Total Recognition Strategy Consultant Edward L. Ford Strives to Foster Employee Engagement and Fortify the Corporate Bottom Line
Edward L. Ford: "[I develop] workable models for employee recognition that achieve measured results, and challenge traditional methods that have become outdated in the industry."

ALPINE, UT, August 20, 2010 /24-7PressRelease/ --Does your boss know your name? Edward L. Ford is going to make sure that he/she does. Not only that, but he is going to ensure that you are recognized among your associates once per week and up to 30 to 50 times per year. Surprised? Well, that's not surprising.

Cambridge Who's Who caught up with employee recognition industry expert Edward Ford this past summer for an exclusive interview about workplace motivation, incentives and recognition, and what it means to have accrued three decades of professional experience in business improvement. "The name of my company is Ed Ford and Associates," he stated. "It's a Salt Lake-based company, servicing companies and organizations since August 15, 1980. In the past 10 years, I've been specializing in helping...[to increase] employee engagement and enrichment. We have created the unparalleled recognition process and methodology for the design of employee recognition programs that are based solely on best practices." Terms like "recognition methodology" and "best practices" are standards in Mr. Ford's daily vernacular, however foreign and abstract they may be to an unrelated party. What he refers to as "recognition methodology" is predicated on a mathematically derived formula for an employee's lifetime value and "best practices" essentially include methods, processes, incentives and rewards that are proved to be effective at producing a more desirable outcome than any other standard technique when applied to an individual condition or circumstance. Mr. Ford believes that for businesses to thrive and function seamlessly there must be a symbiotic relationship between employees and executive management that nurtures a sustainable work environment. Through Ed Ford and Associates, he is able to focus on the design, implementation and measurement of a total recognition strategy for increasing employee engagement, market share and, most importantly, company profits.

A trustee of the FORUM for People Performance Management and Measurement, a nationally recognized "think tank" at Northwestern University, Mr. Ford has presented countless workshops and seminars on the topic of employee engagement with the goal of raising profit margins and customer satisfaction. "I've held seminars in every major city in the United States several times," he stated, proudly sharing his collection of passes and badges that he has accumulated from each seminar. He recalls one particular conference with fondness, as he was representing a company with 4,000 employees. "The president of the company knew the name of each employee and recognized one employee every 20 seconds," he noted, emphatically. To date, Mr. Ford has collaborated with more than 9,000 executives and human resource professionals.

Mr. Ford's most popular course, entitled "Holy Grail of Employee Motivation," was first presented to 500 human resources executives in September of 2006 at the National Motivational Conference for Incentives and Recognition in Chicago, Ill. The unprecedented principal is supported by an $11 million study of over 3,000 companies, including McDonald's, Toys "R" Us and a smattering of Fortune 1,000 firms. A spokesperson and author for the $48.1 billion incentive and recognition industry, Mr. Ford has penned an excess of 30 published works including "Guidelines for a Total Recognition Strategy," "The Official Recognition Workbook" and numerous articles for Human Resource Executive and Human Capital (now Workplace HR & Safety). Mr. Ford also wrote a white paper dispelling myths in the recognition industry. He commented, "[You have] to be able to see the connection between seemingly unrelated concepts and disciplines. You have to understand the importance of measurement — to develop workable models for employee recognition that achieve measured results. I challenge, and with good reason, traditional methods that have become stale and outdated in the employee recognition industry."

Mr. Ford holds a bachelor of science in industrial-organizational psychology from Brigham Young University, earned in 1970, and completed selected graduate coursework at the University of Pennsylvania's famed Wharton School. He maintains professional affiliation with the American Society for Training and Development, the Society of Human Resource Management and the WorldatWork leadership association. For outstanding contributions to his field, Mr. Ford was selected for inclusion in "Cambridge Publishing's Top 101 Industry Experts" book.

Despite his many accomplishments in the field of employee recognition, Mr. Ford has no intentions of slowing his pace. "I'm a self-proclaimed iconoclast — a way-maker, one who's been recognized and respected by his peers for his knowledge and for his research as a practitioner," he said. His business plans for the next 10 years are robust and include growing the practice and bringing on new clients that are receptive to best practices in employee recognition. He explained, "I want to make a difference in the recognition industry — make it possible for employers to treat employees with respect and dignity and, in doing so, increase their profits."

Edward L. Ford is available for contact via phone at: (801) 492-7820 or Email at: edfordassociates@gmail.com.

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