Topic: Building a Culture of Recognition
Tuesday, January 24, 2012
Presented by: Presentation Description • Presenter Bio
Often in the workplace, recognition is overlooked as schedules become busier. Working in a culture that does not support recognition can lead to burnout, decreased performance, demotivation and reduced profitability. Learn why employee recognition is essential in the workplace. This seminar teaches strategies for aligning employee recognition initiatives with corporate objectives and provides a step-by-step guide for implementing a strategic employee recognition program. Review the keys for developing an effective recognition program and learn practical ways for putting them into practice in your organization. This presentation outlines practical steps that an organization can put into practice today, as well as the theory behind those steps. The presentation is extremely interactive and encourages audience participation. The presentation outlines recognition trends and best practices that real companies are using. We supply a recognition workbook which allows the audience to follow along and take home reward and recognition tips and information. Terryberry is an HRCI approved provider. Attendees will learn:
1. The business impact of recognition, from productivity to employee satisfaction to the bottom line.
2. Recognition communication strategies.
3. Trends and best practices in employee recognition.
4. Strategies for successful award presentations.
5. How to align recognition programs with corporate objectives.
Our Presenter
Mike Byam Mike Byam is the Executive Managing Partner of Terryberry Company, an international firm specializing in employee recognition systems. The Terryberry Company has been an innovator and leader in the recognition industry since 1918, with clients represented on six continents. Mike is a widely recognized speaker and expert in the field of employee recognition, with special knowledge of motivation and retention strategies. For more information contact:
Program Schedule subject to change.
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