All right, so you want to do some employee recognition and make sure people who work hard get properly rewarded. Most employees want to know that their efforts on your behalf are noticed, and few things are more depressing than the belief that the company doesn't care about them.
What is fundamental to high-performing organizational culture? Is it the ping pong table and the keg of beer in the break room? Is it the M & M's in every conference room?
LONDON -- It is often said that we live in a culture of instant gratification -- and this is especially true of financial markets. The debt crisis was a spectacular example. Upfront profits blinded over-confident investors to long-term risk -- with disastrous consequences. Since the crash, lack of confidence has given rise to a different type of short-termism.
We need to make sure those who do the people's work in Washington are actually doing it -- not worrying about former or future bosses at the public's expense.
Let's face it -- situations change. When you started your company, you knew the market, had a plan and probably executed it with precision and focus. Even if you did everything right and had a good, solid run, you may find yourself facing a changing business environment.
This summer I set a goal to launch one company a month in June, July, and August. As every entrepreneur knows, being goal oriented is a key to success. Without goals, our ideas are just dreams.