Can't Buy My Love

Have you noticed that The Beatles are back? Apple Records (no relation to our Apple), at long last, released The Beatles’ complete catalog to iTunes and we’re now in the midst of a rebirth of this great band.

[Note to anyone under the age of 50: The Beatles were the hottest band on the planet if not the galaxy in the mid-1960s to the early 1970s. They defined what was known as the British Invasion: A wave of rock bands from the U.K., including The Rolling Stones, The Who and The Kinks, among others, that become hugely popular in the States. The Beatles had their own sound, their own hairstyle, their own sense of humor and, without doubt, a near-universal sex appeal. (YouTube ‘beatles ed sullivan’ and watch the reaction of the women in the audience.) They had a zillion hits, made a number of brilliant albums (Rubber Soul, Revolver, St. Pepper’s Lonely Hearts Club Band, The White Album) and what many consider to be a breakthrough movie and a precursor to MTV (A Hard Day’s Night), a reasonably lame but fun movie (Help!), and the soundtrack for a full-length cartoon (Yellow Submarine). They created a phenomenon known simply as Beatlemania and may, indeed, have been more popular than Jesus. (Google ‘john lennon jesus’.) They were one of the greatest, most successful bands ever. And then came Yoko and it all went to shit.]

But the lads from Liverpool are back and again reminding us that you can’t buy me love. Advice, curiously, most companies should heed. For while some organizations and many managers try to buy our love – in a somewhat misguided way to increase productivity and retention – our love is not for sale. More importantly, it’s not our love they should try to buy. If it’s performance and retention they’re interested in, there’s something far more important. But we’ll get to that in a bit.

Yet, oh how they try to buy our love! Any of these sound familiar?

• Subsidized – or free – cafeteria food
• Abundant and ever-present snacks
• Espresso bar, complete with barista
• On-site exercise facilities
• Concierge services (like dry cleaning and on-site oil changes)
• Holiday parties, some including families
• Halloween parties – complete with costume competition and Trick or Treating for children (a Towers Perrin tradition and an absolute favorite of my sons)
• Offsite bonding ‘meetings’
• Free company gear (i.e., logo t-shirt, fleece, hoody, vest)
• Office décor that’s elegant/stylish/hip/cool, depending on industry

(On a side note, whenever a company provides a well-stocked snack cabinet, dry cleaning services, and/or has an espresso bar I immediately think: Someone expects you to be here very late, very often!)

I’m not implying that these things aren’t appreciated or undesired. They’re all great things and indicate the desire on someone’s part to make the workplace as enjoyable and as sensitive to the needs of employees as possible. But, do these things buy love? Commitment? Longevity? I think not and our data confirm it.

Don’t believe me? Ask any employee.

If it’s commitment you want, if it’s an ability to retain your top and high potential people you need, and if improved business performance is what you absolutely have to have, go beyond trying to buy love. Instead, involve your employees in meaningful ways to drive the growth of your business and, in the process, demonstrate that you value their contributions. For nothing enhances bottom-line performance and increases retention rates better than involvement and being valued.

Don’t believe me? Ask any employee.

There are two essential elements to this equation: Involvement in meaningful ways to drive business growth, and ensuring that contributions are valued. Do this and you’ll prove to your people that they are essential to the success of the organization.

And that, my friends, is more powerful and more meaningful than love. At least at work.

So, provide free food and drink. Give out nice company gear. (Who can’t use yet another fleece?) Have good parties. Include families. And while you’re doing that, go beyond love. Involve your people in growing the business and make damn sure they know they’re valued. Your organization will flourish and your best people will stay with you for years.

And when word gets out that this is how your company runs – that you give people meaningful opportunities to drive the business and value them for it – you’ll find yourself in the envious position of attracting top talent to your doorstep. Remember: The best performers have choices, even in this economic climate. They’ll choose organizations that allow them to grow and flourish. Is your company on their list?

Need help creating a workplace where employees are given a real voice and have accountability for performance growth? Get in touch with us. This is what we do. Brilliantly, I might add.

In the meantime, enjoy The Beatles’ Can’t Buy Me Love from A Hard Day’s Night. Word has it they’re back.