Friday, December 29, 2006

The Post Money Value

Rick Segal writes at The Post Money Value highlighting the longest signature file ever found.

He writes on expense policy:

The lesson for you in start up land is set tone early. People will normally do the right thing. If the whole culture/tone is do the right thing, those people that are inclined to pick up the tab, have the shrimp cocktail, etc, will stop or will move on because the rest of the team will reject them as an anti-body.

It's funny how when you are paying, you bring a sandwich from home; when you're not, you'll have the soup, Caesar salad, salmon and a double espresso. If you can break this habit, set the tone of a sandwich, you'll be amazed at how little you will have to worry about this stuff. People are generally good.

Read the full post here.

From his 2006 wrap-up, he writes:

While on the road with Shel Israel, I was able to sit back an enjoy watching, up close and personal, the spotlight on Shel when it came to blogging and passion about one's topic. In three separate events, I was not important, rather blogging and the blogging book author was. It was great. All over Europe blogging, Web 2.0, Social Media and all the stuff was taking off. Watching people hungry for knowledge combined with somebody eager to share was a blast. I've always told people that the key to success is to hire/hang around people smarter then you. Shel is working on a book called "Global Neighborhoods" and is doing it out in the open, more or less, on his blog. I'd encourage all of you who blog, hang out on/in the Internet to head over to his blog and give him feedback on the various proposals he has posted. Good luck with the book, Shel.

Read his full posting here.

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1 comment:

Richie said...

Interesting read. Assuming that the majority of people are honest, why do they feel that fluffing their expenses is not really bad?

Perhaps employees feel it's a way of getting something back from the company. Perhaps they don't feel valued enough. Perhaps they feel that bosses are getting paid too much.

I think the key to solving the problem then is to look at the wider picture of how employees really feel about working at a particular company.