. Although it probably wasn't the best job in the world, there was a culture of appreciation at that company that made it a pleasure to come to work each day.
"I am going back there," she said emphatically. "Even if the job pays less and the level is lower, I don't care. I didn't realize what a difference the atmosphere of a company makes. At the job [after Booz Allen Hamilton], I didn't know my worth or my value and I didn't feel appreciated for anything that I did. I'm going back to Booz Allen Hamilton, no matter what."
I later discussed this example with a Booz Allen Hamilton partner. "Oh," she laughed. "We call those the 'come-back kids' and we welcome them back once they realize what they were missing."
And yes, it is a part of the company's philosophy and its mission to have a culture of appreciation. They most certainly seem to be doing something right.
So what is that double paycheck worth? Everything!
I have heard acknowledgments referred to as "the double paycheck," which I think is very fitting. Even people who earn less than they feel they should, will dig in and engage fully if that other "paycheck" comes regularly.
After a presentation I made to the PMI Information Systems Specific Interest Group last year at its Professional Development Day, a woman came up to me and told me that she had just left a high-paying, senior-level job, with no other job lined up.
She left it, she said, because she hadn't realized that her former job at Booz Allen Hamilton was really a dream job. Although it probably wasn't the best job in the world, there was a culture of appreciation at that company that made it a pleasure to come to work each day.
"I am going back there," she said emphatically. "Even if the job pays less and the level is lower, I don't care. I didn't realize what a difference the atmosphere of a company makes. At the job [after Booz Allen Hamilton], I didn't know my worth or my value and I didn't feel appreciated for anything that I did. I'm going back to Booz Allen Hamilton, no matter what."
I later discussed this example with a Booz Allen Hamilton partner. "Oh," she laughed. "We call those the 'come-back kids' and we welcome them back once they realize what they were missing."
And yes, it is a part of the company's philosophy and its mission to have a culture of appreciation. They most certainly seem to be doing something right.
So what is that double paycheck worth? Everything!
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