If you’re making money, you’ll want to think about whether it’s a good fit for your employees, your customers, your employees.
And, if it’s not, you might be out of luck.
A few months ago, a new study out of the University of Missouri-Kansas City (MUKC) found that only about 20% of employers said they could find a way to make workers happy.
To make this work, you need to understand the psychology of your customers and your employees and how to make it work for all of them.
And the study did a pretty good job of that, finding that about half of the employers that participated in the study had “a willingness to experiment with different strategies” to help employees feel more fulfilled and happier.
How do we do that?
We need to make sure we understand the nature of work and how people behave when they’re doing it.
If we understand that work is about more than just money, and we understand how people respond to that work, we can work to make our workplaces better.
One of the big lessons of the work ethic study is that when people are working hard, they get excited about what they’re working on.
And when people have fun, they feel satisfied.
So what we need to do is understand that people who are working are doing what they love.
That’s what they do.
And so we can’t expect them to be happy just because they’re there for a paycheck.
In other words, we should be paying people a lot of money to be there for their loved ones, but we can also pay them a lot to be comfortable.
And we should reward people who put their heart and soul into their work and are willing to sacrifice in order to make that happen.
This is a very interesting way to think and think about business, and the study makes a strong case that it’s good to think more about what motivates people to work hard.
For example, what’s motivating someone to work on a problem that’s a huge priority for them?
And what motivators are more common in a workplace that is really a work environment?
The study also looked at what employers had done to create a work-life balance.
There were lots of ways to make this happen, from using employee health benefits to creating flexible schedules to providing extra breaks for workers who are tired.
And in many cases, the answer was very similar: pay workers more.
But the study found that this worked for most people.
It didn’t always work for those with less time, but it did work for most.
And what we found was that there were two main kinds of work-family balance.
First, the kinds that you might find in a corporate job, where people are happy and engaged with their work.
The study found there was a significant difference between people who said they were happy with their job and people who didn’t.
So you might have a few hundred employees who have the best experience at work, and a few thousand who don’t.
Second, there were other kinds of family balance that the study identified.
The kind that people were happy to be part of.
The researchers found that people with a high level of happiness were more likely to be involved in family activities and to have their children and friends with them, which is a good thing.
And they were also more likely than people who were less happy to feel comfortable around their work colleagues, because they knew they were valued.
So there were these two kinds of workplace happiness.
What happens when you combine these two?
First of all, it’s important to remember that the way you structure your work doesn’t matter if you’re in a company where you’re not getting paid for your time, or a company that has a lot more people.
You need to work to find that balance.
The important thing is that you’re willing to try.
So the study suggests that if you have the right kind of incentives, the kind of culture that’s conducive to giving your employees the opportunities to do what they really love, you can create a great work-and-play environment.
That’s really important, because if you don’t do it, you’re going to be missing out on a lot, and you’ll miss out on all the benefits of a good work-place.
I’d love to hear what you think about the work-balance study, and I’d love for you to share your insights with me.