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1501 maneiras de premiar seus colaboradores
Com mais de 1,6 milhão de exemplares vendidos em todo o mundo, 1501 maneiras de premiar seus colaboradores é a edição atualizada, revista e ampliada do sucesso 1001 maneiras de premiar seus colaboradores.
Este livro se tornou uma referência por mostrar que o que motiva uma pessoa a ter um desempenho brilhante não é tanto um aumento de salário nem uma promoção, mas certos gestos inesperados no dia a dia que demonstram o reconhecimento verdadeiro por um trabalho bem-feito.
Se você está em busca de formas originais e altamente eficazes de premiar seus colaboradores por uma excelente atuação, este livro tem sugestões sob medida para o seu caso, seja qual for o tamanho da sua empresa e do seu orçamento.
Você vai encontrar aqui centenas de estratégias de sucesso, desde iniciativas informais de agradecimento de baixo − ou nenhum − custo a programas formais de reconhecimento.
Segundo Bob Nelson, as pesquisas e a prática comprovam que, embora o dinheiro seja importante, o reconhecimento cuidadoso e pessoal pela execução primorosa de uma tarefa ou atividade está entre os recursos mais poderosos para se elevar o entusiasmo, melhorar o desempenho e aumentar a permanência dos funcionários na empresa, nos bons e nos maus tempos.
Citando práticas adotadas por organizações de diferentes áreas, além de estudos de caso, ele apresenta uma rica fonte de consulta que qualquer pessoa pode usar para premiar tanto indivíduos quanto equipes.
Este livro se tornou uma referência por mostrar que o que motiva uma pessoa a ter um desempenho brilhante não é tanto um aumento de salário nem uma promoção, mas certos gestos inesperados no dia a dia que demonstram o reconhecimento verdadeiro por um trabalho bem-feito.
Se você está em busca de formas originais e altamente eficazes de premiar seus colaboradores por uma excelente atuação, este livro tem sugestões sob medida para o seu caso, seja qual for o tamanho da sua empresa e do seu orçamento.
Você vai encontrar aqui centenas de estratégias de sucesso, desde iniciativas informais de agradecimento de baixo − ou nenhum − custo a programas formais de reconhecimento.
Segundo Bob Nelson, as pesquisas e a prática comprovam que, embora o dinheiro seja importante, o reconhecimento cuidadoso e pessoal pela execução primorosa de uma tarefa ou atividade está entre os recursos mais poderosos para se elevar o entusiasmo, melhorar o desempenho e aumentar a permanência dos funcionários na empresa, nos bons e nos maus tempos.
Citando práticas adotadas por organizações de diferentes áreas, além de estudos de caso, ele apresenta uma rica fonte de consulta que qualquer pessoa pode usar para premiar tanto indivíduos quanto equipes.
288 pages, Paperback
First published March 27, 2012
115 people are currently reading
405 people want to read
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Displaying 1 - 15 of 15 reviews
May 26, 2021
Excruciating long to read, and somewhat useful.
August 15, 2019
The premise is solid: different people are motivated by different things, and money can go only so far. I was sold after the introduction. However, the execution that follows was lacking, in three specific ways:
1.) Lack of depth in stories -- Dr. Bob Nelson draws from lots of different companies, teams, projects, and approaches, but digs deep into few of them. Most cover just a single aspect of a reward mechanism, in a single paragraph. There's no context. How did the employees respond? What was the pushback, and how did that company deal with it? What were the tangible results? Many of them are quotations from a single person -- the manager or HR rep that made the change -- without any kind of depth or alternative viewpoints. It often read like a superficial survey, the blurb of quotations or positive reviews that you often see on the back cover of books. Every method is pitched as if it works, but does it?
2.) Lack of organization -- The index helps, but it's hard to find a thread throughout the book. The title -- "1501 Ways to Reward Employees" -- implies some kind of ordering, or at least numbering, where I could know which number I'm on when starting to read a tip. But the points aren't numbered. It's impossible to know if you're reading the 100th way or the 500th way, because there isn't any clear delineation. As such, I couldn't find any good stopping point or any way to jump to the category or point that would serve or interest me best.
3.) Lack of creative content-based rewards -- This was the biggest put-down. So many of the methods cited in the book are motivational tricks that seem like jokes meant to inject temporary positivity into the workplace. For example, a manager sells ice cream and cuts out the packaging to stick to his back, so his subordinates get a laugh as he sells them treats... or managers that wash the cars of their subordinates. I wouldn't find any of this rewarding or motivating; quite the opposite: it would make me feel uncomfortable. The book doesn't address projects in a more creative context, or the types of people that are motivated by the content of their work, whether it's developing new features, designing new characters, or simply taking on a different part of the process than they're used to developing, whether it be through hackathons, feature pitches, architectural design influence, or project planning. Some people are motivated not by external rewards, or even frivolity/camaraderie in the workplace, but rather the importance, purpose, and cutting-edge excitement in the product they're creating. That sense of purpose -- and how to wield it as a reward -- was what I found most lacking in this text.
1.) Lack of depth in stories -- Dr. Bob Nelson draws from lots of different companies, teams, projects, and approaches, but digs deep into few of them. Most cover just a single aspect of a reward mechanism, in a single paragraph. There's no context. How did the employees respond? What was the pushback, and how did that company deal with it? What were the tangible results? Many of them are quotations from a single person -- the manager or HR rep that made the change -- without any kind of depth or alternative viewpoints. It often read like a superficial survey, the blurb of quotations or positive reviews that you often see on the back cover of books. Every method is pitched as if it works, but does it?
2.) Lack of organization -- The index helps, but it's hard to find a thread throughout the book. The title -- "1501 Ways to Reward Employees" -- implies some kind of ordering, or at least numbering, where I could know which number I'm on when starting to read a tip. But the points aren't numbered. It's impossible to know if you're reading the 100th way or the 500th way, because there isn't any clear delineation. As such, I couldn't find any good stopping point or any way to jump to the category or point that would serve or interest me best.
3.) Lack of creative content-based rewards -- This was the biggest put-down. So many of the methods cited in the book are motivational tricks that seem like jokes meant to inject temporary positivity into the workplace. For example, a manager sells ice cream and cuts out the packaging to stick to his back, so his subordinates get a laugh as he sells them treats... or managers that wash the cars of their subordinates. I wouldn't find any of this rewarding or motivating; quite the opposite: it would make me feel uncomfortable. The book doesn't address projects in a more creative context, or the types of people that are motivated by the content of their work, whether it's developing new features, designing new characters, or simply taking on a different part of the process than they're used to developing, whether it be through hackathons, feature pitches, architectural design influence, or project planning. Some people are motivated not by external rewards, or even frivolity/camaraderie in the workplace, but rather the importance, purpose, and cutting-edge excitement in the product they're creating. That sense of purpose -- and how to wield it as a reward -- was what I found most lacking in this text.
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April 4, 2025Book Review: 1501 Ways to Reward Employees: Low-Cost and No-Cost Ideas by Bob Nelson
In 1501 Ways to Reward Employees: Low-Cost and No-Cost Ideas, Bob Nelson presents a comprehensive guide aimed at enhancing employee motivation and satisfaction through innovative reward systems. This book is a treasure trove of strategies designed for organizations of all sizes, particularly those operating on limited budgets. Nelson’s work is grounded in the belief that effective employee recognition and appreciation are crucial for fostering a positive workplace culture and improving overall productivity.
Summary and Key Themes
Diverse Reward Strategies: The hallmark of Nelson’s book is its extensive compilation of 1,501 distinct ways to reward employees. These suggestions range from simple gestures, such as handwritten notes of appreciation, to more organized recognition programs. This breadth allows managers and team leaders to customize their approach based on the unique dynamics of their teams.
Cost-Effective Solutions: A significant portion of the ideas presented are low-cost or even no-cost, making the book particularly useful for small businesses and organizations with tight budgets. Nelson emphasizes that financial resources should not be a barrier to effective employee recognition. Instead, he advocates for creativity and thoughtfulness in rewarding employees, which can enhance morale without straining financial resources.
Employee Engagement and Retention: Nelson argues that recognition is directly linked to employee engagement, satisfaction, and retention. By implementing these reward strategies, organizations can create a more motivated workforce. The book illustrates various studies and examples demonstrating how recognition can lead to improved performance, lower turnover rates, and a stronger organizational culture.
Practical Implementation: Each of the 1,501 rewards is presented with practical suggestions for implementation, making the book not only a source of inspiration but also a practical guide. Nelson provides insights on how to tailor rewards to fit individual employee preferences, thereby enhancing the personal impact of each recognition effort. This personalization is essential in a diverse workplace where employees have varying motivations and values.
Positive Workplace Culture: The overarching theme of the book is the importance of fostering a positive workplace culture. Nelson asserts that organizations that prioritize employee recognition not only boost morale but also create an environment of trust and collaboration. He provides case studies from various companies that have successfully implemented reward programs, showcasing the tangible benefits of investing in employee appreciation.
Critical Analysis
1501 Ways to Reward Employees is a highly accessible and practical resource for managers, HR professionals, and organizational leaders. Nelson’s clear writing style and structured approach make the book easy to navigate, allowing readers to quickly identify relevant strategies that can be implemented in their own workplaces. The extensive list of rewards serves not only as inspiration but also as a reminder that recognition can take many forms.
However, while the book is rich in ideas, some readers may find the sheer volume of suggestions overwhelming. A more focused approach that categorizes rewards based on specific employee needs or organizational goals could enhance usability. Additionally, readers seeking a deeper theoretical framework on the psychology of rewards or comprehensive studies on employee motivation may find the book lacking in academic rigor.
Conclusion
In 1501 Ways to Reward Employees: Low-Cost and No-Cost Ideas, Bob Nelson delivers a practical and insightful guide for organizations looking to enhance employee recognition and engagement. By emphasizing that effective rewards do not have to be costly, Nelson empowers leaders to cultivate a motivating workplace culture that values and appreciates employees. This book is an essential resource for anyone interested in improving organizational morale and productivity, making it a valuable addition to the literature on employee engagement and human resource management.
In 1501 Ways to Reward Employees: Low-Cost and No-Cost Ideas, Bob Nelson presents a comprehensive guide aimed at enhancing employee motivation and satisfaction through innovative reward systems. This book is a treasure trove of strategies designed for organizations of all sizes, particularly those operating on limited budgets. Nelson’s work is grounded in the belief that effective employee recognition and appreciation are crucial for fostering a positive workplace culture and improving overall productivity.
Summary and Key Themes
Diverse Reward Strategies: The hallmark of Nelson’s book is its extensive compilation of 1,501 distinct ways to reward employees. These suggestions range from simple gestures, such as handwritten notes of appreciation, to more organized recognition programs. This breadth allows managers and team leaders to customize their approach based on the unique dynamics of their teams.
Cost-Effective Solutions: A significant portion of the ideas presented are low-cost or even no-cost, making the book particularly useful for small businesses and organizations with tight budgets. Nelson emphasizes that financial resources should not be a barrier to effective employee recognition. Instead, he advocates for creativity and thoughtfulness in rewarding employees, which can enhance morale without straining financial resources.
Employee Engagement and Retention: Nelson argues that recognition is directly linked to employee engagement, satisfaction, and retention. By implementing these reward strategies, organizations can create a more motivated workforce. The book illustrates various studies and examples demonstrating how recognition can lead to improved performance, lower turnover rates, and a stronger organizational culture.
Practical Implementation: Each of the 1,501 rewards is presented with practical suggestions for implementation, making the book not only a source of inspiration but also a practical guide. Nelson provides insights on how to tailor rewards to fit individual employee preferences, thereby enhancing the personal impact of each recognition effort. This personalization is essential in a diverse workplace where employees have varying motivations and values.
Positive Workplace Culture: The overarching theme of the book is the importance of fostering a positive workplace culture. Nelson asserts that organizations that prioritize employee recognition not only boost morale but also create an environment of trust and collaboration. He provides case studies from various companies that have successfully implemented reward programs, showcasing the tangible benefits of investing in employee appreciation.
Critical Analysis
1501 Ways to Reward Employees is a highly accessible and practical resource for managers, HR professionals, and organizational leaders. Nelson’s clear writing style and structured approach make the book easy to navigate, allowing readers to quickly identify relevant strategies that can be implemented in their own workplaces. The extensive list of rewards serves not only as inspiration but also as a reminder that recognition can take many forms.
However, while the book is rich in ideas, some readers may find the sheer volume of suggestions overwhelming. A more focused approach that categorizes rewards based on specific employee needs or organizational goals could enhance usability. Additionally, readers seeking a deeper theoretical framework on the psychology of rewards or comprehensive studies on employee motivation may find the book lacking in academic rigor.
Conclusion
In 1501 Ways to Reward Employees: Low-Cost and No-Cost Ideas, Bob Nelson delivers a practical and insightful guide for organizations looking to enhance employee recognition and engagement. By emphasizing that effective rewards do not have to be costly, Nelson empowers leaders to cultivate a motivating workplace culture that values and appreciates employees. This book is an essential resource for anyone interested in improving organizational morale and productivity, making it a valuable addition to the literature on employee engagement and human resource management.
November 6, 2018
It’s a good book for those who want to build a new motivational program from the scratch apart from traditional R&R, something that is not covered with pay raise or promotion. However, for those who have established it and are looking for some new ideas, this book might be seen as basic. In fact, I found some great examples but there were few, most of the things have already been known or implemented in some way.
I really like the part of 5 trends affecting today’s workforce, which are:
Trend 1. Attracting and retaining talent: the growing shortage of skilled workers
Trend 2. They’re special! The millennials are changing the rules at work
Trend 3. Everyone’ : his/her own boss: the rise of the contingent worker
Trend 4. We are all connected: the evolving role of virtual employees
Trend 5. The world is getting smaller: the impact of globalization
I believe it’s good to keep in mind the above five points as they indicate the need of finding new ways of R&R models; it’s no longer pay and promotion only. We need to build new motivational requirements like purpose, meaning, involvement and growth.
I really like the part of 5 trends affecting today’s workforce, which are:
Trend 1. Attracting and retaining talent: the growing shortage of skilled workers
Trend 2. They’re special! The millennials are changing the rules at work
Trend 3. Everyone’ : his/her own boss: the rise of the contingent worker
Trend 4. We are all connected: the evolving role of virtual employees
Trend 5. The world is getting smaller: the impact of globalization
I believe it’s good to keep in mind the above five points as they indicate the need of finding new ways of R&R models; it’s no longer pay and promotion only. We need to build new motivational requirements like purpose, meaning, involvement and growth.
January 7, 2017
Good info that's all pretty basic. Lacking more of the unique ideas, specifically for remote workers.
August 24, 2018
Good suggestions, but I don't really like the layout. Makes it difficult to read at times.
January 27, 2020
Way too long and repetitive... It should have been a Medium blog post.
July 27, 2021
A great book for all bosses!!
July 7, 2022
Very disorganized. Most cliche. And useless meaning and trend of things.
June 2, 2013
This book is to be a first in several business books my manager has tasked a colleague and I to read, review with her and make suggestions to increase team morale. I am a part of a small, well tenured team for a newer brand/solution in the largest company of its industry in the globe. Our members are of similar peer groups and we are highly collaborative. We act like a family - although we may drive each other bananas sometimes - we have each others backs and truly care for each other and the delivery to our clients. Although we have naturally taken this role, it is important that we are making sure everyone feels valued. We thought this book would be a great kick-off - until we saw how big it was. Over 500 pages, we took each section one at a time and discussed ideas and events. This has been in progress all year. A common theme to answering the question of "how to reward employees" was to ask them what they want. What makes them feel valued? A quick unanimous survey allowed colleagues to share what is important, what we are doing right and where could we improve. I am proud of my team for not using it as an avenue to complain, but given positive and constructive feedback. With that information on hand, this book will be of more use. It's huge and there is a ton of information in here. Reading through the whole thing, highlighting comments and ideas I like... but how can I remember it all? Fortunately, it is organized very well - so that you can use it as a reference guide really. If your team is say that having their ideas heard and rewarded then you can focus on the section that suggests how to encourage and thank team members for sharing ideas. There are a variety of examples from companies small and large - rewards that are at low or no cost. Also is a guide on companies you are leverage their services to provide low cost rewards to your employees. There are ideas for the smaller individual teams - like mine - or for corporate level decision makers for the company as a whole to participate. Workers are being stretched more and more to manage and deliver more these days. Margins are lower and so many companies are working hard to maintain. It is important to value these workers and make sure they feel valued. This book really does provide creative ideas out side of your traditional "Presidents Club" or "Sales Get-a-ways" that can help companies on a budget show value to all workers - sales, service and production workers alike. I would recommend this book - but more as a reference guide once you know the areas to focus on.
September 9, 2019
I captured 5 things from this book--not exactly 1501. The majority of content is very basic or so outrageous its impractical (as sadly we can't fly our employees first class to France for recognition). Also, Nelson could shorten the book dramatically--there's a lot of repetitiveness and more company cases than necessary.
September 12, 2012
I highly recommend this book if you are looking for creative ways to motivate and reward employees. Applicable to a variety of industries and work environments.
March 29, 2013
I read this book years ago when I managed a small accounting staff for a corporate office in San Diego. I found it very fun and interesting.
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December 1, 2014Fun to Read Fun to apply
April 7, 2015
Great ideas for reward & recognition!
Displaying 1 - 15 of 15 reviews