HR Leadership have often struggled to justify the budget and resources to support recognition investments. While the general C-Suite consensus supports recognition as a strategically valuable IDEA – HR leadership is often hamstrung in its ability to obtain the necessary financial support due to an absence of quantifiable business outcomes and corresponding financial returns.
In this groundbreaking study by Rick Garlick (Ph.D.), HR will be empowered with evidence to help make the business case for why investments in employee recognition are consequential and what types of returns can be generated – especially during periods of high voluntary turnover.
In this webinar Dr. Garlick – with support by Zach Lipner (BSILR, MA and SPHR) shared insights and learning from the study covering:
Cause and effect between turnover and recognition:
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