Comments for Terryberry Blog http://blog.terryberry.com Employee Recognition Blog Tue, 21 Feb 2012 14:36:23 +0000 hourly 1 http://wordpress.org/?v=3.2.1 Comment on 5 Appreciation Gifts That Everyone Appreciates by Al Smith http://blog.terryberry.com/5-appreciation-gifts-that-everyone-appreciates/#comment-252 Al Smith Tue, 21 Feb 2012 14:36:23 +0000 http://blog.terryberry.com/?p=735#comment-252 This is Great. Could not agree more. Appreciate is the "A" in CARE. It is so important. Along with Communicate, Respect and Encourage, it is the way to really CARE about your employees, your family and people. Thanks again for all you do. Al This is Great. Could not agree more. Appreciate is the “A” in CARE. It is so important. Along with Communicate, Respect and Encourage, it is the way to really CARE about your employees, your family and people. Thanks again for all you do.

Al

]]> Comment on WOW Service Awards- New Video by Jim Apol http://blog.terryberry.com/wow-service-awards-new-video/#comment-247 Jim Apol Tue, 07 Feb 2012 19:40:23 +0000 http://blog.terryberry.com/?p=679#comment-247 Nice job on the videos Nice job on the videos

]]> Comment on Video: Epic Employee Recognition Fail by Stephanie http://blog.terryberry.com/video-epic-employee-recognition-fail/#comment-214 Stephanie Tue, 10 Jan 2012 17:39:45 +0000 http://blog.terryberry.com/?p=577#comment-214 Good work Jenny and Chris! Good work Jenny and Chris!

]]> Comment on Video: Epic Employee Recognition Fail by Jim Apol http://blog.terryberry.com/video-epic-employee-recognition-fail/#comment-213 Jim Apol Tue, 10 Jan 2012 16:06:12 +0000 http://blog.terryberry.com/?p=577#comment-213 Good job Jenny! Good job Jenny!

]]> Comment on Video: Epic Employee Recognition Fail by Jackson Binkley http://blog.terryberry.com/video-epic-employee-recognition-fail/#comment-212 Jackson Binkley Tue, 10 Jan 2012 16:05:59 +0000 http://blog.terryberry.com/?p=577#comment-212 HILARIOUS!!! HILARIOUS!!!

]]> Comment on Recognition for Troup County Heroes by olivia http://blog.terryberry.com/recognition-for-troup-county-heroes/#comment-10 olivia Fri, 30 Sep 2011 11:31:11 +0000 http://blog.terryberry.com/recognition-for-troup-county-heroes/#comment-10 nice post.., <br />i really appreciate it....<br />thanks to sharing it with all....<br /><a href="http://www.dpfoc.com/seo-services-ireland.php" rel="nofollow">SEO services</a> nice post..,
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]]> Comment on #WOWWED: It’s WOW Wednesday by share tips http://blog.terryberry.com/wowwed-its-wow-wednesday-30/#comment-9 share tips Mon, 21 Mar 2011 14:08:11 +0000 http://blog.terryberry.com/wowwed-its-wow-wednesday-30/#comment-9 I really appreciate your post and you explain each and every point very well.Thanks for sharing this information.And I’ll love to read your next post too.<br />regards:<br /><a href="http://www.optiontips.in" title="Share tips" rel="nofollow"><b>Share tips</b></a><br />:) I really appreciate your post and you explain each and every point very well.Thanks for sharing this information.And I’ll love to read your next post too.
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]]> Comment on Terryberry at the SHRM Conference in San Diego! by Moravecglobal http://blog.terryberry.com/terryberry-at-the-shrm-conference-in-san-diego/#comment-8 Moravecglobal Tue, 10 Aug 2010 03:40:54 +0000 http://blog.terryberry.com/terryberry-at-the-shrm-conference-in-san-diego/#comment-8 Public and private organizations are into a phase of creative disassembly where constant reinvention and adjustments are constant. Hundreds of thousands of jobs are being shed by Chevron, NUMI, Wells Fargo Bank, HP, Starbucks etc. and the state, counties and cities. Even solid world class institutions like the University of California Berkeley are firing staff, faculty and part-time lecturers. Estimates are that the State of California may jettison 47,000 positions.<br /><br />Yet many employees, professionals and faculty cling to old assumptions about one of the most critical relationship of all: the implied, unwritten contract between employer and employee.<br /><br />Until recently, loyalty was the cornerstone of that relationship. Employers promised job security and a steady progress up the hierarchy in return for employees’s fitting in, performing in prescribed ways and sticking around. Longevity was a sign of employeer-employee relations; turnover was a sign of dysfunction. None of these assumptions apply today. Organizations can no longer guarantee employment and lifetime careers, even if they want to.<br /><br />Organizations that paralyzed themselves with an attachment to “success brings success’ rather than “success brings failure’ are now forced to break the implied contract with employees – a contract nurtured by management that the future can be controlled.<br /><br />Jettisoned employees are finding that the hard won knowledge, skills and capabilities earned while being loyal are no longer valuable in the employment market place.<br /><br />What kind of a contract can employers and employees make with each other? The central idea is both simple and powerful: the job or position is a shared situation. Employers and employees face market and financial conditions together, and the longevity of the partnership depends on how well the for-profit or not-for-profit continues to meet the needs of customers and constituencies. Neither employer nor employee has a future obligation to the other. Organizations train people. Employees develop the kind of security they really need – skills, knowledge and capabilities that enhance future employability.<br /><br />The partnership can be dissolved without either party considering the other a traitor. Loyalty is dead – get used to it. Public and private organizations are into a phase of creative disassembly where constant reinvention and adjustments are constant. Hundreds of thousands of jobs are being shed by Chevron, NUMI, Wells Fargo Bank, HP, Starbucks etc. and the state, counties and cities. Even solid world class institutions like the University of California Berkeley are firing staff, faculty and part-time lecturers. Estimates are that the State of California may jettison 47,000 positions.

Yet many employees, professionals and faculty cling to old assumptions about one of the most critical relationship of all: the implied, unwritten contract between employer and employee.

Until recently, loyalty was the cornerstone of that relationship. Employers promised job security and a steady progress up the hierarchy in return for employees’s fitting in, performing in prescribed ways and sticking around. Longevity was a sign of employeer-employee relations; turnover was a sign of dysfunction. None of these assumptions apply today. Organizations can no longer guarantee employment and lifetime careers, even if they want to.

Organizations that paralyzed themselves with an attachment to “success brings success’ rather than “success brings failure’ are now forced to break the implied contract with employees – a contract nurtured by management that the future can be controlled.

Jettisoned employees are finding that the hard won knowledge, skills and capabilities earned while being loyal are no longer valuable in the employment market place.

What kind of a contract can employers and employees make with each other? The central idea is both simple and powerful: the job or position is a shared situation. Employers and employees face market and financial conditions together, and the longevity of the partnership depends on how well the for-profit or not-for-profit continues to meet the needs of customers and constituencies. Neither employer nor employee has a future obligation to the other. Organizations train people. Employees develop the kind of security they really need – skills, knowledge and capabilities that enhance future employability.

The partnership can be dissolved without either party considering the other a traitor. Loyalty is dead – get used to it.

]]> Comment on The Best Holiday Gift Idea for Employees: Recognition by Jon Bentley http://blog.terryberry.com/the-best-holiday-gift-idea-for-employees-recognition/#comment-7 Jon Bentley Tue, 22 Dec 2009 23:41:34 +0000 http://blog.terryberry.com/the-best-holiday-gift-idea-for-employees-recognition/#comment-7 I completely agree that there is no better time to sit down with your employees and tell them how thank for you are and really recognize their achievements.<br /><br />I don't even think it takes much, just a personalized <a href="http://www.gallerycollection.com/" rel="nofollow">holiday card</a> with a hand written message more than suffices. <br /><br />In many cases just knowing your appreciated is going to do more for morale than a $25 gift card, and it will save you a few dollars at the same time! I completely agree that there is no better time to sit down with your employees and tell them how thank for you are and really recognize their achievements.

I don't even think it takes much, just a personalized holiday card with a hand written message more than suffices.

In many cases just knowing your appreciated is going to do more for morale than a $25 gift card, and it will save you a few dollars at the same time!

]]> Comment on Business Culture and Recognition by Business Coaches http://blog.terryberry.com/business-culture-and-recognition/#comment-6 Business Coaches Mon, 26 Oct 2009 22:05:59 +0000 http://blog.terryberry.com/business-culture-and-recognition/#comment-6 Totally agree,<br /><br />We go out for lunch as a team (and have a drink or two!) the first day when anyone joins our company. It really helps to set the stage for what is upcoming and integrate the new person into our group without an awkward transition! <br /><br />I can personally attest to the fact that this works wonderfully!<br /><br />Cheers Totally agree,

We go out for lunch as a team (and have a drink or two!) the first day when anyone joins our company. It really helps to set the stage for what is upcoming and integrate the new person into our group without an awkward transition!

I can personally attest to the fact that this works wonderfully!

Cheers

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