Apple is one of the most sought-after employers, not just because of its high salaries, lavish offices, and generous benefits. What makes a job at Apple so appealing is how cushy the roles are, despite the company's fast-paced and demanding hustle culture that might scare off many.

Apple rewards its hard-working employees with freedom rather than with more money, a bigger office, or Steve Jobs's favorite perks, which ultimately keeps people happy to hustle, according to current employees and recent Glassdoor reviews. Apple's approach incentivizes productivity while fostering a positive hustle culture and staff happiness by creating a cushy environment that grants employees some freedom to do what they want when they want as soon as they get their assigned tasks done. 

The "work hard, play hard" strategy has become a hollow phrase at many organizations that promote it without genuinely implementing it. However, this strategy could succeed for many employers if they are willing to invest in it.

Here are some key components to get this right and allow teams to operate at high capacity without burning out.

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Skip the Corporate Babysitting

Being babysat is much more tiring than babysitting. A micromanaging boss often needs supervision, which is exhausting for everyone involved. Hand-holding should be reserved for personal relationships, not professional ones. However, it is common in organizations with control-craving managers who struggle with trust. Employees need the space to do their jobs and finish them well.

One reason Apple can loosen the reins on staff is its rigorous and strategic candidate selection process, which follows the rule of the 3 E's-expertise, ease, and employability-to find top talent. By the time someone secures a role, Apple can be confident that a candidate is highly qualified and well-suited for the position, eliminating the need for micromanagement.

Correspond Autonomy with Performance

Reward high performers with more freedom instead of punishing them with more work. If they get their work done, allow them to do what they want. After all, they have earned the right to do so if they have completed their tasks.

Building trust can be challenging, especially in large teams lacking personal connections. However, getting to know your employees beyond building trust is key to motivating staff and creating a positive and productive work environment.

People Are Motivated to Do Well for Those They Want to Please

People are motivated to do an excellent job if they have someone to please. It is a fundamental result of effective people management, but it is unfortunately not always common. However, you can take the time to get to know your team members. Without some level of personal connection, motivating them on a professional level can be challenging.

To become the kind of employer that employees are eager to work hard for, take the time to get to know your staff, be open to relinquishing control, and reward excellent performance with freedom instead of burdening them with more work. A comfortable job may not be easy, but it can create a sense of ease when you have a fulfilling work-life balance and the freedom to enjoy life outside work.

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