Last month, we discussed finding joy in all work even when unpleasant. But, finding joy in work that is otherwise boring doesn’t mean we are supposed to put up with everything that comes our way. Let’s dive into this month’s principle:

“The laborer is worthy of his wages.”

The focus of this principle is based on fairness and based on agreement. When hiring someone, we define the job description and then agree on how much the job is worth. Both parties start satisfied. The problem is, as time goes on, things can get skewed.

Sometimes we are asked to do a little more, and then a little more, until all of a sudden, we feel overburdened, especially if there is no added benefit. At first, we may agree to take it on more, thinking that we are being good stewards. And sometimes that is, and certainly should be, the case.

However, one small addition is not always where it stops. I hear many stories of people who get so much added to their plate without any financial adjustment, that they end up full of resentment and eventually quit.

[Tip: Learning that “no” isn’t a four-letter word and learning how to stand up for yourself in the right way, is another topic. If this is a struggle for you, reach out to us.]

While many of us live by this principle naturally for ourselves, we don’t always treat others as if they are worthy of their efforts. We can’t expect to pile on more labor without also providing adequate adjustments as a reward.

As a leader, it is vitally important to hold to this principle concerning your team. Their labor is worthy of reward. That means recognizing each person for their effort, with appreciation matching the level of their labor. Do they deserve a raise? Give it. A bonus? Pay it. Just a simple “thank you”? Say it.

While that may be easier said than done, it is important to make efforts to ensure our people know we strive to give the proper reward for their work. Otherwise, how will they know they are valued? It is easy to see value from the standpoint of monetary reward. But communication and effort to work towards a fair solution when financial adjustments can’t be made will go miles when trying to show that you value them.

Otherwise, you may lose a great employee. Even the dust from your office that clings to their feet they will wipe off to be rid of you.