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Tuesday and for bosses and employers in companies out there you need to motivate your including -- case you want them to work towards.
A common goal and joining us as always on Tuesdays doctor Michael woody Woodward foxbusiness.com.
Contributor and author.
And out one way to potentially motivate employees is giving them some ownership.
In the company.
-- -- -- An age old question and have been volumes written on -- all kinds of different literature throughout history and.
It's challenging thing to figure out because a different people are different people like differently and and so on and so forth but.
I was inspired last week isolated happen to you -- I was motivated to write this column this week for Fox Business because.
What I saw was I was is anyone has ever gone through move.
-- you see your stuff being tossed around like you efficient Seattle fish market that freaks you out with your own personal stuff and it's being damaged or whatever.
And his -- thank -- so why don't they care and whether they care about these beautiful thing isn't the reality is it -- -- its ownership.
When you own something you have that personal psychological connection to it when someone doesn't they see it as an object and just like the movers state.
And so when you want to generate more engagement people especially during tough times I think one of the best ways to do it is actually provide.
Some sort of ownership.
And so what do you mean by that there there are a lot of different ways you know we know probably most famously Southwest Airlines is usually around 13%.
Employee -- and.
And you can see attitude there rate in the culture it's created.
A lot of companies like Obama -- -- lost a lot of and what you have love for the things that you -- right yet and that's part of driving force their needs to have a lot of other companies like -- bar public supermarkets who's in the southeast.
And it is over and -- and it's just something as a psychological phenomenon and I think we need to apply more of in the workplace -- You know I think because a lot of times for those at the top.
And on and -- you want to have more ownership and it's -- feeling about control.
It's -- mission control -- if I give too much awaited people.
-- I sort of cede that control and I also may be giving away a little more cutting -- -- profits and enough to be accountable the people.
That's part of it put it.
You know at the end of the day when.
It's not just about financial ownership -- have to treat people like -- shift to allow them the ability.
To make decisions.
Allow them the ability to make a call when there on the front line -- saying this isn't working right and and you know what I wanna fix it because.
It means money in my pocket -- means money for everybody in the company not just for my owners who I don't care about anymore.
Right so -- programs like employee stock ownership plans for -- Keizo -- contributions I did that when I was IBM.
So that there -- a lot of ways to generate ownership and we're a pride of -- society and sending executives and business -- rulings are thinking about his option.
You -- thinking about it then you want to read more on this -- -- your article is up on our website yeah.
Which we can show on the screen lightly ownership matters and while you're here I also wanted to discuss with you.
Our question of the day and we now actually -- -- you decide.
Days working from home affect your performance that you have some great takes on this before we get into if you guys like away and you can do so.
The edit options are not sure it depends on the work on doing no.
Or or yet to the energy of the office helps me get more done your thoughts actually.
I'll say this we could talk for hours on this at.
There is something to the fact that proximity is by far the greatest driver relationships and.
See you and I having a personal conversation vs over the phone is very different dynamic and different experience it's more organic.
At the same time I don't think that -- and asked to be the case all the time and you know one level I get what she's trying to do right here admire -- -- some re -- the CEO of Yahoo! the new CEO I'm an interruption from that 12.
She he -- he had to see this coming because she only took two weeks maternity leave but then you linking more and -- -- well it was a great.
And for her she's -- the company slight hit the ground running so the same time you'd expect to be more sympathetic.
Here's a thing when you're telling you a remote workers.
Everybody's got to come into the office where I can see you -- -- my hands around -- you're saying I don't trust you.
That is not a good way to get off on the right foot in an organization to tell people you don't trust them I really think that's the messages being sent.
Yahoo! got fat and lazy.
And they got kind of slow and -- got behind -- so I think she's trying to trim the fat I do not expect.
The right way of going about it laying off people without really laying off so -- what I've heard people out there says this is so courageous such a courageous move I disagree courageous move would be.
Go find your low performers and fire them that would be -- move or do like what Jack -- always did would GE.
Cut the bottom performing 10%.
Not just tell all your remote workers in a tech company during the mobile text Haiti and here are coming into the office so I can see you in touch you it's insane.
-- enrollees touting telecommuting it saves money on.
You know your gas filling your child care expenses all the above and that's your food bill Heller in treating bombing in nineteen that we all day but they.
And if this is as popular as we've seen on some of the -- -- away insane ending to -- again they have not only done in the past they've been doing it for years productively.
I think there's a middle ground I jubilee I work with a remote teams all the time where we actually get together and retreats for innovation and how conversations that we don't normally.
Did you have to create a structure for that if you're gonna have a very remote organization.
But I believe if you create the structures there are innovative ways to do that to facilitate.
Beginning of people together but it doesn't mean that everybody has to be in the office all the time.
You know this is not -- -- -- culture anymore and I.
I agree and it it goes back to the meeting we've all had me -- and I'm not there important meetings -- -- you can get a lot done.
When you're actually talking to somebody as opposed to contamination that happens that -- with the conference cop.
You really have to look at somebody.
What about telepresence calls Cisco.
Or -- I mean we have diesels maybe not -- Yahoo! their little behind.
But it other organizations they do like SAP and Google you know so -- Again it what it goes back to I think this is eighty her taking a dramatic.
Grabbed -- trying to get control of obesity -- that got out of control and again I think she's going about it the wrong way and in the age were in -- think you have to embrace technology and find ways to deliberately worked with it.
Thank you so much great perspective as always doctor when he.
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