So Google phased out the cash rewards program and rolled out a new rewards program that offered experiences - everything from dinners out to new tech gadgets to trips to Hawaii. Google discovered the program fostered jealousy and resentment - not the positive response they had in mind. The idea was to generously reward the people who helped the company based on their accomplishments. It may seem counterintuitive, but Bock explains itвЂ™s the difference in the way people view the two types of rewards.Д¬onsider that time when Google offered big cash awards - up to $1 million - for its top performers. Google learned through experience that non-monetary awards motivate people better than cold hard cash. HereвЂ™s a look at how Google made this happen - and how you can, too. There are plenty of lessons you can take away from GoogleвЂ™s experience and apply to your own company. Here's the kind of review every company should strive for on Glassdoor : Google is вЂњa company that treats their employees great and in return gets motivated and loyal employees.вЂќ вЂњWhat's beautiful about this approach is that a great environment is a self-reinforcing one: All of these efforts support one another, and together create an organization that is creative, fun, hardworking, and highly productive,' says Laszlo Bock.

As GoogleвЂ™s former HR head Laszlo Bock explains in his book, ' Work Rules! Insights from Inside Google That Will Transform How You Live and Lead ,' there are three defining aspects of GoogleвЂ™s culture: finding a compelling mission, being transparent, and giving people a voice. According to research by PayScale, 86% of Google employees are satisfied with their jobs. And then they rolled out a comprehensive rewards and recognition strategy for making sure people wanted to work there and keep working there.

They did what they do best - they analyzed it. Want to build a great recognition program? - Check out Bucketlist Rewards hereВ it builds great cultures in both Fortune 500 companies and tiny startups.ДЄt Google, they recognized the issue. ThatвЂ™s as many as three-quarters of your workers. As many as 66% would leave if they did not feel appreciated - and that number jumps to 76% among Millennials. Studies regularly show a top reason employees leave is lack of recognition. Of course, everyone hates to lose good employees, especially A players. Just Google it and you'll see - top of the Fortune 100 list, top of the Business Insider 50 list, and top of the Comparably 50 list. When it comes to creating the kind of workplace where people actually want to be - and stay - there are certain companies whose names come up again and again.

Google employee handbook