The Need: Traditional, one-size-fits-all reward systems often fail to resonate with diverse employee needs. A study by O.C. Tanner found that only 40% of employees feel sufficiently recognized for their work. This recognition gap significantly impacts engagement, leading to decreased morale and intent to resign.
I design personalized reward, recognition, celebration and total motivation programs based on positive reinforcement principles and psychological safety research. These programs incorporate meaningful rewards, public acknowledgment, and growth opportunities. My programs align with Herzberg’s two-factor theory, focusing on hygiene (compensation, benefits) and motivators (achievement, recognition). This leads to increased employee engagement (up to 33%, according to O.C. Tanner) and improved employee retention (up to 12%, as per SHRM).
In addition, I’m energized to share actionable best practices for meaningful rewards and recognition through insightful seminars and keynote addresses at talent management conferences and awards ceremonies.
