The mantra of life-long learning is alive and well in Jami Young, CRP. A senior manager of customer solutions engagement at Nashville-based Asurion, Young completed her CRP certification nearly a decade ago. But through the many resources available in the employee recognition world, her skills are in a state of constant updating.
If you own an insurance policy on your smartphone, there’s a good chance you’re an Asurion customer. The company, with around 10,000 employees in the U.S. and Canada, offers technology insurance policies. Young handles rewards and recognition for their call center operations and had been there for two years.
“I was able to come in and implement a system of measurements and involve our executive leadership in recognition,” Young said. “I needed to make sure we’re able to change as the business changes. I had training that was very conceptual, and now that I’m in it I see the importance of the structure involved in the recognition strategy model. When you’re in this role it’s such a collaborative effort and you have to able to show value at every step. I feel like CRP training was a huge driver in that.”
Her CRP journey began nine years ago in Texas as Inspirus, where she worked with Theresa Harkins.
“Because Theresa was a certified trainer, we actually got to do CRP certification on site, which was really cool,” Young recalled. “That was my first jump into CRP training and I loved it. I feel it taught me a lot about why my customers were the practitioners of recognition, why it was important, how you show value to the rest of your organization and then how you start from scratch.”
Nearly a decade later, Young uses what she learned in the CRP program regularly.
“If I get in a rut, I have all of my CRP notebooks on hand and I’ll pull them out,” she said. “If I have to create a communications plan or a training program, I’ll pull out my CRP notebooks to see what the industry says and what my training says about the best practices in those areas.”
And the information available from RPI is an additional wealth of continuing education.
“I go to the RPI website all the time. There are really great whitepapers and presentations that you can review to see what other teams have done,” she said. “When it comes to this industry there are a lot of different ways of doing things. I’m not a HR professional, I’m an employee engagement professional. I’ve been on the operation support side of things, but I can get a lot of great information about what other companies do to drive recognition from the RPI website.”
A regular attendee at the RPI conference, Young said that with experience comes a propensity to tell colleagues about CRP certification and what a benefit it’s been in her career successes.
“It’s always going to be a part of what I do,” Young said. “I drank the Kool-Aid about recognition a long time ago so any chance I get I’ll push the certification to help people think about how they provide value. I think of CRP as a great way of helping strengthen our team. I want others to drink the Kool-Aid as well and I think RPI is a great way to do that.