The webinar discusses how to maximize Return on Employee Investment (ROEI) by treating employees as an investment and focusing on engagement, recognition, training, compensation, and using HR systems to attract, develop, and retain top talent in order to improve productivity, efficiency, and the overall success of the business. The presenter, Lissa Johnsen, then provides her background and contact information for any questions.

1. ROEI by Lissa Johnsen, CMC, CITP, CPA
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Welcome to Webinar
Maximizing Your Return on Employee
Investment (ROEI)
How to Achieve It
and
How to Benefit from It
Webinar Details
Presentation is roughly 1 hour
All phone lines are muted – unmute at end for
questions
If anyone has any questions during this webcast –
please type them in your question box located at
the bottom of your webinar panel

2. ROEI by Lissa Johnsen, CMC, CITP, CPA
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Value of
Good
Employees
Achieving
Return on
Employee
Investment
Benefiting
from Return
on
Employee
Investment
Goals for Today
DOES YOUR COMPANY
PROVIDE GOOD SERVICE?
RAISE YOUR HAND

3. ROEI by Lissa Johnsen, CMC, CITP, CPA
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DOES YOUR COMPANY
GENERATE GOOD IDEAS?
RAISE YOUR HAND
IS YOUR COMPANY
EFFICIENT OR
PRODUCTIVE?
RAISE YOUR HAND

4. ROEI by Lissa Johnsen, CMC, CITP, CPA
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But can a company or
organization actually …
by itself …
generate ideas, give service, be
efficient or be productive?
NO a COMPANY or
ORGANIZATION
CAN NOT!
People make all of
those things Happen.

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Some Thriving ….
Others struggle to stay
in business
Difference between a good
company
And a truly great
company
IT’S PEOPLE!!!

6. ROEI by Lissa Johnsen, CMC, CITP, CPA
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∗Unique and biggest asset
∗For most---largest expense or
better put, its largest investment
∗Treat employee related expenses
as an investment in the workforce.
Value of People
Like any other investment …
This critical company investment must yield a
healthy return.
Return on Employee Investment (or ROEI)
ROEI

7. ROEI by Lissa Johnsen, CMC, CITP, CPA
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COST
VERSUS
INVESTMENT
Employee engagement is
“the level of commitment
and involvement an
employee has towards
their organization and its
values”*
* Nitin Vazirani, “Employee Engagement,” Working Paper for the SIES College of
Management Studies, 2007.

8. ROEI by Lissa Johnsen, CMC, CITP, CPA
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Engaged Employees
“Most leaders and organizations know the
difference between a fully engaged worker and
one that is marginally engaged or disengaged.
The former brim with enthusiasm, they
contribute ideas, are optimistic about the
company and its future, are seldom absent from
work, they typically stay with the organization
longer and are among the organization’s most
valuable ambassadors.” *
Allan Schweyer, “The Economics of Engagement,” Human Capital Institute
and Enterprise Engagement Alliance, June 2009, p.2.
TOP
REASONS
GOOD
EMPLOYEES LEAVE
JUST SHOUT OUT IDEAS

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Copied from USA TODAY Newspaper
• Poor Management
• Poor Senior Leadership
• Lack of Career Growth & Advancement Opportunities
• Poor Communications
• Pay
• Lack of Recognition
• Lack of Training
• Excessive Workload
• Lack of Tools and Resources
• Lack of Teamwork
Top Reasons GOOD people leave
From International Association of Administrative Professionals study

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Areas to invest
1. Information
2. Communication
3. Work environment
4. Employee
engagement
5. Employee recognition
6. Training
7. Compensation and
benefits
Increase Employee Retention
• Informed Decisions
• Identify Top
Performers
• Determine Employee
Needs
• Workforce Decisions
(new roles,
restructure, new
hires)
Information
Communication
• Publish Mission, Vision
& Values
• Easy Access to
Handbook
• Clear Job Expectations
• Feedback Goals
• Employee Portals

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• Workspace
• Company Events or
Team
• Team Building areas
• Social Media for
collaboration &
networking
• Finding Relevant
Information (portal)
Work Environment
Employee Recognition
• Awards, Rewards &
Incentives
• Formal & Informal
• Frequently recognize
• Link rewards to
objectives or values
• Performance System
• Career Development
• New Skills for projects or challenges
• Higher Positions
• Management Training
• People or Leadership Skills
Training
• Team Building
• Plan & Track goals and programs
• Critical Certifications or Skill Sets
• Avoid career “ruts”

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• Adequate and
Competitive
Compensation
• Financial Security –
pension, life ins.,
disability
• Health, Vision, Dental,
HSA
Compensation and Benefits
• Work / Life Balance
• Tuition Reimb.
• Onsite Lectures
• Other perks
• Gym Memberships
• Savings Clubs
Best employees NOT stay long if undercompensated
or lacking in benefits
HRMS: Helps provide ROEI

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HRMS: Helps provide ROEI
∗ Selecting and attracting talent
∗ Getting the best out of talent
∗ Employee motivation and
retention
∗ Providing crucial information
∗ Automating processes
• Poor Management
• Poor Senior Leadership
• Lack of Career Growth & Advancement Opportunities
• Poor Communications
• Pay
• Lack of Recognition
• Lack of Training
• Excessive Workload
• Lack of Tools and Resources
• Lack of Teamwork
REMEMBER ….
Top Reasons GOOD people leave
From International Association of Administrative Professionals study

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• Work more effectively, instead of just working more
• Find ways to improve
• Share information with colleagues
• Develop creative solutions
• Provide suggestions
• Speak up for the organization
• Try harder to meet customers’ needs, leading to
repeat business
Engaged Employees
Lissa Eilers Johnsen, CPA, CMC, CITP
Employer Solutions Practice Director
& Consulting Manager
• Over 24 years in Accounting / HR solutions
• Owned own business for over 15 years
• Focus on process and ROI as much as on the technical
solution
• Frequent Speaker and Writer
• Certified trainer and consultant for Sage HRMS Abra
plus several Accounting/ERP solutions
• Leading Net@Work’s initiative to Employer Solutions
for all of our clients

15. ROEI by Lissa Johnsen, CMC, CITP, CPA
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Lissa Johnsen, CMC, CITP, CPA
Net@Work, Inc.
Employer Solutions Practice Director
& Consulting Manager
ljohnsen@netatwork.com
919-781-2900 Ext. 4609