Mr. Greg Boswell This is Me

Education

 View all 40 references Web References

1. 1. www.octanner.ca

   www.octanner.ca/php/genNEWS2.p - [Cached]

   Published on: 12/16/2007   Last Visited: 12/16/2007

   Human Capital Magazine: By Greg Boswell, NAER President

2. 2. www.octanner.ca

   www.octanner.ca/php/genNEWS2.p - [Cached]

   Published on: 12/16/2007   Last Visited: 12/16/2007

   Human Capital Magazine: By Greg Boswell, NAER President

3. 3. Promotion Concepts--Promotions Made Simple

   www.promotionconcepts.com/news - [Cached]

   Published on: 12/1/2001   Last Visited: 3/9/2003

   "If people want to get the most out of their recognition programs, they have to tie it to the company's overall goals," says Greg Boswell, manager of market research for the Salt Lake City-based OC Tanner Recognition and executive vice president of NAER. "It doesn't matter what type of recognition program it is - formal or informal, performance or
   
   service - you need to understand what the company is trying to achieve with recognition. Design a program that reinforces those goals." According to the WorldatWork survey respondents who currently operate recognition programs, 91% said that the main objective of their efforts was to improve employee morale. Additionally, 73% of employers with recognition programs in place said they are trying to make employees feel part of the company, while 70% are attempting to influence employee retention.
   ...
   Boswell says many companies start recognition programs, but fail to properly train managers for their roles. "The biggest challenge that many companies have is getting their managers to [promote the] program," he says. "Oftentimes they're good about communicating the excitement of the program to employees, but managers don't always know what their responsibilities are. Many assume because they are managers, they are automatically supposed to know. Training and communication are key." Management training can be done in a variety of ways that save both time and money. For example, if literature is printed for employees when the program is unveiled, create a separate communication piece for managers. Or, use the Internet or Intranet as a resource.
   ...
   Boswell even advises training sessions when managers are first hired. "Make recognition training part of every new manager's training process," he says. "Even if it's just a half-hour session, it will go a long way."
   
   4. Recognize employees requently.