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Sandro Menasci - Smile at them. Let
them work on their own vehicles.
Simple IRAs. Treat them like family.
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Ralph Cunningham - I married her.
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Fred Vandervort - I stay out of their way.
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Chuck Hultstrand - Time off.
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Phyllis Prater - My parents tried not to
stay too emotionally evolved and yet be
there for them.
-
Amy Ahrensdorf - In a kitchen you hope they
share the same passion. I try not to
let them get in a frenzy over a carrot.
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Bob Becker - Took to trade show.
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Roman Okonowski - Still adapting to larger
staff. Flex time schedule. Employee of
the month. Catered luncheons.
Awards. Just attending seminar on how
important it is to recognize employees.
-
Bob Busch - Extra vacation. Helped
with plane ticket to visit sick parent.
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Jim Crossman - They have to worry about
keeping me happy!
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Chris Curran - I over pay them by industry
standards. Loyalty accumulated from
being a good employer. Be consistent
then they have clear expectations.
Treat them all the same.
-
Andy Jensen - Its the little things that
make the difference. Let them cut out
early.
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Gus Dekavallas - Quarterly bonus system.
-
Keith Miller - Consistency is important but
its better to find out what makes people tick.
Some are motivated by money, for others it is
time off.
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Barbara Kollman - Generous bonus and profit
sharing plan. But even better,
shopping money and time off to go shopping
with the understanding that it had to be spent
on them, not a bill.
-
Lin Schmelzer - I covered their insurance,
tuition, generous profit sharing plan, 3
weeks vacation from the get go, time off at
anytime. I believed in taking care of
employees. I had high expectations.
-
Carole Weishaar - I am the employee. I
try to give her time off and pay for an
occasional dinner :) When I did have
employees, time off with pay and paid
continued education.
-
Jana Greene - A lot of the same things other
people do. Flexibility in schedules.
Continuing education, seminars, Christmas
bonuses.
-
Bill LaLonde - Time off. Little extra
things for them now and then...bonuses, etc.
One guy just wants more hours so we give it
to him.
-
Denver Johnson - We are not conventional.
Employees are on call. We have a
network of people we deal with. But we
always have 1 or 2 guys that only work for
us. For them we do things like
add an extra $50 in their check or something like
that.
-
Mark Howard - Profit sharing, health
benefits, bonuses and time off. We
always stress that family is most important
so they take whatever time off they need to
take care of family issues.
-
Jim Bache - Pat on the butt! Keeping
employees happy is good but you need to pay
them adequately to keep them. Work
station comfort. I am friendly and
complimentary. Let them go early, etc.
Hiring right is important.
-
Joe Zingale - We have a core group that is
really important. We try to take care
of them first. We try to do day-to-day
things...iPods to designers, gift
certificates to guys in the field, celebrate birthdays of people in office.
Leave early and go to a movie with the whole
office.
-
Gary Nelson - My wife doesn't appreciate me
enough to give me a bonus.
-
Greg Stewart - Bonuses, recognizing people,
emphasizing with your staff when they are
having personal problems.
-
Stuart Schindler - Back in the day when I
had employees I did the same things.
But in addition, I had employees steal my
tools. I turned the other
way....that's their bonus. Now I use a
network of vendors that I show appreciation
to.
-
John Passante - I have yet to find employees
I trust. As soon as I find someone I
will take all of your suggestions and make
them happy.
-
Guy Sawyer - I hired a guy 20+ years ago and
now I look at him as a partner.
Eventually you reach a cap. I stopped
giving him raises when we both started making
the same amount of money. He gets to sit on the bucket at
his jobs. I get to sit on the bucket
on my jobs.
-
Nick Mawrenko - Our story is the same.
