July 29, 2015
by Kelsey Rogers
0 comments

Onsite Recognition Event

Recognition_wordcloudIt’s WOW Wednesday! HR leaders, execs, and managers: How do you WOW the people who go above and beyond for you in your business? Or, how have you been WOWed?

Today’s WOW Wednesday comes from Mary Ann.
She says: “We normally have a annual convention for our employees at which time we recognize service award recipients and teams of the year recipients. In the future we will have more local, onsite recognition events. This hopefully will help with the direction we need to take to recognize our recipients in a smaller environment.” 

Share your own “WOW Wednesday” tip or story. Leave a comment here or post on Terryberry’s Facebook Page or Twitter using hashtag #WOWWED. Make it a WOW day!

Join hundreds of organizations that use Give a WOW to ignite a dynamic culture of recognition in the workplace.  It’s employee recognition, social-media style! Get the Free Trial!

July 22, 2015
by Kelsey Rogers
0 comments

Recognized Accomplishments

Recognition EventIt’s WOW Wednesday! HR leaders, execs, and managers: How do you WOW the people who go above and beyond for you in your business? Or, how have you been WOWed?

Today’s WOW Wednesday comes from Erika.
She says: “For our non-profit organization, we usually have an end of the year banquet where members can bring their family and friends and they are recognized by the emcees by giving a short history of things they have done to deserve the accomplishment.” 

Share your own “WOW Wednesday” tip or story. Leave a comment here or post on Terryberry’s Facebook Page or Twitter using hashtag #WOWWED. Make it a WOW day!

Join hundreds of organizations that use Give a WOW to ignite a dynamic culture of recognition in the workplace.  It’s employee recognition, social-media style! Get the Free Trial!

July 21, 2015
by Kelsey Rogers
0 comments

A Company Culture Conversation – What Would Your Employees Ask?

 

Employees

by J.R. Robinson, Terryberry Business Development Manager, Dallas, Texas.

My wife recently received an email at work with some pretty shocking news; the company she works for had been sold.  Her company is a financially stable, industry-leading entity that has been in business for 138 years, now employing tens of thousands of good people worldwide.  No one knew the sale was coming or that the company was even in a position to be purchased, so it came as quite a surprise.

Needless to say, the news created a great deal of anxiety for my wife and her colleagues.  To address these concerns, the V.P. of this particular location held a conference call the following day, and I got the pleasure of listening in as my wife took the meeting on her computer.  The V.P. stated that another entity had simply made a financial offer too lucrative to pass up.  We get that…the only “constant” in business is “change”, right?  He then did what I felt was a wonderful job of empathizing with everyone’s (very predictable) angst, assuring everyone that the new parent company had no plans to shake thing up.  The new company had purchased my wife’s company because of how much they get right on a consistent basis, so “why fix what isn’t broken?”.  This also made sense to my wife and me, and helped ease our concerns a bit.

The VP then opened the call to questions, and I heard something that both pleased me and saddened me at the same time.  The very first question was not about job security nor about stock values, it was,

“What is the culture like at this new company, what are their core values, and how do they align with ours?  I’ve personally had twenty-one years of purpose and direction at this company, and now I just feel so lost.”

Having spent almost eight years as a consultant in the Employee Engagement industry, I was elated to hear that my wife’s company had done such a solid job of globally communicating common goals and core values, and of rewarding the attitudes, behaviors, and contributions that upheld those values on a consistent basis until they became that company’s very “culture”.  They had achieved precisely what I strive to help my client companies achieve every day.  Research and surveys show year after year that companies with well-communicated values and goals see significantly reduced turnover and higher output by employees who feel a shared responsibility for those goals.  As such, profits are higher and turnover costs reduced, sometimes saving millions of dollars depending on the organization’s size.

The saddening part was the looming question, “What about our 138 years of culture?”  Ray Bradbury said, “You do not have to burn books to destroy a culture.  Just get people to stop reading them.”  I hope for my wife’s sake (and for the sake of all her colleagues) that the new parent company folds the pages from 138 years of solid culture into their own, aligning the two to the best of their ability while clearly and globally communicating what matters most, and why.  As Thomas Carlyle said, “A man without a goal is like a ship without a rudder.”

What does your company’s culture look like?  Are your company’s mission, vision & values the goal of everyone in it, from the C-Suite to those seldom-seen heroes that sweep up & turn the lights off at night?  If the answer to those questions are unclear, perhaps it’s time to take a look at how to get there. Contact Terryberry to learn more.

 

JRRobinsonFor nearly 8 years, J.R. Robinson has been the Southern Regional Business Development Manager for Terryberry.  He lives in Little Elm, Texas with his wife and daughter.

July 17, 2015
by Jenny Watkins
1 Comment

Terryberry Breaks Ground on Building Expansion Project

Earlier today, Terryberry employees from around the globe gathered at the world headquarters in Grand Rapids, Michigan for a ceremonial ground breaking event to commence a major building expansion project.

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Team Terryberry was proud to highlight a treasured resource; several long-term employees to kick off the project:

  • Dave Beemer, chief operating officer
  • Laurie Dean, a 39-year Terryberry employee
  • Josephine Guppy, a 34-year Terryberry employee
  • Dan Dougherty, a 26-year employee and business development manager
  • Dan Egan, CIO, who brings 22 years of service at Terryberry
  • George and Mike Byam, 3rd and 4th generation managing partners Terryberry, respectively

Terryberry’s renovation and expansion project is fueled by the company’s growth worldwide as a provider of employee recognition programs and awards. The project will include the addition of a second story, increased office space, new machinery, an employee commons and other team member amenities.

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Team Terryberry celebrates the significant moment in the company’s 97 year history

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Rendering shows plans for the finished building

 

 

 

 

 

3rd and 4th Generation Managing Partners, George and Mike Byam

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Several long-term employees help break ground for the building project

July 9, 2015
by Jenny Watkins
1 Comment

Terryberry at SHRM 2015 Las Vegas – Making Employee Recognition Dreams Come True!

SHRM Booth Staff

WOW -What a blast!  Hopefully everyone has made it home safely after the full-throttle SHRM 2015 Annual Conference & Expo and the extended After Party (might as well own it).

Here at Terryberry we are catching our breath from an exhilarating three Expo days at SHRM 2015 Las Vegas where we had the amazing opportunity to speak with thousands of you and your colleagues in the HR community about your employee recognition hopes and dreams.

The Highlights from Terryberry’s Booth

If you weren’t able to elbow your way through the throngs of crowds around the Terryberry booth, we’d still love the chance to talk with you.  Just send us a note.  We’ll do all we can to make your employee recognition dreams come true!

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