Employee Enrichment

In stating the obvious, an organization can best reach their goals and objectives through improved communications with the employees.

The challenge for organizations is to get their employees attention and agreement on their participation in these goals and objectives. The best managed organizations have a 70 to 80% “buy in” from the majority of their employees. In the average organization, fewer than 30% of the employees even know what the organization’s goals and objectives are.

“Buy-in” is determined by the perception of fairness in the minds of the employees. Is the working relationship with the employer going to be of benefit to the employee and their family?

Success can be accomplished through the Design, Implementation, and Measurement of Employee Enrichment Programs.

Employee Enrichment is more important
than Employee Engagement.

It has been proven that employees work harder and are more loyal to companies and organizations that are responsive to the work/life issues of employees.

Employee Enrichment is what the employee expects from the employer. Employee Engagement is what the employer expects from the employee. Employee Engagement is on the decline.

Enrichment is creating better lives for employees as its primary FOCUS.
Enrichment is not a means to an end, but a “people first” mentality.
Enrichment requires a different shift on how the organization thinks about its people.
Enrichment is promoting the personal growth of employees.
Enrichment has replaced Job Enhancement, Job Enlargement, and Empowerment.

What works with Employee Enrichment Programs?

There is universal agreement that Communication can be the determining factor of success or failure in anything to do with employees. The New Standard of workplace communication is to match the employer’s corporate objectives with the work/life issues of the employee.

Most organizations fail because too few of the top ten corporate objectives include employee enrichment programs and work/life issues.

For success, companies and organizations must understand the importance of matching Employee Enrichment programs with corporate objectives and develop a strategic plan that incorporates the New Standard for Employee Enrichment.

The top three Employee Enrichment Programs are:

COMMUNICATION SKILLS
FINANCIAL EDUCATION
SELF-DEVELOPMENT PROGRAMS

In best practices, there are 21 Non-financial Employee Enrichment Programs with a choice of 297 matching initiatives which are matched with corporate objectives to design custom Employee Enrichment Programs.

Why are thousands of companies and organizations moving employee Non-Cash Employee Enrichment Programs into a Total Recognition Program? Most employees are not mentally participating in the organization’s goals and corporate objectives. Early on employees mentally determine the fairness of the organization. Total Recognition drives multiple Employee Enrichment Programs for the benefit of employees and to affect the fairness determination and thus increase mental participation. It is common practice to have 70 to 80% of employees involved in the Employee Enrichment Programs.

Employee Engagement is a measure of where you have been.
Employee Enrichment is the measure of what you can become.

What an organization can become is determined by the unique methodology and process in the design, implementation and measurement of Non-Financial Employee Enrichment Programs.

The Five Steps

THE METHODOLOGY: The determination of the objectives and goals desired by the organization or individual. What does it look like without the problem at WORK or at HOME?
THE PROCESS: How to get from A-Z. Evaluate the numerous OPTIONS and PROGRAMS available to the end user of the organization or as individuals.
BE SPECIFIC: Choose carefully where the organization or individual is willing to spend time and resources to ensure measured success.
THE INVESTMENT: It’s all about the personal investment in themselves that people fall short of their full potential.
MEASUREMENT: If it’s worth doing, it’s worth measuring: How am I doing? Have I accomplished my objectives and goals? What do I still need to do?

The exact same personal communication skills for employees apply to individuals and families.

Since 2005, Ed Ford & Associates has been designing Total Recognition Programs for organizations. For each organization, the Total Recognition Program is custom designed to combine a minimum of three or more Enrichment Programs with a minimum of three or more matching initiatives.

The Total Recognition Programs are based on Ed Ford & Associates’ analysis of data from hundreds of seminars, symposiums and workshops in the United States and Canada. A Total Recognition Program is an innovative tool to increase Employee Enrichment.

One of the important factors in a Total Recognition Program is a budget derived from a percent of payroll and the average cost per employee per year.

The measurement of success in a Total Recognition Program is the participation of the employees. Participation averages 70-80%.

Without the knowledge or sense of history for the evolution of the Total Recognition Process, and the undeniable impact of Employee Enrichment, an organization will only duplicate itself with some moderation of its previous state of being.

—Ed Ford, 2010

Full Circle: The objective is to solidify the perception of fairness and that the employer’s relationship will be of benefit to the employee and their family.

Proof: Endorsements received over the past ten years of presenting the concept of Total Recognition Programs to over 20,000 human resource managers and vice presidents in seminars, educational workshops and symposiums held in over 20 major cities throughout the United States and Canada.

See Endorsements

NATIONAL SPEAKER:

ED FORD AS A CAPTIVATING SPEAKER

“A NEW MANDATE FOR EMPLOYEE ENRICHMENT PROGRAMS”

Total Recognition Programs

For the past thirty years Ed Ford has meticulously gathered indisputable research data based on actual employee feedback proving that, not only are some major corporations and organizations failing in their efforts to motivate and show appreciation to employees, but they are actually de-motivating employees and generating negative energy that has led to diminished company loyalty and reduced productivity.

Ford reveals how Corporate America has been seduced by glib generalizations and misleading “evidence” which defeat NON-FINANCIAL RECOGNITION PROGRAMS currently in use. The facts, based on field research, confirm that the majority of Non-Financial Recognition Programs are out-of-step and outdated.

Ed Ford turns research statistics into new models for achieving Organizational Objectives. Ford has taught these New Models and Best Practices at hundreds of Educational Seminars, Workshops, and Symposiums conducted in every major U.S. City and Canada as a dedicated practitioner in the Total Recognition Industry.

In this, his newest and most exciting presentation, Total Recognition Program, Ford show how quantitative research and employee recognition myths collide to create the NEW RECOGNITION STANDARD. How the focus is now on improving EMPLOYEE ENRICHMENT.

Ed is a recognized National Speaker and has held hundreds of roundtable discussions as the subject matter expert. He is the author of “Guidelines for Total Recognition Programs”.

Topics:

The Lifetime Value of an Employee
The Battle between Employee Engagement and Employee Enrichment
Understanding the Evolution of Employee Enrichment
How Employee Enrichment is a very different concept than Employee Engagement
The Employee Enrichment Process and Value Exchange between the Employer and Employee
A People Enrichment approach to Leadership
How Employee Engagement and Employee Enrichment can both WIN
Why Serving the Whole Person encompasses all aspects of Employees’ Lives, not just work.
Why the Intangibles have the greatest influence on Employee Behavior
Why today’s focus is on Increasing Employee Enrichment
What is the NEW REWARDS MODEL for Employees?
A Company’s Most Critical Objectives for accomplishing your Business Strategy?
How to Achieve Corporate Objectives through Employee Enrichment
Today’s NEW STANDARD for Employee Enrichment
“The Exchange Relationship” between the Employer and the Employee
The Design of a Total Recognition Program
Guidelines for a Total Recognition Program
On-the-Spot and Peer-to Peer Programs
The set-by-step process for the Design, Implementation, and Measurement of Total Recognition Programs
A NEW MANDATE for Employee Recognition Programs
The Foundation, design, and Cost Factors for a Points Program

Ford is a self-proclaimed iconoclast (ahy-kon-uh-klast), one who questions and seeks to change traditional ideas or institutions – a person who challenges traditional beliefs as being based on error or outdated; a “wave-maker”.