HUMAN RESOURCE

THE VALUE OF
APPRECIATION:

How to build a Recognition Program that works
45 min

It’s all over the news — employees are leaving their jobs in large numbers. And while different individuals might be driven by different reasons, the undeniable trend is that the people who are leaving don’t feel valued. On the bright side, employees in organizations that support a culture of recognition feel five times more valued than those in cultures that don’t, according to the Human Resource Executive.

Does your recognition program effectively attract talent and retain those who contribute to your company’s success? Is recognition tied to your overall business goals? Does your company culture prioritize recognition? If you can’t confidently answer “yes” to these questions, this session is for you!

We’ve consolidated expertise and experience into practical tips you’ll be able to put to use in designing a strategic recognition program that will yield better employee engagement, performance, and retention.

Key Takeaways:
  • Why appreciation and recognition deserve renewed attention in today’s workplaces
  • Practical tips for building a strategic recognition program
  • How to ensure recognition drives your organization’s culture
  • 3 ways to measure the success of your recognition program
Meet your hosts
Melissa Krut

VP of Success, Sogolytics

Sogolytics VP of Success Melissa Krut works closely with internal teams and external partners to leverage Sogolytics’ feedback and experience management platform to drive accurate and relevant market, employee, and Voice of the Customer insights. With experience in training, building culture, and implementing technology solutions to support customer and employee experience, Melissa's focus is on empowerment, understanding, and, of course, success.

Natasha Safronova

Director of Product Marketing, Sogolytics

Natasha is a customer advocate with experience helping organizations across multiple industries to better understand and engage their audience — prospects, customers, and partners.


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