The joy of money is fleeting, but memories last forever. The experimental group was even happier about the award than when they received it. When resurveyed five months later, the cash recipients’ levels of happiness with their awards had dropped by about 25 percent. And they stayed happier for a longer period of time than Googlers who received money. This was true whether the experience was a team trip to Disneyland (it turns out most adults are still kids on the inside) or individual vouchers to do something on their own. They thought their awards were 28 percent more fun, 28 percent more memorable, and 15 percent more thoughtful. To help hybrid teams succeed, leaders and managers should offer direction, not directions. 2 Trust your people And trust them a bit more than feels comfortable. Despite telling us they would prefer cash over experiences, the experimental group was happier. To increase meaning at work, clearly tie each person's tasks back to the bigger picture. Instead of smaller awards, we provided trips to health resorts, blowout team dinners, or Google TVs for the home. Instead of making public stock awards, we sent teams to Hawaii. In our experimental groups, nominated winners received trips, team parties, and gifts of the same value as the cash awards they would have received. For a period of time, in our control groups of Googlers, people who were nominated for cash awards continued to receive them.
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