 Well, conventional wisdom says that if you pay workers enough, they'll be productive. But guess what? There may be more to it than that. Joining us right now on the Cocoa News Live Line, Employment and Workplace Analyst, Jason Troy. Jason, appreciate the time. Thank you. What is the new study saying? Well, it's saying that workers who are happier are 12% more productive while unhappy workers are 10% less productive. So it's telling you that you really need to engage your workforce and really create an environment where people are excited and motivated to come to work every day. So if I'm an employer, if I'm a boss, and I say, all right, I'm going to give you a 10% raise, 5% or 10% raise, that's not enough. What more do I need to do? Well, yeah, money alone is not enough. And I think what it's telling you is that you need to create an environment that people are actually communicating with each other, engaged with each other, trust each other, and care about each other in that environment. And that what that happens is it motivates people because they're just happier coming to work just like they would because it's a place that they want to go to every day. So they're going to look for problems they can solve, they're going to be much more creative, they'll actually work harder. And that's what I think what we do as human beings, we're more appreciated. And how much of this is what you just said there is the motivation for a specific attitude, a problem, an issue that we're going to attack, you know, X, Y and Z, or is it the ancillary benefits? Maybe it's flexible hours or free lunches or things like that, little extra benefits. Well, of those two is one more important than the other? I don't really think so. I think, you know, I think appreciating people is much more important, meaning that if you're an owner or a manager or an organization and walking around 15 minutes a day and talking to a couple of people and asking how their day is going or what's exciting in their life right now is actually more important than a free lunch because people want to be appreciated and they want to know that they actually matter more than anything else. And I think that's something that a lot of organizations just don't do. They don't bring people together and or take the time out to find out how are people doing outside of the office? And that's what people at the end of the day want more than anything else. Traditionally, have bosses done a bad job of this? Yeah, of course. I think they have because I think people try to they have this work life balance in their head and not we won't ask questions about what happens outside of work and, you know, we'll just get our keep our head down and produce and hit the bottom line and then people will go home and do what they're going to do. But I think in today's world, people are working so much and even thinking about it that there really isn't necessarily a work life balance anymore. And I think that notion is really something that's like it really doesn't even make any sense. So I think people want to go to work and realize that's another huge part of their life. They want to be happy there. They don't want to go there and just have it be a transaction. Right. And your nowadays getting emails at 11 o'clock at night from your on your iPhone, right? From work and you're on social media. Everything is connected more. You're not leaving the office behind. It's coming with you. It, right. You're tethered to the office. You're, it's like you're connected to it by some wire, no matter what you do seven days a week, right? Other than maybe going out of vacation. And so I think people just want to go there and know that they want to know an organization cares about them. You know, things like promoting exercise in the workplace, right? Just having lunches here and there where everyone can get together, right? And just doing things I think that aren't really that difficult and really don't cost that much money. But just get people talking and communicating with each other and finding more about things about themselves outside of work. Because at the end of the day, when we trust people, that's when we work the hardest. We want to work through problems. And the thing about that, the underlying thing is you do that when you know people care about you, because that's what you do outside of work. And how hard do you think most people are actually working at work? Are they just going through the motions? I think a lot of people are. I mean, you know, when I work with a lot of executives, when I talk to them about them not being engaged, I mean, you'll hear people talk about like surfing the web, you know, not really thinking about work. So I think that's something that's pretty common with people. But the opposite happens, right? When I'm working with people after a while and they're really engaged, I mean, they're working really hard and thinking about work all the time, right? So that's the other benefit of work, of employers doing this is that employees will be thinking about work a lot more than they are right now, which will boost your bottom line. So if you take a little time and yes, it's going to cost you a little bit of money, but you will get significantly more out the other side. Well, great stuff, Jason. Thank you very much for your time. Jason Troy with us here at Analysts in the Workplace Environment. Think about that, a 22% swing, 12% more productive if you're happy, 10% less if you're not a 22% swing.