{"id":21960,"date":"2026-03-11T12:07:45","date_gmt":"2026-03-11T12:07:45","guid":{"rendered":"https:\/\/guideposts.org\/articles\/uncategorized\/how-to-make-the-most-out-of-your-job\/"},"modified":"2026-07-07T16:54:17","modified_gmt":"2026-07-07T20:54:17","slug":"how-to-make-the-most-out-of-your-job","status":"publish","type":"post","link":"https:\/\/guideposts.org\/articles\/positive-living\/health-and-wellness\/life-advice\/work-life\/how-to-make-the-most-out-of-your-job\/","title":{"rendered":"How to Make the Most Out of Your Job"},"content":{"rendered":"

I work with the Gallup Organization, the group known for its polls and studies on people\u2019s opinions regarding everything from the economy to spirituality.<\/p>\n

My research focuses on attitudes toward work<\/a>. I\u2019ve studied businesses all over the country, and I\u2019ve talked to employees, employers and customers.<\/p>\n

I was surprised to discover an estimated 22 million Americans are what I call \u201cactively disengaged\u201d with their work. Meaning they are not only unhappy, they act out on their feelings and undermine their coworkers.<\/p>\n

Negative people love nothing more than to take others down with them. Dissatisfied employees cost between $250 billion and $300 billion in lost productivity each year.<\/p>\n

That got me wondering: Why don\u2019t companies\u2014and individuals, for that matter\u2014take my grandfather\u2019s approach? My granddad, Don Clifton, taught psychology at the University of Nebraska. Back then, in the 1950s, research centered on what was wrong with people.<\/p>\n

A born optimist, Don turned the idea around and decided to concentrate on what\u2019s right with people. Over the next five decades he and his colleagues conducted millions of interviews, looking at the effects of positive interactions in and out of the workplace<\/a>.<\/p>\n

Their conclusion? Positive interactions don\u2019t just make your job easier. They are vital to a healthy and fulfilling work life. Want to make the most of all those hours you spend at work? Here are some tips I learned from my grandfather:<\/p>\n

1. Filling is fulfilling. <\/strong>Don had a theory of the Dipper and the Bucket. Each of us, he\u2019d say, has an invisible bucket inside. It is filled or emptied by what people say or do to us. Full? You\u2019ll feel great! Empty? Awful!<\/p>\n

You also have an invisible dipper. You can use it to dip from others\u2019 buckets by saying or doing negative things. Or you can fill people\u2019s buckets by saying or doing things that increase positive emotions.<\/p>\n

At its most basic, this means giving praise and recognition. A little goes a long way. I learned that early in my Nebraska boyhood. When I was 10, Don suggested I start some kind of business. Good idea. I opened a little snack stand.<\/p>\n

Don took note of the smallest accomplishment. \u201cYour first sale? That\u2019s fantastic, Tom!\u201d By the time I was 12, my business employed more than 20 of my classmates. We sold candy, apparel and small merchandise, and got written up in the newspaper. A pretty big deal for a 12-year-old.<\/p>\n

But, you know, that article paled in comparison to the stream of encouragement<\/a> from my grandfather. That\u2019s what really kept me working on making my business a success.<\/p>\n

Doesn\u2019t sound so hard to give positive reinforcement, right? Yet 65 percent of people\u2014an astonishing number\u2014claim they received no recognition for good work last year. No wonder they\u2019re disengaged!<\/p>\n

Feeling unappreciated is the number-one reason people quit jobs. Even if they do stay on, disengaged employees can have wide-ranging negative effects on a business.<\/p>\n

Recently, Gallup studied 4,583 call-center representatives from a major telecommunications company. There were three reps who scared off every single customer they spoke with. Those customers never returned. The company would have been better off paying those employees to stay home.<\/p>\n

The study also identified seven reps who retained every single customer they spoke with. Maybe you\u2019ve been lucky enough to talk with a rep like that\u2014one who really listened to what you were saying and took care of the issue promptly.<\/p>\n

Chances are you told others about the first-class service and you\u2019re a customer to this day.<\/p>\n

<\/p>\n

All because one employee made the effort to engage you in a positive interaction<\/a>. That turned out to be good for the customer, the employer and the employee, who not only won points with the boss but also went home with a higher level of job satisfaction. See what a little bucket-filling can do?<\/p>\n

2. Best friends. <\/strong>Our studies show that people who have a best friend at work have better safety records, receive higher customer satisfaction scores and improve productivity across the board. Okay, it might be awkward to be buddies with the boss, but how about someone on the same level as you?<\/p>\n

Start by listening to your coworkers with unconditionally positive regard. Find out what matters to them and support them. Become known around the workplace for noticing when someone does a good job. The more positive your interactions, the more people will want to be around you.<\/p>\n

When I was 16, I worked with my grandfather on a project studying the homeless in Nebraska. Some ended up with jobs, homes and restored lives. Yet others lived on the streets until the bitter end.<\/p>\n

What made the difference? Our research showed that having just one strong relationship, just one person who believed in them, was enough to get someone off the streets for good.<\/p>\n

Best friends are key to your well-being. If you don\u2019t already have one at work, make one.<\/p>\n

3. Got gifts?<\/strong> Every single one of us has our own God-given talents. It says so in the Bible. Things you do instinctively and that give you satisfaction. For instance, you might perform well in a competitive environment, thrive under pressure, pick up on others\u2019 emotions or enjoy puzzles.<\/p>\n

If you\u2019re lucky, your job fits your strengths perfectly. But you probably got hired and then were expected to change to fit the job description.<\/p>\n

If you struggled, maybe you got sent to some kind of class to \u201cfix the problem.\u201d Or in your end-of-the-year performance reviews, the boss said, \u201cYou did okay, but here are five areas where I want to see improvement<\/a>.\u201d<\/p>\n

That\u2019s a weakness-based approach. Why not go at your job from a position of strength\u2014your strengths?<\/p>\n

Make a list of five things you do well. Then write down five things you\u2019re expected to do in your job. Compare the lists. See how your talents line up with the company\u2019s expectations. Focus on those areas where there\u2019s a match and ask for assignments that play to your strengths.<\/p>\n

Say your talent is being perceptive to others\u2019 needs; why not mentor the new hire in the next cubicle? Or, if organization comes easily to you, volunteer to put together your department\u2019s next presentation. Concentrating on your strengths will help you thrive in the workplace.<\/p>\n

4. Learn to take it. <\/strong>A compliment, that is. Once you start to fill buckets, it\u2019s inevitable others will want to fill yours in return. Perhaps on Monday you noticed the receptionist\u2019s new bracelet. Then, on Tuesday, she tells you she likes your tie.<\/p>\n

\u201cOh, this old thing?\u201d you say. \u201cI\u2019m only wearing it because tonight I\u2019m seeing the person who gave it to me.\u201d Right there you\u2019re draining the very bucket you filled just the day before.<\/p>\n

When someone goes out of their way to compliment you, that person is in a vulnerable position. Downplaying the compliment is like a slap in the face. Try responding with a simple and gracious \u201cThanks!\u201d It will put a smile on both your faces.<\/p>\n

5. Reverse the Golden Rule.<\/strong> My grandfather was all for doing unto others as you would have them do unto you, but he discovered it works even better to do unto others as they would have you do unto them.<\/p>\n

<\/p>\n

Give what Don called a \u201cdrop.\u201d As in a drop in the bucket, or the kind of praise each individual considers most meaningful. One size doesn\u2019t fit all. Some prefer to be praised in front of a group; others, one-on-one. A complimentary e-mail is nice<\/a>; for some, a good old-fashioned card is better.<\/p>\n

Take Susan, a manager at a large insurance company. She wanted to inspire her troops and honor her top reps, especially the number-one guy, Matt. She planned an awards banquet and ordered fancy plaques for the reps. But Matt had already won countless plaques in his career.<\/p>\n

Susan noticed that he loved to talk about his two young daughters. So she quietly asked Matt\u2019s wife to take the girls to the best photography studio in town. At the banquet, Susan presented Matt with a beautiful portrait of his daughters. He had to wipe away the tears.<\/p>\n

The lesson? Be specific in your praise and honor people in a way that is meaningful to them. \u201cGood job, Tom,\u201d my grandfather would say in my snack-stand days, then follow up with something that told me he was really paying attention, like, \u201cIt was smart to list all the condiments you offer for free.\u201d<\/p>\n

A mere drop in the bucket, maybe. But isn\u2019t drop by drop how buckets get filled?<\/p>\n","protected":false},"excerpt":{"rendered":"

I work with the Gallup Organization, the group known for its polls and studies on people\u2019s opinions regarding everything from the economy to spirituality. My research focuses on attitudes toward work. I\u2019ve studied businesses all over the country, and I\u2019ve talked to employees, employers and customers. 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