1) This document provides steps for implementing an employee engagement program using symbolic awards. It outlines assessing employee engagement, setting objectives, tracking progress, training managers, and recognizing employees.
2) Recognition programs can increase profitability by 16%, productivity by 18%, and customer engagement by 12%, while decreasing absenteeism by 37%.
3) The five steps include conducting an employee survey, setting goals for increased engagement, tracking metrics over time, training managers to recognize employees, and providing ongoing recognition through both informal and formal means.
From employee experience to human experience: Putting the meaning back into work. One of the biggest challenges we identified this year is the need to improve what is often called the “employee experience”: Eighty-four percent of our survey respondents rated this issue important, and 28 percent rated it urgent. But the concept of employee experience falls short in that it fails to capture the need for meaning in work that people are looking for. We see an opportunity for employers to refresh and expand the concept of “employee experience” to address the “human experience” at work—building on an understanding of worker as- pirations to connect work back to the impact it has on not only the organization, but society as a whole.
Why SIMPLE Wins: Escape the Complexity Trap and Get to Work that MattersBizLibrary
Imagine what you could do with the time you spend sitting in meetings and writing emails every day. Complexity is killing companies’ ability to innovate and adapt, and simplicity is fast becoming the competitive advantage of our time.
Drawing on research and themes from her latest book, Why Simple Wins, Lisa Bodell inspires leaders and their teams to proactively move beyond the feelings of frustration and futility that come with so much unproductive work in today’s corporate world, to create a corporate culture where valuable, essential, meaningful work is the norm.
By learning how to eliminate redundancies, communicate with clarity, and make simplification a habit, individuals and companies can begin to recognize which activities are time-sucks and which create lasting value.
Lisa will touch on several key areas to make the case for simplification:
Simplification is a skill that’s available to us all, yet very few leaders use it.
Operating with simplification as a core business model makes economic and ethical sense—for our customers, for our company, and for each other.
Simplicity drives culture, and culture in turn drives employee engagement, customer relations, and overall productivity.
The reality is this:
While organizational complexity is an issue, more often individual complexity is the culprit – we often create the beast that we become slaves to without even realizing it. Using simple stories and techniques, Lisa will show that by using simplicity as an operating principle, we can eliminate the organizational and individual busywork that puts a chokehold on us every day, and instead spend time on the work that matters.
Do your benefits align with your organization’s values and connect your employees to your mission? In a 2017 survey, polling organization Gallup found that only 41 percent of U.S. employees said that they knew what their company stands for. The same research showed that a 10 percent improvement in this understanding led to an 8.1 percent decrease in turnover and a 4.4 percent increase in profitability.
Used correctly, your benefits package can demonstrate your values and create a better experience for your employees, whether they’re at work or at home. Join BambooHR and League to explore how to use your benefits program to promote an improved employee experience.
Turning Performance Feedback Into Positive Employee EngagementTalentMap
Performance feedback is one of those “sleeper” issues in employee engagement. Get it right, and often it isn’t one of the more important drivers of engagement, because other issues become more salient. Get it wrong, and it can prove to be a key obstacle to higher engagement. However, there is mounting research and practice that’s turning performance feedback and management on its head, which includes revamping appraisal processes, and moving to “career management” as opposed to “performance management”.
Purchasing Professionals - Time to Celebrate or Plan Change in 2014? Bill Kohnen
Purchasing Assessment tools For Individuals and Organizations with benchmark scoring. Particularly designed for individual use to provide framework for professional development in 2014 and beyond. Also can be used by Purchasing executives for organizational review and resource planning.
Issues with employee engagement and productivity continue to grow. The power has shifted from employer to employee as employees now have the choice to be very selective about their employer. Top talent knows they can leave mediocre organizations for thriving environments. Understanding and enhancing your internal talent is critical for companies to drive results that will positively impact and contribute to your bottom line. Implementing strategies that support an engaging employee experience will help your company be successful in attracting and retaining that top talent.
From employee experience to human experience: Putting the meaning back into work. One of the biggest challenges we identified this year is the need to improve what is often called the “employee experience”: Eighty-four percent of our survey respondents rated this issue important, and 28 percent rated it urgent. But the concept of employee experience falls short in that it fails to capture the need for meaning in work that people are looking for. We see an opportunity for employers to refresh and expand the concept of “employee experience” to address the “human experience” at work—building on an understanding of worker as- pirations to connect work back to the impact it has on not only the organization, but society as a whole.
Why SIMPLE Wins: Escape the Complexity Trap and Get to Work that MattersBizLibrary
Imagine what you could do with the time you spend sitting in meetings and writing emails every day. Complexity is killing companies’ ability to innovate and adapt, and simplicity is fast becoming the competitive advantage of our time.
Drawing on research and themes from her latest book, Why Simple Wins, Lisa Bodell inspires leaders and their teams to proactively move beyond the feelings of frustration and futility that come with so much unproductive work in today’s corporate world, to create a corporate culture where valuable, essential, meaningful work is the norm.
By learning how to eliminate redundancies, communicate with clarity, and make simplification a habit, individuals and companies can begin to recognize which activities are time-sucks and which create lasting value.
Lisa will touch on several key areas to make the case for simplification:
Simplification is a skill that’s available to us all, yet very few leaders use it.
Operating with simplification as a core business model makes economic and ethical sense—for our customers, for our company, and for each other.
Simplicity drives culture, and culture in turn drives employee engagement, customer relations, and overall productivity.
The reality is this:
While organizational complexity is an issue, more often individual complexity is the culprit – we often create the beast that we become slaves to without even realizing it. Using simple stories and techniques, Lisa will show that by using simplicity as an operating principle, we can eliminate the organizational and individual busywork that puts a chokehold on us every day, and instead spend time on the work that matters.
Do your benefits align with your organization’s values and connect your employees to your mission? In a 2017 survey, polling organization Gallup found that only 41 percent of U.S. employees said that they knew what their company stands for. The same research showed that a 10 percent improvement in this understanding led to an 8.1 percent decrease in turnover and a 4.4 percent increase in profitability.
Used correctly, your benefits package can demonstrate your values and create a better experience for your employees, whether they’re at work or at home. Join BambooHR and League to explore how to use your benefits program to promote an improved employee experience.
Turning Performance Feedback Into Positive Employee EngagementTalentMap
Performance feedback is one of those “sleeper” issues in employee engagement. Get it right, and often it isn’t one of the more important drivers of engagement, because other issues become more salient. Get it wrong, and it can prove to be a key obstacle to higher engagement. However, there is mounting research and practice that’s turning performance feedback and management on its head, which includes revamping appraisal processes, and moving to “career management” as opposed to “performance management”.
Purchasing Professionals - Time to Celebrate or Plan Change in 2014? Bill Kohnen
Purchasing Assessment tools For Individuals and Organizations with benchmark scoring. Particularly designed for individual use to provide framework for professional development in 2014 and beyond. Also can be used by Purchasing executives for organizational review and resource planning.
Issues with employee engagement and productivity continue to grow. The power has shifted from employer to employee as employees now have the choice to be very selective about their employer. Top talent knows they can leave mediocre organizations for thriving environments. Understanding and enhancing your internal talent is critical for companies to drive results that will positively impact and contribute to your bottom line. Implementing strategies that support an engaging employee experience will help your company be successful in attracting and retaining that top talent.
Workforce volatility can profoundly impact productivity for individuals, departments or across entire organizations. From competitive job markets to rising employee turnover, there’s a common way employers of any size, in any industry, can overcome these workforces challenges – strategic compensation.
Learn to Actually Engage Your Employees Why 87 Trillion Isn't Enough biz libraryBizLibrary
Despite soaring profits and unprecedented business successes, employers across the globe continue to struggle with engaging their employees; studies find the average rate for employee engagement hovers around just 15 percent in the United States.
In this program, Derek Smith of BizLibrary will help you understand the true value of an engaged employee. He will offer models and practical strategies that will optimize your organization to achieve increased employee engagement.
You will learn:
The importance of engaging employees, and why higher engagement will help you improve business outcomes
Why employee engagement is not a business challenge - understanding its root causes
Research-based working theories about what engages employees
Strategies that you can take and apply to increase engagement at your organization
How to Improve Engagement Through Better Teamwork (and It's Not Through "Team...TalentMap
A sense of team and camaraderie is one of the most important determinants of employee engagement. For the employee, good team spirit work creates that crucial sense of belonging which provides the emotional bond to the organization, which is a precursor to engagement. In turn, good team spirit creates an environment of cooperation and collaboration which improves productivity and output.
Tm webinar june__improving engagement at eia_final_25jun15TalentMap
In 2014, EIA conducted its first employee engagement survey with TalentMap. The results clearly showed that stresses and change over the previous year had taken their toll on employee engagement, which was 11% below the benchmark average. Less than one year later, a subsequent “pulse” survey showed significant improvement in engagement, and double-digit increases in the key drivers of engagement which were actioned.
5 Ways to Prepare Your Organization for a Successful 2020BizLibrary
It’s that time of year again, time to start planning for next year!
As we approach the final months of 2019, it’s helpful to use this year’s successes to create a plan for next year and beyond. But, that can be easier said than done. With an abundance of opinions from leadership and staff and data collected from research, it’s overwhelming trying to prioritize what needs to be done. And when things get overwhelming, it often leads to nothing taking priority.
You don’t have to figure out this plan alone! Join Libby Mullen from BizLibrary and JD Conway from BambooHR as they discuss five strategies every company should use. These strategies come from simple concepts that you can easily implement at your organization to put you on the path to success.
During this webinar you’ll learn:
- Why culture is an important factor for any successful company, and how to align culture to company goals.
- How continually supporting your employees throughout the employee journey makes it easier to plan for the future.
- A five-part game plan that will guide you to organizational success in 2020.
How HR Can Balance Compliance Vision and the Employee ExperienceBizLibrary
Gratitude is a rare thing to receive in human resources. Traditionally, HR’s role in many organizations was to do their best to keep up with paperwork and other tactical requirements of compliance issues, leading employees to see HR as disciplinarians and leadership to see HR as an obstacle to overcome.
But now that HR has the technological bandwidth to handle these compliance tasks, employees and leaders are expecting more. HR has to strike a balance between three competing roles: employee advocate, strategic partner, and compliance facilitator. The workforce continues to put emphasis on wanting to work for companies that will invest in their professional development, and companies are constantly in a battle for top talent. This puts HR in a unique position—they become the bridge between their leadership’s vision and the employee experience, doing their best to protect the organization and support everyone’s future in it. The new HR professional can’t just react to issues—they need the knowledge and tools to become a strategic resource for their organizations.
Join Libby Mullen from BizLibrary and Cassie Whitlock from BambooHR as they discuss how HR professionals can balance the demands of legal, leadership, and employee concerns. We’ll cover four key facets where HR’s efforts will be the key factor in producing desirable results, like increased employee engagement, higher productivity, and strong company culture. With this new mindset, HR will finally have the time, know-how, and buy-in to focus on the human side of human resources.
During this webinar, we will discuss:
How HR professionals can break free of stereotypes and become strategic partners within their organizations.
Four areas of your organization that can generate higher profits and happier employees when HR is viewed as an employee advocate.
The benefits of HR being able to hand over the torch to managers when it comes to giving individuals feedback and recognition.
The overall positive effect this transformation of the HR role can have on an entire organization and how to get your organization on board.
Re-evaluating Your Organization's Skill Gaps BizLibrary
Many companies have fallen victim to the ominous skills gap – but only because it’s easier to place blame somewhere else than to address the issue head on. If you’re struggling to find qualified candidates, you might need to take a deeper look at your organization and ask some pointed questions. Are there areas of the recruiting process that are leading to skill gaps? Has a formal assessment been done to uncover skill gaps? Are you using modern learning methods to bridge gaps by upskilling your current workforce?
Join Katie Miller from BizLibrary in this SHRM webcast to re-evaluate potential root causes of your organization’s skill gaps and discuss what can be done to fill them efficiently. In this webinar, you will learn:
- The factors that could be contributing to your skill gaps, and how to find and address the root causes
- How to re-evaluate what a “qualified candidate” is in order to create more relevant and realistic talent expectations
- How to start uncovering your organization’s skill gaps with a formal assessment
- How to use modern training methods to bridge skill gaps by upskilling your workforce
Employee retention is a critical issue facing today's organizations, and the competition for talented people is tougher than it has ever been! Replacing an employee can cost your company money, but more importantly, it costs time. Join BizLibrary and learn how to keep your best employees while gaining new talent with these five best practices:
- Develop the leadership skills of your managers
- Clearly define expectations
- Ensure training goals are aligned with company objectives
- Deliver training based on your employees' preferences
- Recognize and reward
Attendees will learn:
-How to maximize employee retention despite challenges
-Key training and development best practice that are easy to -implement to increase employee retention
-How to attract top talent
The Power of Stay Interviews for Employee Engagement & RetentionBizLibrary
At first glance, stay interviews seem way too simple. Can managers really keep employees longer and cause them to work better, just by asking how they can help?
The answer is “yes”, and research tells us stay interviews can drive turnover down by 20% and more, and also improve employee engagement.
The reason is simple: Stay interviews help managers build trust with their teams. Well-respected research calls out these findings:
Voluntary turnover is skyrocketing in the U.S
Employee engagement has been flat for 15 years
Companies continuously survey employees and implement new programs to “fix” things
…All while employees most want a manager they can trust.
In fact, U.S. companies spend $1.5 billion each year to fix engagement but work around managers rather than through them…and hence make no progress at all.
Stay interviews offer retention and engagement solutions that cannot be achieved with employee surveys or exit surveys. These interviews are conducted one-on-one, put managers in the solution seat, and provide focus on top performers.
To be most effective, stay interviews must be implemented as a process rather than a one-time, solitary event. This process includes assigning managers retention goals, providing stay interview training to build probing skills, training managers to build effective, individualized stay plans, and forecasting how long each employee will stay.
What You’ll Learn
The value and limitations of employee surveys as they provide data but not solutions.
Study data that drives home the importance of supervisor effectiveness as the linchpin that drives each individual employee’s engagement and retention.
The value and techniques for converting engagement and retention to dollar values rather than continue to report them only as scores and percentages which fail to drive executive action.
Specific stay interview tools including questions to ask, data to record, and potential solutions.
The four required skills leaders must learn to make their interviews successful.
How to develop a tool to forecast employee turnover based on interview results.
This session is based on the presenter’s book, The Power of Stay Interviews for Engagement and Retention, which is Society for Human Resources Management’s top-selling book in history.
Making The Business Case For Online Employee TrainingBizLibrary
Whether you’re doing traditional employee training or have yet to jump into the world of employee training, the fact remains… something is holding you back from investing in online training in the first place.
Maybe you see online training as too expensive, too difficult to implement, too complicated, too difficult to measure… we get it, it looks like a big mountain to climb. But with the pace of change in the modern workplace accelerating faster than ever and the need to maintain a competitive advantage becoming a major factor in whether or not a business fails or succeeds, online employee training has never been more important.
Join us as CEO of BizLibrary, Dean Pichee, outlines why you should invest money in training in the first place and discusses how much to invest, how to determine ROI on what you invest, tips and tricks for getting the most out of your online training program and techniques for getting budget approval from leadership.
In this webinar, you'll learn:
Why you should invest money into an online training program and what the expected ROI should be
Find out how much you should be investing in training
How to get the max ROI out of your training investment
How to present training to your C-Level and get budget approval
It is increasingly important to focus on keeping a strong employee base while appealing to new talent. During this educational webinar, Ceridian CHRO Sara Hill discussed the following:
Benefits of achieving Employer of Choice status
Evaluating your current workplace environment
Adapting the five winning traits in your organization
Learning from Employers of Choice
How to Measure the Impact of Employee Soft Skills Training | Webinar 06.02.15BizLibrary
Why do organizations struggle with measuring the impact of their soft skills training? We know that improved communications skills make our colleagues better sales professionals, HR professionals, customer service professionals, etc. But getting to actual proof of this “knowledge” isn’t always easy.
In this session, we will explore a range of soft skills training and development challenges, and we will provide a framework for building a measurement and metrics methodology to capture the business benefits and impact of improved performance in soft skills.
www.bizlibrary.com
This guide describes four steps any company can take to get the most from an elearning investment.
Business leaders increasingly recognize that providing employee training is critical to success. Companies worldwide use instructional content available on demand to build elearning programs that drive positive outcomes.
More than 40 percent of global Fortune 500 companies had embraced elearning strategies in 2013 (Ibis Capital). That same year, elearning was a $56.2 billion industry. This was expected to more than double by the end of 2015 (Global Industry Analysts).
Tremendous benefits result from elearning—chief among them improving employee performance and productivity, aligning expertise with business objectives, and providing consistent and scalable training to a dispersed workforce.
Learn more: http://www.lynda.com/Education-Elearning-training-tutorials/1792-0.html
How to Gain and Retain Employees with Training and DevelopmentBizLibrary
In this webinar we’ll discuss 5 best practices with training and development to gain and retain your employees, including:
Develop leadership skills of your managers
Clearly define expectations
Ensure training goals are aligned with company objectives
How to deliver training based on your employees’ preferences
Recognize and reward
www.bizlibrary.com
Measuring the Impact of Employee Soft Skills TrainingBizLibrary
Why do organizations struggle with measuring the impact of their soft skills training?
We know that improved communications skills make our colleagues better sales professionals, HR professionals, customer service professionals, etc. But getting to actual proof of this “knowledge” isn’t always easy.
What You’ll Learn:
Common soft skills training and development challenges
How content should be delivered to achieve maximum benefit
How to build a framework for measurement of business benefits of soft skills
4 Ways to Communicate Compensation That Drive Strategic OutcomesBambooHR
Compensation is one topic that we can be unsure how to communicate. This webinar shares important research on the why communicating compensation correctly is so important and how to do it so that it drives strategic outcomes.
This presentation is about Employee Engagement Survey process and how it is carried out in the organisation. This presentation takes demo figures for understanding of the presentation
Workforce volatility can profoundly impact productivity for individuals, departments or across entire organizations. From competitive job markets to rising employee turnover, there’s a common way employers of any size, in any industry, can overcome these workforces challenges – strategic compensation.
Learn to Actually Engage Your Employees Why 87 Trillion Isn't Enough biz libraryBizLibrary
Despite soaring profits and unprecedented business successes, employers across the globe continue to struggle with engaging their employees; studies find the average rate for employee engagement hovers around just 15 percent in the United States.
In this program, Derek Smith of BizLibrary will help you understand the true value of an engaged employee. He will offer models and practical strategies that will optimize your organization to achieve increased employee engagement.
You will learn:
The importance of engaging employees, and why higher engagement will help you improve business outcomes
Why employee engagement is not a business challenge - understanding its root causes
Research-based working theories about what engages employees
Strategies that you can take and apply to increase engagement at your organization
How to Improve Engagement Through Better Teamwork (and It's Not Through "Team...TalentMap
A sense of team and camaraderie is one of the most important determinants of employee engagement. For the employee, good team spirit work creates that crucial sense of belonging which provides the emotional bond to the organization, which is a precursor to engagement. In turn, good team spirit creates an environment of cooperation and collaboration which improves productivity and output.
Tm webinar june__improving engagement at eia_final_25jun15TalentMap
In 2014, EIA conducted its first employee engagement survey with TalentMap. The results clearly showed that stresses and change over the previous year had taken their toll on employee engagement, which was 11% below the benchmark average. Less than one year later, a subsequent “pulse” survey showed significant improvement in engagement, and double-digit increases in the key drivers of engagement which were actioned.
5 Ways to Prepare Your Organization for a Successful 2020BizLibrary
It’s that time of year again, time to start planning for next year!
As we approach the final months of 2019, it’s helpful to use this year’s successes to create a plan for next year and beyond. But, that can be easier said than done. With an abundance of opinions from leadership and staff and data collected from research, it’s overwhelming trying to prioritize what needs to be done. And when things get overwhelming, it often leads to nothing taking priority.
You don’t have to figure out this plan alone! Join Libby Mullen from BizLibrary and JD Conway from BambooHR as they discuss five strategies every company should use. These strategies come from simple concepts that you can easily implement at your organization to put you on the path to success.
During this webinar you’ll learn:
- Why culture is an important factor for any successful company, and how to align culture to company goals.
- How continually supporting your employees throughout the employee journey makes it easier to plan for the future.
- A five-part game plan that will guide you to organizational success in 2020.
How HR Can Balance Compliance Vision and the Employee ExperienceBizLibrary
Gratitude is a rare thing to receive in human resources. Traditionally, HR’s role in many organizations was to do their best to keep up with paperwork and other tactical requirements of compliance issues, leading employees to see HR as disciplinarians and leadership to see HR as an obstacle to overcome.
But now that HR has the technological bandwidth to handle these compliance tasks, employees and leaders are expecting more. HR has to strike a balance between three competing roles: employee advocate, strategic partner, and compliance facilitator. The workforce continues to put emphasis on wanting to work for companies that will invest in their professional development, and companies are constantly in a battle for top talent. This puts HR in a unique position—they become the bridge between their leadership’s vision and the employee experience, doing their best to protect the organization and support everyone’s future in it. The new HR professional can’t just react to issues—they need the knowledge and tools to become a strategic resource for their organizations.
Join Libby Mullen from BizLibrary and Cassie Whitlock from BambooHR as they discuss how HR professionals can balance the demands of legal, leadership, and employee concerns. We’ll cover four key facets where HR’s efforts will be the key factor in producing desirable results, like increased employee engagement, higher productivity, and strong company culture. With this new mindset, HR will finally have the time, know-how, and buy-in to focus on the human side of human resources.
During this webinar, we will discuss:
How HR professionals can break free of stereotypes and become strategic partners within their organizations.
Four areas of your organization that can generate higher profits and happier employees when HR is viewed as an employee advocate.
The benefits of HR being able to hand over the torch to managers when it comes to giving individuals feedback and recognition.
The overall positive effect this transformation of the HR role can have on an entire organization and how to get your organization on board.
Re-evaluating Your Organization's Skill Gaps BizLibrary
Many companies have fallen victim to the ominous skills gap – but only because it’s easier to place blame somewhere else than to address the issue head on. If you’re struggling to find qualified candidates, you might need to take a deeper look at your organization and ask some pointed questions. Are there areas of the recruiting process that are leading to skill gaps? Has a formal assessment been done to uncover skill gaps? Are you using modern learning methods to bridge gaps by upskilling your current workforce?
Join Katie Miller from BizLibrary in this SHRM webcast to re-evaluate potential root causes of your organization’s skill gaps and discuss what can be done to fill them efficiently. In this webinar, you will learn:
- The factors that could be contributing to your skill gaps, and how to find and address the root causes
- How to re-evaluate what a “qualified candidate” is in order to create more relevant and realistic talent expectations
- How to start uncovering your organization’s skill gaps with a formal assessment
- How to use modern training methods to bridge skill gaps by upskilling your workforce
Employee retention is a critical issue facing today's organizations, and the competition for talented people is tougher than it has ever been! Replacing an employee can cost your company money, but more importantly, it costs time. Join BizLibrary and learn how to keep your best employees while gaining new talent with these five best practices:
- Develop the leadership skills of your managers
- Clearly define expectations
- Ensure training goals are aligned with company objectives
- Deliver training based on your employees' preferences
- Recognize and reward
Attendees will learn:
-How to maximize employee retention despite challenges
-Key training and development best practice that are easy to -implement to increase employee retention
-How to attract top talent
The Power of Stay Interviews for Employee Engagement & RetentionBizLibrary
At first glance, stay interviews seem way too simple. Can managers really keep employees longer and cause them to work better, just by asking how they can help?
The answer is “yes”, and research tells us stay interviews can drive turnover down by 20% and more, and also improve employee engagement.
The reason is simple: Stay interviews help managers build trust with their teams. Well-respected research calls out these findings:
Voluntary turnover is skyrocketing in the U.S
Employee engagement has been flat for 15 years
Companies continuously survey employees and implement new programs to “fix” things
…All while employees most want a manager they can trust.
In fact, U.S. companies spend $1.5 billion each year to fix engagement but work around managers rather than through them…and hence make no progress at all.
Stay interviews offer retention and engagement solutions that cannot be achieved with employee surveys or exit surveys. These interviews are conducted one-on-one, put managers in the solution seat, and provide focus on top performers.
To be most effective, stay interviews must be implemented as a process rather than a one-time, solitary event. This process includes assigning managers retention goals, providing stay interview training to build probing skills, training managers to build effective, individualized stay plans, and forecasting how long each employee will stay.
What You’ll Learn
The value and limitations of employee surveys as they provide data but not solutions.
Study data that drives home the importance of supervisor effectiveness as the linchpin that drives each individual employee’s engagement and retention.
The value and techniques for converting engagement and retention to dollar values rather than continue to report them only as scores and percentages which fail to drive executive action.
Specific stay interview tools including questions to ask, data to record, and potential solutions.
The four required skills leaders must learn to make their interviews successful.
How to develop a tool to forecast employee turnover based on interview results.
This session is based on the presenter’s book, The Power of Stay Interviews for Engagement and Retention, which is Society for Human Resources Management’s top-selling book in history.
Making The Business Case For Online Employee TrainingBizLibrary
Whether you’re doing traditional employee training or have yet to jump into the world of employee training, the fact remains… something is holding you back from investing in online training in the first place.
Maybe you see online training as too expensive, too difficult to implement, too complicated, too difficult to measure… we get it, it looks like a big mountain to climb. But with the pace of change in the modern workplace accelerating faster than ever and the need to maintain a competitive advantage becoming a major factor in whether or not a business fails or succeeds, online employee training has never been more important.
Join us as CEO of BizLibrary, Dean Pichee, outlines why you should invest money in training in the first place and discusses how much to invest, how to determine ROI on what you invest, tips and tricks for getting the most out of your online training program and techniques for getting budget approval from leadership.
In this webinar, you'll learn:
Why you should invest money into an online training program and what the expected ROI should be
Find out how much you should be investing in training
How to get the max ROI out of your training investment
How to present training to your C-Level and get budget approval
It is increasingly important to focus on keeping a strong employee base while appealing to new talent. During this educational webinar, Ceridian CHRO Sara Hill discussed the following:
Benefits of achieving Employer of Choice status
Evaluating your current workplace environment
Adapting the five winning traits in your organization
Learning from Employers of Choice
How to Measure the Impact of Employee Soft Skills Training | Webinar 06.02.15BizLibrary
Why do organizations struggle with measuring the impact of their soft skills training? We know that improved communications skills make our colleagues better sales professionals, HR professionals, customer service professionals, etc. But getting to actual proof of this “knowledge” isn’t always easy.
In this session, we will explore a range of soft skills training and development challenges, and we will provide a framework for building a measurement and metrics methodology to capture the business benefits and impact of improved performance in soft skills.
www.bizlibrary.com
This guide describes four steps any company can take to get the most from an elearning investment.
Business leaders increasingly recognize that providing employee training is critical to success. Companies worldwide use instructional content available on demand to build elearning programs that drive positive outcomes.
More than 40 percent of global Fortune 500 companies had embraced elearning strategies in 2013 (Ibis Capital). That same year, elearning was a $56.2 billion industry. This was expected to more than double by the end of 2015 (Global Industry Analysts).
Tremendous benefits result from elearning—chief among them improving employee performance and productivity, aligning expertise with business objectives, and providing consistent and scalable training to a dispersed workforce.
Learn more: http://www.lynda.com/Education-Elearning-training-tutorials/1792-0.html
How to Gain and Retain Employees with Training and DevelopmentBizLibrary
In this webinar we’ll discuss 5 best practices with training and development to gain and retain your employees, including:
Develop leadership skills of your managers
Clearly define expectations
Ensure training goals are aligned with company objectives
How to deliver training based on your employees’ preferences
Recognize and reward
www.bizlibrary.com
Measuring the Impact of Employee Soft Skills TrainingBizLibrary
Why do organizations struggle with measuring the impact of their soft skills training?
We know that improved communications skills make our colleagues better sales professionals, HR professionals, customer service professionals, etc. But getting to actual proof of this “knowledge” isn’t always easy.
What You’ll Learn:
Common soft skills training and development challenges
How content should be delivered to achieve maximum benefit
How to build a framework for measurement of business benefits of soft skills
4 Ways to Communicate Compensation That Drive Strategic OutcomesBambooHR
Compensation is one topic that we can be unsure how to communicate. This webinar shares important research on the why communicating compensation correctly is so important and how to do it so that it drives strategic outcomes.
This presentation is about Employee Engagement Survey process and how it is carried out in the organisation. This presentation takes demo figures for understanding of the presentation
Employee Training and Development: How to Measure Effectiveness and Impact - ...BizLibrary
According the ASTD 2013 State of the Industry, overall spending on employee training in U.S. organizations is $164 billion, the average cost per learning hour used is $89 and the cost per learning hour available is $1,772.
How can we make sure the investment of time and resources is making a positive business impact? How can we measure the effectiveness of our training initiatives?
In this webinar we'll review:
Training metrics - where we've been and where we're going
How to determine goals and key indicators
How to create a measurement plan for your program
www.bizlibrary.com/webinars
LinkedIn provided a course at how to win the retention game? finding the perfect employee for the job is a very hard task, despite some saying everyone is replaceable, read here why and how to win back your loyal employees and how to retain others.
How to get buy-in for your people analytics from the boardroom and beyond.The Happiness Index
This talk at the Mission Critical HR Analytics conference in London looked to help HR professionals with their people analytics, most importantly - how to get buy-in for their program from their board as well as their staff. The presentation covers:
- Engaging teams from the outset
- Securing buy-in from the boardroom by making data relevant
- Getting the frequency, language and questions right
- Improving response rates for maximum insight
- Building trust internally – anonymous vs. identified responses
- Best practice for creating a compelling employee engagement strategy
How to use perks to increase employee retentionComptPerks
Read about tactics and tips for People Operations/HR folks to improve the employee experience. Give your employees meaningful, personalized perks and watch their engagement and productivity increase.
Learn more on www.Compt.io
10 ways to build stronger, more successful teams. Be a better manager. Weekdone.com
How to be a better manager, a top leader for your team? See the practical steps in the new Weekdone (http://weekdone.com/) infographic below.
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These are all practical suggestions. You can implement them in your team already today. Try them out, if you haven't. Start by saying something nice to one of your team members right now.
For some of these actions, using Weekdone team management tool can save you a lot of hours. It will automate the best practices in just one click. Give it a go for free at: http://weekdone.com/
See the related infographic: https://blog.weekdone.com/10-ways-build-stronger-successful-teams-infographic/
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Sankar Venkatraman, Global Product Evangelist
The Power of Stay Interviews for Employee Engagement & RetentionBizLibrary
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This webinar presentation looks at ways to build the case for employer branding. The third in our 30+3 webinar series, Creating Employer Brand Value delves into critical employer brand planning elements including employer brand value and ROI.
Strategic Human Resource
Management Plan
NAME OF YOUR COMPANY
Your Name
Date, 2015
AMP-434
Instructor T. Love
TABLE OF CONTENTS
Section 1 #
Introduction #
background & history #
section 2 #
corporate statements #
Mission #
Vision #
Values #
section 3 #
SWOT Analysis #
Strengths #
Weaknesses #
Opportunities #
Threats #
section 4 #
organizational strategy action plan #
SMART Goals #
section 5 #
conclusion #
GRAND CANYON UNIVERSITY SCENARIO GENERATOR
Module 6 Scenario: Performance Management Cycle
Type: Family Business
Size: Medium Size Company
Sector: Flower Shop
Funding: Investors/Lenders
Stakeholders:
Investors/Lenders
Decision makers:
Managers
Formal organization:
LLC
Human Resources Department:
Pay-for service arrangement: temporary agency
Stage in Organizational Lifecycle:
Birth
THESE ARE THE GIVEN CONSTRAINTS:
ORGANIZATIONAL BACKGROUND:
Founded in: 1963
Dedicated to: The company thrives to provide the best possible
experience to all of its business partners and clients.
Culture Our culture is akin to that of a small family. All our
employees are partners in the business, share our success, and help us
sustain the core values that make us successful.
Structure: Our organization is very flat and consists of three tiers:
owners, managers, and non-manager employees.
Mission statement: To ensure that each customer receives prompt,
professional, friendly, and courteous service. To maintain a
professional and friendly environment for our cusotmers and staff. To
provide at a fair price using only quality components. To ensure that
all customers and staff are treated with the respect and dignity they
deserve. To thank each customer for the opportunity to serve them. By
maintaining these objectives we shall be assured of a fair profit that
will allow us to contribute to the community we serve.
Vision statement: Within the next five years, we will become a leading
provider of products and services to small businesses by providing
page 1 / 4
customizable, user-friendly solutions scaled to small business needs.
INTEGRITY: By dealing honestly with our clients, staff, vendors and
community.
RESPONSIBILITY: By considering the environment in which we do
business, community views and the common good.
PROFITABILITY: By being aware that an appropriate level of profit is
necessary to maintain our business and allow our values to continue to
be observed.
Values statement: In conducting our business, we will realize our
vision by performing our affairs so that our actions provide
confirmation of the high value we place on:
Present goals: To reduce delivery and distribution time of products
and services. To reduce the number and frequency of customer
complaints, and to improve the response time of customers inquiries.
Past goals: To reduce employee turnover by 20 percent by introducing a
new employee assistance program. To improve productivity by
implementing a company-wide tra.
Employee referrals have proven to be one of the top ways for organizations to acquire top talent. Benefits of an Employee Referral Program (ERP)
Whether your organization is tuning up or just beginning to put an employee referral program in place, here are a few important keys to success to help launch and promote your employee referral program (ERP).
2. THECHALLENGE:
• More than 70% of employees are disengaged at work
• Low morale, low productivity, high absenteeism, and increased turnover are growing
• As a result, U.S. corporations are losing millions of dollars each year
THESOLUTION:Employee Engagement Using Recognition
*Source: HR Solutions International Normative 2010
*Source: Bob Nelson, The 1001 Rewards and Recognition Field Book
*
2
THE PAYOFF:
• 16% more profitable
• 18% more productive employees
• 12% increase in customer engagement
• 37% less absenteeism in employees
3. Where do you begin?
When can you start?
Right now.
With this guide, you can begin
engaging your employees NOW!
The process is outlined here – it is simple
and easy from beginning to end.
Who is this for?
3
Right here!
Turn the page to learn how painless, yet
effective, it is to administer an employee
engagement program using symbolic awards!
Leaders
who
desire a
highly engaged
workforce.
5. got it?
good.
Now flip the page
to get started!
1
3
25 Direction
where you want to go
Objectives Tracking ROI
Assessment
where you are
Employee Engagement Survey
Recognize
what to do
Types of Recognition Planning Symbolic Awards
Managers
who will get you there
Management Involvement
Communication
how to get there
Message Audience Timeline
4
5
7. EmployeeEngagementSurvey
Source: Buckingham and Coffman, First Break All The Rules:
What The World’s Greatest Managers Do Differently, 1999
1. Do I know what is expected
of me at work?
Never
Rarely
Sometimes
Most of the time
Always
2. Do I have the materials and
equipment I need to do my
work right?
Never
Rarely
Sometimes
Most of the time
Always
3. At work, do I have the
opportunity to do what I do
best everyday?
Never
Rarely
Sometimes
Most of the time
Always
4. In the last 7 days, have I
received recognition or
praise for doing well at work?
Yes
No
5. Does my supervisor or
someone at work seem to
care about me as a person?
Never
Rarely
Sometimes
Most of the time
Always
6. Is there someone at work
who encourages my
personal development?
Yes
No
7. At work, do my opinions
seem to count?
Never
Rarely
Sometimes
Most of the time
Always
8. Does the mission/purpose
of my company make me
feel my job is important?
Never
Rarely
Sometimes
Most of the time
Always
9. Are my co-workers
committed to doing
quality work?
Never
Rarely
Sometimes
Most of the time
Always
10. In the last 6 months, has
someone at work talked to
me about my progress?
Never
Rarely
Sometimes
Most of the time
Always
11. In the last year, have I had
the opportunity at work to
learn and grow?
Never
Rarely
Sometimes
Most of the time
Always
7
ASK ME!
For a digital
version of
this survey
10. 10
Record your
findings
consistently
so you can
compare
changes
over time.
Once your program starts, find out how effective
it is by asking your employees for input.
Collect data in the form of
numbers (quantitative)
and feedback (qualitative).
Qualitative
Customer Feedback
Focus Group Summaries
Testimonials Related to the Program
Impromptu Feedback
Employee Suggestions
Quantitative
Dollars Spent
Participation Rate
Changes in Turnover
Changes in Productivity
Changes in Customer Satisfaction Survey Scores
Changes in Employee Satisfaction Survey Results
DIRECTION:trackingyourprogress
ASK ME!Visit mywebsite formoreexamples
12. 12
THEPAYOFF:• 16% more profitable
• 18% more productive
employees
• 12% increase in
customer engagement
• 37% less absenteeism
in employees
ASK ME!For morestats to
present to your
CEO & CFO
15. 15
Training Topics:
• What behaviors to look for from employees
• What to say to an employee
• When and how often to recognize employees
• How to add impact using symbolic awards
Examples:
• I saw what you did…
• I appreciate it because…
• Here’s why it’s important…
• This is how it makes me feel (be specific)…
Recognize employees at least 1 time every 7-10 days
• Select an appropiate award that fits the
achievement
• Present the award while sharing about
the accomplishment
• Personalize the award to the recipient
The Outcome of Training:
• Higher engagement rates among employees
• Stronger manager-employee relationships
• Consistency established across departments and locations
• Corporate culture develops and strengthens
16. Good.Nowyouhaveyourmanagersbehindtheprogram.
Whatdoyouneedtodotoexecuteit?
16
4
COMMUNICATION:howtogetthere
How? Start by creating a 3-part communication plan to fit your organization.
Communicate: alert your employees of the program
and help them get involved.
1. Message: What do you want to communicate?
List the top three things you want members of
your organization to know about the program.
1.
2.
3.
2. Promote: How will your employees learn about the
program?
List the top three ways employees will become aware
of the program.
1.
2.
3.
ASK ME!
For a digital
version of a
CommunicationPlan
17. 17
Mo. 1
Mo. 2
Mo. 3
Mo. 4
Begin
Program
Planning
Examples:
• Posters
• Paycheck Stuffers
• Company Intranet
• Company Newsletter
• Department and Team Meetings
Informal Event:
Celebrate
Participation in the
Program with a
Simple Company
Event
Manager Meeting:
Identify Exemplary
Employees Based
on NominationsIntroduce
Program to
Managers
Introduce
Program to
Managers
Company Meeting:
Launch Program
on N
Collect
Employee or
Manager
Nominations
Hang
Program
Posters
3. Timeline: When will the program begin?
Create a timeline for the program, include all major milestones, and assign
deadlines for each of them. Below is a sample plan of a peer-to-peer program
for one quarter. Use this as a guide to create a timeline for the entire year.
Promote
the
Program
Train
Managers
Example:
Mo 4
ager Meeting:
ify Exemplary
loyees Based
oMo 2
Mana
Identi
Empl
Collect
Employee or
Manager
Promote
the
Program
18. Examples:
• Thank you cards
• Verbal comments
• Posting on the company social networking site
Examples:
• Monthly surprise mini-events for departments
- Impromptu pizza party to celebrate a big sale
• Weekly “WIN” moment by department
- 10-minute meeting to share a treat and
celebrate a success
Nowthatyouhaveallthetools,havesomefun
andrecognizeyourdeservingemployees.
18
5
RECOGNIZE:whattodo
1. Day-to-Day
• Frequent, on-going, and simple
• All employees and managers participate
- Recognize up, down, and across departments
• Every employee is eligible to be recognized
2. Informal
• Low-cost events/activities to celebrate an achievement or behavior
• All employees are eligible to be recognized. However, the number
can be limited based on company or department objectives
How to Recognize:
Here are 3 types of recognition and examples
19. 19
3. Formal
• Structured program
• Annual event
• Formal setting
• Nomination selection process with an awards ceremony
- Public recognition
- Criteria linked to the values and goals of the organization
• Small percentage of employees are recognized
Flip the page for
planning ideas
Examples:
• Annual years of service ceremony
• Sales travel incentive program
• Core Value Champion program
• Large scale company achievement
20. 20
RECOGNIZE:planningguidelines
Presentation Planning
Creating a recognition experience starts with a few simple
pieces that unite to form a nostalgic memory for the recipient. Set
the stage to create a great memory using the A.W.A.R.D. acronym:
• Award – Select an appropriate award that fits the achievement
and the personal taste of the recipient.
• Who –The person who directly oversees the recipient should
present the award.
• Authentic and Accurate – Present the award in an environment
that aligns with the recipient’s preference; some people prefer
public recognition while others desire less of the spotlight.
• Reflect – The person presenting the award should share
details of the accomplishment by specifically stating how the
recipient has made a difference.
• Distinguish – Be specific. The more specifically you can
describe the attributes of the recipient, the more meaningful the
presentation becomes, and the more enduring the memory.
Order of Events
Choosing the right award for a recipient is like picking
out an engagement ring. Every decision comes down to
the preference of the recipient. The style, design, shape,
artwork, and message should all reflect the recipient.
Keep this process simple by following these recommendations:
• Choose an award design the recipient will like.
• The magnitude of the achievement should dictate the
size and weight of the award - larger awards are meant
for more significant achievements.
• Include a sincere message on the award.
• Personalize the award with recipient name and date of event.
• Incorporate the company logo subtly.
You will make a one-time investment in an award, but the
recipient will yield a return multiple times over. So choose
specifically and on purpose.
Reward:
Your organization benefits from formal recognition
the most - especially when a symbolic award is
part of the presentation.
ASK ME!For awardideas for yournext formalevent
21. Outstanding
Teamwork
Leadership
Quality
Rising Star
Success
Years of Service
Sales Achievement
Outstanding Performance
Recognition
Customer AppreciationSafetyVolunteerism
Retirement
Above & Beyond
Teamwork
Leadership
Quality
Rising Star
Success
Years of Service
Excellence
Sales Achievement
SafetyVolunteerism
Retirement
Beyond
Teamwork
Leadership
Quality
Rising Star
Success
Years of Service
Excellence
Sales Achievement
Outstanding Performance
Recognition
Customer AppreciationSafetyVolunteerism
Retirement
Above & Beyond Above
Teamwork
Leadership
Quality
Rising Star
Success
Years of Service
Excellence
Sales Achievement
Outstanding
SafetyVolunteerism
Retirement
Excellence Symbolicawardsturnemotionsintomemories
A Recognition Award is a symbol - a physical reminder of a meaningful
achievement. For many, the award symbolizes the emotion, effort, and
personal sacrifice required to reach such a significant milestone.
22. 22
Injust5easystepsyouhaveaplan
toengageyourentireworkforce
usingsymbolicawards.
Well,thereyouhaveit.
Now go to the next page
for a real life example
of a program that works!
1
3
25 Direction
where you want to go
Tracking ROI
Assessment
where you are
Employee Engagement Survey
Recognize
what to do
Types of Recognition Planning
Symbolic Awards Objectives
Managers
who will get you there
Management Involvement
Communication
how to get there
Message Audience Timeline
4
23. 23
1 2
Assessment - where you are
To begin, all employees received an employee
engagement survey at the start of the year. The
results of the survey revealed that employees did
not relate to the company mission, purpose, or
values. Many employees were not able to pick
out the company mission from a list of options.
As a result of the survey, leaders of the technology
firm re-defined the purpose of the organization
and dedicated themselves to changing the
culture in order to align with their employees.
They believed this change would indirectly lead
to increased customer satisfaction levels.
Direction - where you want to go
As a result of the survey, the leadership team decided they
needed to clearly communicate the company’s vision and its
corporate values to create a foundation for their internal
brand. Their goal was to have all employees clearly under-
stand and believe in the corporate vision as well as align with
the corporate values; they felt this could be accomplished
using symbolic recognition.
The following objectives were formed; their goal was to
achieve each in a 12-month period:
• Increase employee understanding of the company
vision, purpose and values by 50%
• Increase employee engagement to the company by 30%
• Increase customer satisfaction ratings by 23%
REALLIFEEXAMPLE: creatinganengagedworkforce
Building a stronger corporate culture through employee engagement using symbolic awards
Situation
A technology company received consistently low satisfaction ratings from both its employees and customers. The leaders of the
organization reviewed possible solutions and decided they would focus on building a stronger internal brand to increase employee
engagement. To understand their employees better, the leaders of the organization utilized this simple 5-step plan. This 5-step plan
provided the framework the leaders needed to change their corporate culture and do business more effectively, with better results.
24. 24
3
Managers - who will get you there
Initially, the managers working for this
technology firm resisted the implementation
of the engagement program. However, after
some training, the managers became convinced
employee engagement would ultimately
affect the low customer satisfactions scores.
The organization initiated a series of three
training sessions. The first session focused
on teaching the managers the basics of
human needs, using Maslow’s Hierarchy of
Needs. After this session, managers were
better able to identify the needs of each
employee and understood how to best recognize
each individual. The second session focused
on the types of recognition and how often a
manager needs to recognize their employees
to be effective. The last session was about
the specific programs the organization chose
to adopt and how the program should be
implemented and facilitated by each manager.
The combination of these thorough training
sessions created a management team that
could effectively recognize its employees
and keep their business units progressing
with ease.
5
4
Communication - how to get there
After the manager training was complete, the organization
launched the promotions for the engagement program. In
addition to the various posters hung in each department and
promotional messaging on the intranet, the leaders decided it
was important to host a kick-off event/party with an
all-company luncheon. At this event, leaders told employees
about the objectives of the program and encouraged their
participation. They were all invited to participate in a Corporate
Values Course. This course was a series of short presentations
about the company’s six core values.
Recognize - what to do
Presentations took place on a monthly basis. During these
presentations, leaders honored employees for attending the
Corporate Values Course. Each employee received a Glendale
Goal-Setter Award. The leaders chose this award for the
program because the large crystal panel beautifully displayed the
company purpose and values. Leaders awarded each employee
with a colored block that reinforced a corporate value. This
program was such a success, it continued for three years.
25. The Results
Over time, the corporate culture of this technology
company became unified. At the end of three
years:
• 70% of employees reported that they under-
stood the company vision
• 95% of employees could name the company
vision, purpose, and values with accuracy
• Business units worked together with more
efficiency and productivity. As a result,
operation costs were reduced
• Customer satisfaction ratings increased by
60 percent
Most importantly, the program made the most
impact with the customer service representatives.
These individuals provided better service as a
result from the consistent recognition.
25
ASK ME!For morereal-lifeexamples