Podcast Summary: The Conscious Entrepreneur

EP 108: The Simplest (and Cheapest) Way to Keep Your Best People

Host: Sarah Lockwood
Guest: Dr. Bob Nelson, Author and Employee Motivation Expert
Date: September 29, 2025

Episode Overview

In this episode, host Sarah Lockwood is joined by Dr. Bob Nelson, internationally renowned author and consultant specializing in employee motivation and engagement. Together, they tackle the age-old but ever-relevant question: How do you truly keep your best people in a culture of rapid change, remote work, and shifting generational values? The conversation is packed with practical, accessible strategies for recognition and motivation—most of which require little to no monetary investment. Dr. Nelson, known for his actionable advice and real-world examples, challenges outdated leadership mindsets and champions simple human connection as the cornerstone of thriving businesses.

Key Discussion Points & Insights

1. Why Employee Recognition Matters—Now More Than Ever

• Recognition isn’t just ‘nice to have’: It's a basic human need that, when overlooked, leads to turnover, disengagement, and uninspired company cultures.
• The Generational Shift: Millennials and Gen Z are less loyal to employers, staying on average less than two years (02:52). Gen Z, especially, prioritizes company values and meaningful work.

“We think things that are simple must be easy. And sometimes it can be simple, but if you’re not doing it, you’re not getting the result.”
—Dr. Bob Nelson (01:42)

2. Getting Back to the Basics: Day-One Best Practices

• Connection from the Start: Dr. Nelson recommends leaders personally engage new hires—over coffee, lunch, or a chat—asking about their goals, motivations, and how they’d like to be supported (04:26).
  • Sample questions: What brought you here? Where do you want to be in five years? How can I help you get there?
  • This builds loyalty and sparks early engagement.

“Whatever your goals are, my job is to help you reach those goals…Once you do, you think twice about leaving.”
—Dr. Bob Nelson (05:04)

3. Personalizing Recognition: Asking, Not Assuming

• Different Strokes for Different Folks: Explicitly ask team members how they prefer to be recognized (05:52–07:30).
  • For some, public praise works; for others, it’s responsibility or a thank-you note.
• Move Beyond Traditional Models: Annual awards aren’t enough—recognition needs to be ongoing and inclusive.

“Recognition is all around us every day, just waiting for you to reach out and grab it and to apply it here and now as the occasion arises.”
—Dr. Bob Nelson (06:36)

4. Motivators That Cost Nothing

• Top Free Motivators:

  • Thanking someone promptly when they do a good job.
  • Two-way communication—inviting questions and suggestions.
  • Involvement in decisions, especially those directly affecting an individual’s work (08:04).
  • Constructive support after mistakes—focusing on learning.
  • Soliciting ideas for improvement; act on and celebrate them.

• Stories that Stick:

  • Story of the shipping clerk who suggested a paper trim, saving $500,000 in postage (11:06).
  • Johnsonville Foods: An admin’s idea started a new division, netting $2M the first year (12:36–13:28).

“Every employee’s got a $50,000 idea if you can just let them get it out.”
—Dr. Bob Nelson (13:24)

5. The Role of Leadership: It’s About Caring

• Recognition Culture Starts at the Top: Leaders must show their people matter (13:48).
• Money isn’t the Main Motivator: 88% of young employees say it’s not their top priority; they want meaningful, socially impactful work and to feel valued (14:00–15:28).
• Contagious Care: When employees see others’ ideas valued, engagement spreads.

“People don’t care how much you know till they know how much you care.”
—Dr. Bob Nelson (13:48)

6. Recognizing Remote & Global Teams

• Find Location-Appropriate Recognition: One-size-fits-all doesn’t work. Ask what’s meaningful locally or within the team (16:36).
• Leverage Technology for Acknowledgment: Start Zoom meetings with rounds of recognition or gratitude.
• Buddy Recognition: Set up systems (like Hyatt’s “Recognition Buddy”) where peers are assigned to acknowledge each other (17:30).
• Understand Preferences: Frequent check-ins on how people want to be recognized.

“Public recognition is powerful, but unless you don’t want it, then that is painful…We tend to think, and old line managers tend to think, ‘Well, we know what they want.’ Why don’t we just ask them?”
—Dr. Bob Nelson (18:54)

7. Growth and Retention: The Future of Recognition

• Development is Recognition: Talk from day one about growth, new skill opportunities, and varied responsibilities.
• Preventing Attrition: People leave when there’s nowhere to grow or no one supporting their development (20:55).
• Examples from Blanchard Company: Dr. Nelson describes how he held five different roles in one company, each tailored to his skills and interests (21:34).

Notable Quotes & Memorable Moments

• Simple but Overlooked:
  “Employee recognition is common sense, but let’s face it, it’s rarely common practice.”
  —Sarah Lockwood (00:00)

• The Impact of Listening:
  “You want a cheap motivator? Ask people for their ideas for how we can do things better around here.”
  —Dr. Bob Nelson (08:44)

• Why People Leave:
  “The top reason why people don’t stay is there is no place for them to go. Their boss isn’t going anywhere and so there’s no other job.”
  —Dr. Bob Nelson (21:01)

Key Timestamps

• 01:01-01:42: Landscape of recognition & generational changes
• 04:26-05:41: Onboarding and building connection early
• 05:52-07:35: Asking employees how they want to be recognized
• 08:04-10:54: No-cost motivators & real-life examples
• 11:06-13:28: Impactful employee ideas and stories
• 16:36-19:04: Methods for distributed, global teams; buddy recognition
• 20:55-22:26: Growth as motivation, the importance of developing employees

Final Takeaways

• The simplest, cheapest, and most effective way to retain your best people is to make them feel seen, valued, and part of the journey—not just with money, but with meaningful connection and involvement.
• Recognition is not a “one-and-done” event; it’s a daily, conscious leadership practice.
• The best time to start is now—ask, listen, and tailor your approach to motivate and inspire everyone, regardless of where and how they work.

For more practical guidance and resources from Dr. Bob Nelson, check out his books and website.