Employee Engagement: How Effective are your Reward Programs?

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Companies are struggling with how to engage their workforce, and more importantly, how to measure if their engagement efforts are effective. Employee recognition and reward programs are designed to engage your workforce, generate better referrals and increase employee morale. But how effective are these programs? And really, doesn’t any recognition program require effective leadership to drive results? Veteran practitioner, Gwen Seeboth, Director of Customer Relations from Acuity will fill you in on what works and what doesn’t. Join Gwen in this Michael C. Fina sponsored webinar to find out just how effective your employee recognition and reward programs really are.

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Employee Engagement: How Effective are your Reward Programs?

  1. 1. THE TABLE JUST GOT BIGGER: UTILIZING EMPLOYEE ENGAGEMENT AT ALL LEVELS TO ENSURE SUCCESS IN YOUR BUSINESS. Presented by: Gwen Seeboth gseeboth@acuity.com
  2. 2. EMPLOYEE ENGAGEMENT  What is it  What does it look like  Creating a plan to get your employees engaged  Questions, discussion and idea sharing
  3. 3. WHAT IS EMPLOYEE ENGAGEMENT?  Employees who are involved in, enthusiastic about, and committed to their work. 25 million people surveyed  52 % are not engaged and are emotionally disconnected from their workplace.  30% of the employees were engaged in their workplace.  18% were actively disengaged from their work. 70% of your employees are not actively contributing to your workplace!
  4. 4. WHAT DOES ENGAGEMENT LOOK LIKE?  Its no secret that happy employees are productive employees! Healthier More creative, collaborative and innovative Stay in the workplace longer
  5. 5. IT’S NOT A PROGRAM!  Must have the support of the management team at all levels.  Engagement initiatives must be multi level.  The Department or Team Level  HR Level  Corporate Level  Peer Level
  6. 6. THE DEPARTMENT OR TEAM LEVEL  Your managers have the most face time with your employees.  Managers must feel supported and empowered.  Managers must be given the tools and training to reward. Its not second nature for most people!
  7. 7. THE HR LEVEL  Anniversary celebrations, retirement parties, education reward programs.  Wellness programs.
  8. 8. THE CORPORATE LEVEL  Fun Days  Free Snacks  Gifts  Networking Opportunities  Create Opportunities for community involvement  Public Appreciation  Magic Happens messages  Suggestion Box Program  Create an environment where your employees feel empowered to speak up and act!
  9. 9. THE PEER LEVEL  Encourage employees to network with each other  5 year club  A Team  What are your employees excited about?
  10. 10. COMMUNICATION AT ALL LEVELS IS KEY  Multi level format ensures you are getting your message across, and fosters trust.  Keep employees apprised of what is happening within the company.  Town Hall Meetings  Lunch with an Officer  Gossip Line  Keep your executive management involved with your employees whenever possible.
  11. 11. TIME TO CREATE A PLAN  It is worth your time.  The more engaged your employees are, the more productive they are.  Empower your employees to engage each other.  You don’t have to do it alone!
  12. 12. ACTION STEPS AT THE MANAGER LEVEL  Get to know your people. Are they motivated by Auditory, Visual or Kinesthetic Feedback?  Auditory  Leave them a voicemail or provide personal praise in front of a group.  Visual  “Post it praise,” notes or awards they can put on their wall  Kinesthetic  A pat on the back, a treat, or something they can hold in their hand that represents a job well done.
  13. 13. ACTION STEPS AT THE HR LEVEL  Have a clear definition of the culture you want to create, and hire people to support those goals.  Find out what qualities you value in your employees and look for those strengths in people.
  14. 14. ACTION STEPS AT THE CORPORATE LEVEL  Know who you are, and who you want to be as a company.  Create a committee or team to make sure your policies and procedures stay in line with your corporate goals.
  15. 15. ACTION STEPS AT THE PEER LEVEL  Keep your employees involved to stay passionate.  Create opportunities for your employees to connect outside of their departments often.
  16. 16. 5 STEPS TO ENSURE YOUR PLAN STICKS  Step 1: Define your goals and the culture you wish to create.  Step 2: Break it down and set an action plan.  Step 3: Write it down.  Step 4: Tell EVERYONE!  Step 5: Check in periodically and hold yourself accountable.
  17. 17. How are you keeping your employees engaged? What are some of the challenges that you are facing with your recognition programs? What is working, and what is needing an overhaul? Thank you so much for joining me today! QUESTIONS AND CONVERSATION

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