Hi Everyone,

Sorry I am so late getting to this project. Things have been so hectic here, which is one big reason I love the book 1001 Ways to Reward your Employees by Bob Nelson. You can read it in chunks whenever your schedule permits.

This book is a treasure trove of ideas to improve the workplace in general, and specifically the performance, attendance, and productivity of employees. Some ideas are no or low cost, and some are really goofy. I think everyone will find something they can use to put smiles on faces.

Nelson's research shows that simple, everyday praise is way most employees prefer to be recognized for doing a good job. He divides praise into four categories: written, electronic, personal, and public. He advises mixing these style to have the maximum impact. Of course, the reward or recognition must be something the employee values, or else it won't be effective. for example, a shy person may prefer to get an extended lunch hour or special parking space rather than boisterous public praise.

Additional studies reveal that praise must quickly follow the desired behavior in order to be an effective motivator. It was also shown that praise by a manager, the most effective motivator, based on employee surveys, occurs least often. What a shame!


I actually read an earlier edition of this books several years ago, and really took its principles to heart. I find the most effective way to motivate and reward ANYONE is a verbal thank you. If they don't know you well, and aren't used to appreciation, this will shock them into silence and temporarily freeze them into position. Try it- you'll see.

The latest rewards for my own staff were spa treatments given by a local business person who had done a program for us earlier in the day. She didn't charge us, and was simply grateful for the exposure and publicity the program at the library had given her. All I had to do was agree. There are opportunities to show that you value someone everywhere!

Cynthia Hart
Director, San Benito Public Library

Discussion of 1001 Ways to Reward Your Employees Moved to August

Our discussion of Bob Nelson's 1001 Ways to Reward Your Employees has been postponed until August 17-28, 2009. Cynthia Hart, our facilitator for this discussion had a death in the family. Our condolances go out to Cynthia and her family. Join our book discussion next month. Thanks.

July Discussion - 1001 Ways to Reward Employees

Thanks to Michael Fisher for facilitating our discussion of Getting to Yes.

Cynthia Hart of the San Benito Public Library will facilitate our next discussion. For that discussion we will read

1001 Ways to Reward Employees by Bob Nelson, Ph.D.
Workman Publishing Company, 2nd edition (2005)
ISBN: 978-0761136811

This discussion is scheduled for July 20 - 31, 2009. Read the book and join our discussion.

Getting to Yes Book Discussion Kick-Off

Fisher and Ury's book Getting to Yes offers a win-win negotiation model (when possible). The book makes the following points:

Negotiation is a way to settle differences. There are ways to make it easier. There are principles to start with:

1. DON'T bargain over POSITIONS
2. Separate the PEOPLE from the PROBLEM
3. Focus on INTERESTS not positions
4. Invent OPTIONS for mutual gain
5. Insist on using OBJECTIVE CRITERIA.
6. Develop or determine your BATNA (Best Alternative to No Agreement).

Right off the bat I got one key point from the book: If possible negotiate HOW you're going to negotiate before you negotiate WHAT you're going to negotiate. What do you think?

There are four pressures impacting any negotiations: Power, time, knowledge and leverage. How does the book address these? Specifically:

POWER - How does BATNA address power?

TIME - Traditionally, 90 per cent of negotiation occurs in the last 10 per cent of time. Will this book's techniques mean better use of time? For you? For the other party?

KNOWLEDGE - A lot of negotiation seems to be, "You show me yours - then I'll show you mine". How does this book view knowledge? In this book, is it knowledge or understanding that make the difference?

LEVERAGE - Can there be mutual leverage if negotiation is done by the book (this book)?

These are starter questions. Feel free to inject personal experiences that may apply to the above.

Thanks to Esther Camacho for facilitating our discussion of When Fish Fly.

Our next book will be the classic work on negotiation Getting to Yes: Negotiating Agreement Without Giving In (ISBN 978-0395631249) by Roger Fisher, William Ury, and Bruce Patton.

This discussion will be facilitated by Michael Fisher of the Weslaco Public Library. Our discussion of Getting to Yes will will be on May 18 to 31.

If you have not read this book yet, take the opportunity to read it and join in our discussion at the end of May.

When Fish Fly

Hello everyone, I’m your blogger for “When Fish Fly.” Before I get into this book, I want to apologize for my tardiness. Since I did not meet the deadline, my question to you is what were your internal conversations? Did you think…“She’s ruining it for all of us … She’s irresponsible ….She better not visit my library!” OR did you decide to change those negative internal conversations and make a world famous difference? This book is an extension of the previous book, Fish. John Yokoyama discusses the importance of having a vision, created by the team, and committing to that vision. World Famous Pike Place Fish employees decided to be world famous not by seeking personal fame, but by making a world famous difference to their customers and people that encountered by listening and choosing conversations that empower and create an environment for people to thrive and have great lives. They coach each other for greatness and create a culture of empowerment by merely changing their conversations: they suggest and recommend – not order. They see each problem as an opportunity to make a difference. They strive to listen with respect to everyone’s point of view so that the outcome is agreed by the team; thus, creating a positive impact on themselves and the people they encounter. John Yokoyama provides great examples of the situations he has encountered and turned them into opportunities to make a positive impact. Now that you have read the book, how are you going to make a world famous difference for yourself, your library and your community?

Next Discussion: When Fish Fly (March 18 - 31)

Many thanks to Bob Larremore for facilitating our blog discussion of Fish. The next book we will read is entitled When Fish Fly (ISBN 978-1401300616). It was written by John Yokoyama and Joseph Michelli. Yokoyama is the owner of the World Famous Pike Place Fish Market discussed in Fish.

Esther Camacho of Texas A&M University-Kingsville will be our facilitator for this discussion, which will take place on this blog between March 18 and 31, 2009.

Read the book and join our discussion.