Learn how recognition will be used to support learning and development, and health and well-being initiatives, with employers using such programmes as a reward for good performance, or to promote such schemes by rewarding staff who engage with them.
Webinar: 7 Employee Experience Trends That Will Dominate 2019 Limeade
In this 60-minute webinar, industry experts Henry Albrecht, Limeade CEO and Jason Lauritsen, Keynote Speaker, Author, and Employee Engagement Expert, will share the trends that are transforming HR and elevating people programs from siloed to business-critical.
The document discusses strategies for engaging employees in local government organizations. It provides examples of how Wychavon District Council in England improved employee engagement, which led to better performance and higher resident satisfaction. The key points discussed are:
1. Strong leadership, good communication, and making staff feel valued are critical for engagement.
2. Wychavon implemented initiatives like clear strategies, autonomy for managers, appreciation of employees, and listening to staff.
3. Performance improved as engaged staff were more motivated, productive, and provided better customer service.
Employee experience is one of the biggest buzzwords in the HR industry today. But what exactly is the employee experience? How is it different from company culture or employee engagement? Is this just another fad in the industry -- or is it a must-know topic for the C-Suite?
Harvard Business Review found that organizations that invested in their employee experience had more than four times the average profit and more than two times the average revenue. Companies that invest in the employee experience have happier employees, larger talent pipelines, greater profitability and are outperforming their competitors.
In this presentation, Henry Albrecht, CEO at Limeade, and Jason Lauritsen, Speaker, Author and Consultant, will:
- Break down the employee experience and why it’s important
- Walk through the employee experience journey and the moments that shape how we feel about work
- Cover a step-by-step approach to build a highly intentional employee experience at your organization
Newman Human Resources. Your Best 10 MinutesFrank Newman
Frank Newman was one of the speakers presenting at the recent annual HRPA Conference in Toronto. This 3 day conference, the largest for HR professionals in Canada, attracts 2,500 participants from across Canada.
His presentation, the Best 10 Minutes in Your Day, asks the question, “if you only had 10 minutes a day to change workplace behaviours from indifferent to committed, what would you do?”
2017 UK Employee Engagement Conference in association with People InsightMatt Manners
This is the collection of the majority of presentations shared to a captive audience in London on March 01, 2017. They cover UK finalists & winners of the coveted Employee Engagement Awards, as well as, thought leading experts in CX, Performance & Recognition.
This document discusses the importance of employee engagement for businesses. It defines employee engagement as the emotional attachment employees feel towards their work, role, colleagues, and company culture. Research shows that higher employee engagement leads to increased productivity, customer satisfaction, employee retention, and company profits. The document recommends that businesses focus on senior leadership behavior, manager support, effective communication, and dedicating proper time to employee engagement initiatives in order to create an engaged workforce.
Limeade has worked around the clock, consulting doctors and heeding the advice of subject matter experts to launch new activities that are now available to incorporate into your customer experiences. We encourage you to join us for this webinar where we’ll be sharing best practices to support employees with care during times of crisis.
The 9 Circles of Employee Engagement Hell Globoforce
This document provides an escape plan for addressing employee disengagement and lack of alignment in organizations. It identifies 8 key reasons for disengagement: 1) Stagnation, 2) No Alignment, 3) Lack of Support, 4) Budget, 5) Wrath, 6) Heresy, 7) Lack of Respect and Relationships, and 8) Fraud. For each reason, it summarizes relevant data and proposes ways to address the issues to increase engagement, such as focusing on learning and development, building a strong employer brand, and investing in employee recognition programs.
Webinar: 7 Employee Experience Trends That Will Dominate 2019 Limeade
In this 60-minute webinar, industry experts Henry Albrecht, Limeade CEO and Jason Lauritsen, Keynote Speaker, Author, and Employee Engagement Expert, will share the trends that are transforming HR and elevating people programs from siloed to business-critical.
The document discusses strategies for engaging employees in local government organizations. It provides examples of how Wychavon District Council in England improved employee engagement, which led to better performance and higher resident satisfaction. The key points discussed are:
1. Strong leadership, good communication, and making staff feel valued are critical for engagement.
2. Wychavon implemented initiatives like clear strategies, autonomy for managers, appreciation of employees, and listening to staff.
3. Performance improved as engaged staff were more motivated, productive, and provided better customer service.
Employee experience is one of the biggest buzzwords in the HR industry today. But what exactly is the employee experience? How is it different from company culture or employee engagement? Is this just another fad in the industry -- or is it a must-know topic for the C-Suite?
Harvard Business Review found that organizations that invested in their employee experience had more than four times the average profit and more than two times the average revenue. Companies that invest in the employee experience have happier employees, larger talent pipelines, greater profitability and are outperforming their competitors.
In this presentation, Henry Albrecht, CEO at Limeade, and Jason Lauritsen, Speaker, Author and Consultant, will:
- Break down the employee experience and why it’s important
- Walk through the employee experience journey and the moments that shape how we feel about work
- Cover a step-by-step approach to build a highly intentional employee experience at your organization
Newman Human Resources. Your Best 10 MinutesFrank Newman
Frank Newman was one of the speakers presenting at the recent annual HRPA Conference in Toronto. This 3 day conference, the largest for HR professionals in Canada, attracts 2,500 participants from across Canada.
His presentation, the Best 10 Minutes in Your Day, asks the question, “if you only had 10 minutes a day to change workplace behaviours from indifferent to committed, what would you do?”
2017 UK Employee Engagement Conference in association with People InsightMatt Manners
This is the collection of the majority of presentations shared to a captive audience in London on March 01, 2017. They cover UK finalists & winners of the coveted Employee Engagement Awards, as well as, thought leading experts in CX, Performance & Recognition.
This document discusses the importance of employee engagement for businesses. It defines employee engagement as the emotional attachment employees feel towards their work, role, colleagues, and company culture. Research shows that higher employee engagement leads to increased productivity, customer satisfaction, employee retention, and company profits. The document recommends that businesses focus on senior leadership behavior, manager support, effective communication, and dedicating proper time to employee engagement initiatives in order to create an engaged workforce.
Limeade has worked around the clock, consulting doctors and heeding the advice of subject matter experts to launch new activities that are now available to incorporate into your customer experiences. We encourage you to join us for this webinar where we’ll be sharing best practices to support employees with care during times of crisis.
The 9 Circles of Employee Engagement Hell Globoforce
This document provides an escape plan for addressing employee disengagement and lack of alignment in organizations. It identifies 8 key reasons for disengagement: 1) Stagnation, 2) No Alignment, 3) Lack of Support, 4) Budget, 5) Wrath, 6) Heresy, 7) Lack of Respect and Relationships, and 8) Fraud. For each reason, it summarizes relevant data and proposes ways to address the issues to increase engagement, such as focusing on learning and development, building a strong employer brand, and investing in employee recognition programs.
Driving a Culture of Employee RecognitionGloboforce
Learn how to create a culture of recognition in this December 2013 webinar featuring Globoforce's Derek Irvine and Madeline Laurano of the Aberdeen Group.
Employee Onboarding : Statistics you need to knowElodie A.
Learn everything you need to know about employee onboarding and how to ensure that each new hire is successful with this complete guide.
Content by Officevibe, the simplest tool for a greater workplace.
Read more on our website:
https://www.officevibe.com/employee-engagement-solution/employee-onboarding
Download your free checklist of the perfect onboarding:
http://bit.ly/2jVcIzO
Chek our product!
https://www.officevibe.com/
Uncovering the Powerful Connection Between Engagement and InclusionLimeade
This webinar with Dr. Laura Hamill, Chief People Office and Chief Science Officer and Dr. Julianne Tillmann, Director of Research, and Mari Hegyi, Direction, People Team at Limeade will dive into the latest research on the interplay between employee engagement and inclusion. We will cover how organizational leaders can support engagement and inclusion at a higher cultural level and share tactical approaches HR professionals can use on a day-to-day basis.
There's a science to creating a highly engaged organization. In this Slideshare, discover the strategies of leaders who are already using real-time people data to drive sustainable employee engagement.
This document provides an agenda and materials for an employee engagement event. The event includes presentations on topics like the business case for employee engagement, engaging leadership perspectives, and how engagement impacts customer satisfaction. There are also sessions for networking, group discussions, and breaks. The goal of the event is to promote employee engagement through sharing knowledge and experiences.
The document summarizes key findings from a SHRM survey on employee recognition programs. It finds that the top workforce challenges organizations face are employee engagement (63%), retention (57%), and performance management (51%). Few organizations (42%) track engagement levels. Those that do are more likely to reward performance and acknowledge employees. Most organizations (76%) have recognition programs aligned with values. Those with programs are also more likely to reward and acknowledge employees. Few track return on investment of engagement programs.
Organizations have the opportunity to not only attract but enable tomorrow's workforce, and to do it better than everyone else. We'd like to invite you to take a look at some of our People Success predictions for 2020 and beyond.
Do You Struggle With Employee Recognition?Elodie A.
Recognizing employees is one of the most overlooked facets of managements that even great leaders sometimes forget about. Without a good employee recognition strategy, people will feel unappreciated and build up stress.
In fact, the number 1 reason why most Americans leave their jobs is that they don’t feel appreciated . The last thing you want is to have high employee turnover because of poor employee recognition.
Read Our Guide to Learn More:
https://www.officevibe.com/employee-engagement-solution/employee-recognition?utm_source=slideshare&utm_medium=social&utm_campaign=employee-recognition&utm_content=recognition-hubpage
Managing Employee Engagement through Organizational ChangeTalentMap
Our experience in working with hundreds of organizations shows that undergoing significant organizational change does not mean that employee engagement has to suffer as a result. Managed well, organizational change can drive big improvements in engagement. Yes, improvements! In fact, one client very recently achieved a 16% improvement in employee engagement while undergoing significant change and restructuring. How?
In this 30-minute webinar, you'll learn both the science and habits behind inclusion and valuable tools you can use to inspire and promote inclusive behaviors at your organization.
As employees continue to demonstrate low levels of engagement, organizations are increasingly asking themselves what they need to do differently to improve the talent experience. Bersin research shows that organizations with superior business, talent, and financial outcomes are not just making incremental changes to the talent experience, but are instead fundamentally rethinking it, focusing on creating a “systemic relationship with talent.” The end goal of this new approach is to create a talent experience for employees that makes them feel heard, valued, and supported throughout their employee lifecycle.
In this webcast, Stacia Garr, Madhura Chakrabarti, and Michelle Deneau share:
- The benefits of creating this new talent relationship
- Three areas organizations should focus on to create this new talent relationship as well as specific action steps to get started
- The implications of this new approach on how organizations assess employee engagement and act upon it
- Examples of how Intuit is creating this new talent relationship, focusing especially on employee engagement
This white paper examines the topic of employee happiness and engagement. It discusses how employee turnover and motivation impact business metrics like revenue and culture. While compensation is an important driver of engagement, employees also value work-life balance. Some companies are trying to improve engagement through perks, workplace flexibility, and creating positions focused on talent management and happiness. Tracking engagement allows companies to identify issues and priorities for building strategies to retain top talent.
Wellness –A Healthy Engagement: Organizational and Personal Fitness Deb Nystrom
V4: In a global, increasingly open, networked and social media savvy world, organizations are no longer the walled-gardens they once were. Learn what overt and subtle practices and signs differentiate the healthy, learning organizations and leader / team relationships from those that are struggling or declining.
Silence, apathy, and disengaged compliance, as well as subtle and overt workplace bullying and harassment, even when handled well, can mar an organization’s productivity for years.
Organizations like Glassdoor and others now publish employee nominated lists of pros and cons of great workplaces. It is also important to look beyond reported successes symptoms to find the deeper causes of what works and what doesn’t for leaders who want to fully use their staff talent to better handle complexity, including regulation, and to become more agile and “anti-fragile”, as well as innovative to not only survive, but thrive.
The Employee Experience: From Engagement to EnergyGlintInc
This document discusses how organizations can create an engaging employee experience to drive business performance. It highlights trends like the changing demographics in the workforce, the impact of technology, and how employees are feeling overwhelmed. Organizations are urged to focus on employee well-being, engagement, and development to create an irresistible workplace where people have energy and passion for their work. Factors like meaningful work, flexible work environments, learning and growth opportunities, transparency and trust in leadership are identified as important for employee vitality and performance. The use of feedback systems and a focus on culture, inclusion and purpose are presented as ways for organizations to build sustainable engagement.
How to Keep Employees Motivated at Work?Socialcast
This document discusses three levels of employee engagement - actively disengaged, disengaged, and engaged. Most American workers are disengaged. Gallup research found the least engaged groups are middle-aged, college-educated American men. The document recommends ways for employers to improve engagement, such as making employees' expectations and responsibilities clear, providing tools for success, valuing their opinions, and frequently recognizing good work. Non-financial motivators like praise from managers are more effective than financial incentives at engaging employees.
Did you know that employees rank reward and benefits as the third highest factor in influencing their loyalty?
Market innovators are using technology to unlock the power of reward, meaning the global benefits market is moving, and fast! There is real momentum for changing the emphasis of benefits away from reward, to wellbeing and experience, as well as a focus on shorter term needs which help promote a culture and working environment that people thrive in.
Findings from Thomsons Online Benefits latest global employer and employee research shows that organizations with a more mature strategy, powered by technology, are 60% more likely to have wellbeing strategies in place and have greater success in driving employee satisfaction.
With business impact like this to be gained, are you confident your benefits strategy enhances your EVP as effectively as it should, and could, do?
Understanding which total rewards elements are differentiators is a great start point to defining an EVP that resonates with employees and candidates. Total reward now integrates compensation and benefits with experiential components such as career development, health and financial well-being, and now increasingly on emotional elements, such as pride, affinity, and purpose. But to get the right blend of rewards – and highest ROI on your spend – you need to be up-to-date on the latest trends.
In this webinar, we’ll give you the inside track on these trends, backed up by insights from Thomsons’ and Mercer’s recent pieces of global research which demonstrate how benefits are changing within the wider landscape of total rewards.
We will also show you:
What market-leading organizations are doing with their total reward to retain the elusive top talent.
How you can utilize technology to manage your program to ensure you deliver exceptional employee experience at every touchpoint.
Tips on how to use this insight to influence your 2018 strategy.
How to Measure the Impact of a Great Employee Experience - 12/10/2019Limeade
Demonstrating the real value of well-being and engagement in the workforce is critical. Join us as we share a successful measurement framework and learn how to apply it to your organization.
1) Recognition has been proven to significantly increase employee performance, engagement, and retention according to a 10-year study of over 200,000 employees.
2) Companies that effectively recognize excellence enjoy returns that are 3 times higher than companies that do not recognize employees. They have higher operating margins, returns on equity, and returns on assets.
3) Even during a period with no pay raises or bonuses, recognizing employees led to a 15% increase in revenue and employee satisfaction at Walt Disney World.
Managing Talent In The 21st Century_extended versionTheMindGym
Talent management involves identifying and developing high potential individuals within an organization. Implementing an effective talent management strategy can increase a company's profits by $70-160 million over two to three years. There are three keys to 21st century talent management: defining talent as all human capital, identifying high potentials to accelerate their careers, and focusing on business critical roles. An effective new approach to talent management makes it difficult to join the program but provides incentives for participants to succeed and develop their skills.
How to get Executive Buy-in for Employee RecognitionGloboforce
Executive buy-in has been proven to make the critical difference in driving both the adoption and the effectiveness of your employee recognition program. But how do you engage the execs and obtain the support necessary to launch an effective program?
On Wednesday 28th February 2018 at #EBConnect18, Xexec's Jamie King delivered a talk on the link between engagement, reward, and recognition. Here are the slides from that presentation.
Using Social Recognition Technologies To Drive Broader HR Strategiesxexec_corporate
In November 2017, Jamie King, Xexec's Director of Global Rewards, delivered a presentation at REBA Innovation Day. The talk was on 'Using Social Recognition Technologies To Drive Broader HR Strategies' and covered the following areas:
- What is recognition
- Key HR strategic priorities
- Demographic shifts in the modern workforce
- The need for a social recognition strategy to engage all demographics
- Defining social recognition
- Types of social recognition technology and how they can help
- The key factor you must not forget when it comes to employing social recognition / R&R software
You can watch the presentation and download the accompanying slides here: https://info.xexec.com/video-using-social-recognition-to-drive-broader-hr-strategies
Driving a Culture of Employee RecognitionGloboforce
Learn how to create a culture of recognition in this December 2013 webinar featuring Globoforce's Derek Irvine and Madeline Laurano of the Aberdeen Group.
Employee Onboarding : Statistics you need to knowElodie A.
Learn everything you need to know about employee onboarding and how to ensure that each new hire is successful with this complete guide.
Content by Officevibe, the simplest tool for a greater workplace.
Read more on our website:
https://www.officevibe.com/employee-engagement-solution/employee-onboarding
Download your free checklist of the perfect onboarding:
http://bit.ly/2jVcIzO
Chek our product!
https://www.officevibe.com/
Uncovering the Powerful Connection Between Engagement and InclusionLimeade
This webinar with Dr. Laura Hamill, Chief People Office and Chief Science Officer and Dr. Julianne Tillmann, Director of Research, and Mari Hegyi, Direction, People Team at Limeade will dive into the latest research on the interplay between employee engagement and inclusion. We will cover how organizational leaders can support engagement and inclusion at a higher cultural level and share tactical approaches HR professionals can use on a day-to-day basis.
There's a science to creating a highly engaged organization. In this Slideshare, discover the strategies of leaders who are already using real-time people data to drive sustainable employee engagement.
This document provides an agenda and materials for an employee engagement event. The event includes presentations on topics like the business case for employee engagement, engaging leadership perspectives, and how engagement impacts customer satisfaction. There are also sessions for networking, group discussions, and breaks. The goal of the event is to promote employee engagement through sharing knowledge and experiences.
The document summarizes key findings from a SHRM survey on employee recognition programs. It finds that the top workforce challenges organizations face are employee engagement (63%), retention (57%), and performance management (51%). Few organizations (42%) track engagement levels. Those that do are more likely to reward performance and acknowledge employees. Most organizations (76%) have recognition programs aligned with values. Those with programs are also more likely to reward and acknowledge employees. Few track return on investment of engagement programs.
Organizations have the opportunity to not only attract but enable tomorrow's workforce, and to do it better than everyone else. We'd like to invite you to take a look at some of our People Success predictions for 2020 and beyond.
Do You Struggle With Employee Recognition?Elodie A.
Recognizing employees is one of the most overlooked facets of managements that even great leaders sometimes forget about. Without a good employee recognition strategy, people will feel unappreciated and build up stress.
In fact, the number 1 reason why most Americans leave their jobs is that they don’t feel appreciated . The last thing you want is to have high employee turnover because of poor employee recognition.
Read Our Guide to Learn More:
https://www.officevibe.com/employee-engagement-solution/employee-recognition?utm_source=slideshare&utm_medium=social&utm_campaign=employee-recognition&utm_content=recognition-hubpage
Managing Employee Engagement through Organizational ChangeTalentMap
Our experience in working with hundreds of organizations shows that undergoing significant organizational change does not mean that employee engagement has to suffer as a result. Managed well, organizational change can drive big improvements in engagement. Yes, improvements! In fact, one client very recently achieved a 16% improvement in employee engagement while undergoing significant change and restructuring. How?
In this 30-minute webinar, you'll learn both the science and habits behind inclusion and valuable tools you can use to inspire and promote inclusive behaviors at your organization.
As employees continue to demonstrate low levels of engagement, organizations are increasingly asking themselves what they need to do differently to improve the talent experience. Bersin research shows that organizations with superior business, talent, and financial outcomes are not just making incremental changes to the talent experience, but are instead fundamentally rethinking it, focusing on creating a “systemic relationship with talent.” The end goal of this new approach is to create a talent experience for employees that makes them feel heard, valued, and supported throughout their employee lifecycle.
In this webcast, Stacia Garr, Madhura Chakrabarti, and Michelle Deneau share:
- The benefits of creating this new talent relationship
- Three areas organizations should focus on to create this new talent relationship as well as specific action steps to get started
- The implications of this new approach on how organizations assess employee engagement and act upon it
- Examples of how Intuit is creating this new talent relationship, focusing especially on employee engagement
This white paper examines the topic of employee happiness and engagement. It discusses how employee turnover and motivation impact business metrics like revenue and culture. While compensation is an important driver of engagement, employees also value work-life balance. Some companies are trying to improve engagement through perks, workplace flexibility, and creating positions focused on talent management and happiness. Tracking engagement allows companies to identify issues and priorities for building strategies to retain top talent.
Wellness –A Healthy Engagement: Organizational and Personal Fitness Deb Nystrom
V4: In a global, increasingly open, networked and social media savvy world, organizations are no longer the walled-gardens they once were. Learn what overt and subtle practices and signs differentiate the healthy, learning organizations and leader / team relationships from those that are struggling or declining.
Silence, apathy, and disengaged compliance, as well as subtle and overt workplace bullying and harassment, even when handled well, can mar an organization’s productivity for years.
Organizations like Glassdoor and others now publish employee nominated lists of pros and cons of great workplaces. It is also important to look beyond reported successes symptoms to find the deeper causes of what works and what doesn’t for leaders who want to fully use their staff talent to better handle complexity, including regulation, and to become more agile and “anti-fragile”, as well as innovative to not only survive, but thrive.
The Employee Experience: From Engagement to EnergyGlintInc
This document discusses how organizations can create an engaging employee experience to drive business performance. It highlights trends like the changing demographics in the workforce, the impact of technology, and how employees are feeling overwhelmed. Organizations are urged to focus on employee well-being, engagement, and development to create an irresistible workplace where people have energy and passion for their work. Factors like meaningful work, flexible work environments, learning and growth opportunities, transparency and trust in leadership are identified as important for employee vitality and performance. The use of feedback systems and a focus on culture, inclusion and purpose are presented as ways for organizations to build sustainable engagement.
How to Keep Employees Motivated at Work?Socialcast
This document discusses three levels of employee engagement - actively disengaged, disengaged, and engaged. Most American workers are disengaged. Gallup research found the least engaged groups are middle-aged, college-educated American men. The document recommends ways for employers to improve engagement, such as making employees' expectations and responsibilities clear, providing tools for success, valuing their opinions, and frequently recognizing good work. Non-financial motivators like praise from managers are more effective than financial incentives at engaging employees.
Did you know that employees rank reward and benefits as the third highest factor in influencing their loyalty?
Market innovators are using technology to unlock the power of reward, meaning the global benefits market is moving, and fast! There is real momentum for changing the emphasis of benefits away from reward, to wellbeing and experience, as well as a focus on shorter term needs which help promote a culture and working environment that people thrive in.
Findings from Thomsons Online Benefits latest global employer and employee research shows that organizations with a more mature strategy, powered by technology, are 60% more likely to have wellbeing strategies in place and have greater success in driving employee satisfaction.
With business impact like this to be gained, are you confident your benefits strategy enhances your EVP as effectively as it should, and could, do?
Understanding which total rewards elements are differentiators is a great start point to defining an EVP that resonates with employees and candidates. Total reward now integrates compensation and benefits with experiential components such as career development, health and financial well-being, and now increasingly on emotional elements, such as pride, affinity, and purpose. But to get the right blend of rewards – and highest ROI on your spend – you need to be up-to-date on the latest trends.
In this webinar, we’ll give you the inside track on these trends, backed up by insights from Thomsons’ and Mercer’s recent pieces of global research which demonstrate how benefits are changing within the wider landscape of total rewards.
We will also show you:
What market-leading organizations are doing with their total reward to retain the elusive top talent.
How you can utilize technology to manage your program to ensure you deliver exceptional employee experience at every touchpoint.
Tips on how to use this insight to influence your 2018 strategy.
How to Measure the Impact of a Great Employee Experience - 12/10/2019Limeade
Demonstrating the real value of well-being and engagement in the workforce is critical. Join us as we share a successful measurement framework and learn how to apply it to your organization.
1) Recognition has been proven to significantly increase employee performance, engagement, and retention according to a 10-year study of over 200,000 employees.
2) Companies that effectively recognize excellence enjoy returns that are 3 times higher than companies that do not recognize employees. They have higher operating margins, returns on equity, and returns on assets.
3) Even during a period with no pay raises or bonuses, recognizing employees led to a 15% increase in revenue and employee satisfaction at Walt Disney World.
Managing Talent In The 21st Century_extended versionTheMindGym
Talent management involves identifying and developing high potential individuals within an organization. Implementing an effective talent management strategy can increase a company's profits by $70-160 million over two to three years. There are three keys to 21st century talent management: defining talent as all human capital, identifying high potentials to accelerate their careers, and focusing on business critical roles. An effective new approach to talent management makes it difficult to join the program but provides incentives for participants to succeed and develop their skills.
How to get Executive Buy-in for Employee RecognitionGloboforce
Executive buy-in has been proven to make the critical difference in driving both the adoption and the effectiveness of your employee recognition program. But how do you engage the execs and obtain the support necessary to launch an effective program?
On Wednesday 28th February 2018 at #EBConnect18, Xexec's Jamie King delivered a talk on the link between engagement, reward, and recognition. Here are the slides from that presentation.
Using Social Recognition Technologies To Drive Broader HR Strategiesxexec_corporate
In November 2017, Jamie King, Xexec's Director of Global Rewards, delivered a presentation at REBA Innovation Day. The talk was on 'Using Social Recognition Technologies To Drive Broader HR Strategies' and covered the following areas:
- What is recognition
- Key HR strategic priorities
- Demographic shifts in the modern workforce
- The need for a social recognition strategy to engage all demographics
- Defining social recognition
- Types of social recognition technology and how they can help
- The key factor you must not forget when it comes to employing social recognition / R&R software
You can watch the presentation and download the accompanying slides here: https://info.xexec.com/video-using-social-recognition-to-drive-broader-hr-strategies
Talent architecture ~ The Greenhouse Project 2017wjodrell
In today's business world, never has the Talent Architecture and its associated strategy & management processes been so important in large companies. Read what The Greenhouse Project has to say about it.
Using Assessments for Hiring and Retaining Good PeopleGregory P. Smith
Hiring and retaining good people is far better than constantly hiring, training and then replacing them all over again. Discover how using hiring assessments can help you build a better organization pleasing customers and clients.
Lessons learned from working with thousands of SMB clients - Entrepreneurs Organization presentation - EO New Jersey - Oct 2014.
Management in the Digital Age
We are entering an era of “Digital Darwinism,” when society and technology is evolving faster than many companies can adapt. More specifically, it is the way we manage people that has struggled to keep pace with the rate of change. We need to reinvent management
Using Radical Transparency to drive Accountability and Engagement
Despite good intentions, most EO business leaders make the same fundamental mistake when they set goals for their people. Learn what really works and what doesn’t in terms of engaging and motivating your people, and holding them accountable for performance - based on direct observations of more than 5000 clients.
Key Performance Indicators - the right way
Research shows that 92% of companies do a poor job of measuring KPI's. Learn how to choose and track the key measures that will drive the success of your current business model, and drive the key functional areas of your company (the outcomes for this workshop are even more powerful if other members of your leadership team are present)
RESULTS.com’s software gives them unique and privileged insights into the day to day operations of thousands of small-medium sized growth firms. We see what really works and what doesn’t in terms of strategy execution, goal setting, tracking performance, running effective meetings, engaging employees and holding them accountable.
To save you from spending several lifetimes trying to figure it all out for yourself, you can access these powerful (and often counter intuitive) insights in his workshop.
Problem with Soft Skills for Mid-Level People Leaders by Bailey Parnell, Skil...Bailey Parnell
I am currently undergoing a Doctorate of Education in Learning & Organizational Change. I am also the Founder & CEO of SkillsCamp, a soft skills development company. https://skillscamp.co
This doctoral assignment had us explore a problem relevant to our field through Eugene S. Bardach's Eightfold Path for More Effective Problem Solving.
The problem I chose to analyze was a lack of soft skills in mid-level managers that are preventing them from being effective people leaders.
This document summarizes key trends in the 2022 employee experience based on research from Qualtrics. The 4 trends discussed are:
1. There will be an exodus of leaders, especially female leaders, due to burnout from increased expectations. Leaders face pressure to drive diversity and inclusion in addition to business results.
2. Employees will demand better physical and digital workspaces to support hybrid work. Many are dissatisfied with their current office and technology experiences. Flexibility is important.
3. A lack of meaningful progress on diversity, equity, inclusion and belonging (DEIB) initiatives will no longer be tolerated. Employees want to see sustained actions, not just words, from leadership on DEIB.
This document provides information on managing and motivating millennials in the workplace. It discusses the characteristics of millennials and how they differ from other generations in areas such as leadership, feedback, and work-life balance. Tips are provided on managing millennials effectively, such as providing strong management, connecting work to a higher purpose, making recognition impactful, making work challenging and engaging, and leveraging technology. The document also discusses how millennials are entering management roles and the differences and similarities between millennials and the new Gen Z workers.
Finding and keeping great people has never been more important—or as competitive. As a result, once you’ve secured premier talent, the last thing you can afford to do is lose those employees. However, if your organization is like most, you are at risk of losing your key performers. There are four primary reasons your best people may be considering leaving and why a focus on greater employee engagement is so critical. To learn what they are—and how they might work for your business—be sure to view this broadcast.
VisionLink has been building rewards strategies for over 20 years. Now we want to share our secrets with you. Join us to learn the four steps to effective pay design and why each is essential.
The document is a survey report from Sphere Digital Recruitment about employee benefits and attitudes. It finds that over 94% of candidates surveyed said benefits were very important or influenced their decision to join or stay with a company. The top three preferred benefits were working from home, bonuses, and healthcare. Working from home was especially important for those in brand and ad tech roles. The report recommends companies review their benefits against peers, listen to employee feedback, and address benefits to attract and retain top talent.
Describes changing trends of Career Transition in companies including start-ups. The delay in job landing is on account of (i) stigma associated with hiring a laid off employee (ii) lack of support by organization to build employees confidence (iii) lack of mobility on account of house lock , children education(iv)Lack job matching mechanism. Echoes the research of 2012 Nobel Prize in Economics winners Drs. A E Roth and L S Shapely on labour market inefficiencies.
This document discusses strategies for engaging and retaining talent, especially younger generations. It highlights the importance of understanding different generations' expectations, values, and preferences for work-life balance, purpose, leadership opportunities, and independence. The document recommends integrating learning, onboarding new employees, developing leaders, promoting diversity and inclusion, aligning compensation and career paths, providing mentoring, recognition, and retention bonuses to engage employees. The overall goal is to create an employee experience as differentiated and consistent as the client experience.
This document discusses several common sayings related to compensation and challenges some of the assumptions behind them. It addresses sayings such as "a job is only worth so much", "people leave jobs for more money", and that higher education jobs are unique. The document argues that while organizations need to limit what they pay for jobs, all factors that make a job necessary should be reflected in compensation. It also notes that people often leave jobs for reasons beyond pay, such as poor management. The document provides suggestions for establishing objective compensation practices and finding external market matches for job salaries.
This document discusses how the world of work has changed in recent decades due to globalization, technology advances, and changing workforce attitudes. Many businesses still need to adapt their talent strategies to today's workplace. It presents examples of traditional ("Kevin") and modern ("Sam") employees and career paths. The challenge is that organizations develop specialists but then lack leadership skills for senior roles. Solutions proposed include analyzing talent architecture, creating a systematic talent plan aligned to business strategy, and helping with plan delivery through initiatives to accelerate team performance, simplify processes, and build talent flow.
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.
Being a better boss-How to reduce turnoverDr. Zar Rdj
This document provides tips for reducing employee turnover by being a better boss. It discusses how costly employee turnover is for companies and outlines four main steps managers can take: 1) make time for training and onboarding new employees, 2) open lines of communication through regular check-ins, 3) offer flexible working environments to improve work-life balance, and 4) get employees involved in volunteering to find meaning in their work. The document emphasizes that the number one reason employees quit is due to having a bad boss and provides strategies within each step to help managers reduce turnover.
Attracting and Retaining Talent During the Great ResignationPayScale, Inc.
The document discusses strategies for attracting and retaining talent during the Great Resignation. It begins with an introduction to the topic and presenters. It then covers attracting talent through competitive compensation, emphasizing total rewards and company culture. It also discusses the importance of remote and flexible work. The second half focuses on retaining talent, noting that compensation and career growth are top reasons for turnover. It provides tips for retention such as raising pay, rewarding employees, promoting work-life balance, and strengthening company culture. The presentation concludes by emphasizing that an engaging employee experience may be more important for attraction and retention now than in the past.
This document summarizes a student research project on management and motivation at a recruitment company called IHM. The students surveyed IHM employees to evaluate the company's leadership style, general job satisfaction levels, and the relationship between managers and employees. They found that IHM utilizes a democratic leadership style where the manager openly discusses problems with employees. Most employees reported being satisfied in their jobs and feeling treated with attention and respect by their manager. The majority of employees were also satisfied with their compensation and benefits.
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
Do you know what your people are thinking by HRMATT
The document discusses the importance of understanding employee attitudes and thinking. It summarizes the key points made in the presentation as follows:
1. The presenter argues that organizations should understand what their employees are thinking because it impacts job performance, productivity, business outcomes like customer satisfaction and loyalty, and overall performance.
2. The document then shares results from a regional employee survey that found over half of employees in the Caribbean are satisfied, while 22% are dissatisfied. It also outlines some key survey findings about leadership, communication and more.
3. Finally, the presenter provides recommendations for what organizations should do based on the employee feedback, including improving communication, leadership, feedback mechanisms, and linking attitudes to outcomes.
Similar to Xexec: Employee Recognition for the future workplace (20)
Your Guide To Finding The Perfect Part-Time JobSnapJob
Part-time workers account for a significant part of the workforce, including individuals of all ages. A lot of industries hire part-time workers in different capacities, including temporary or seasonal openings, ranging from managerial to entry-level positions. However, many people still doubt taking on these roles and wonder how a temporary part-time job can help them achieve their long-term goals.
The Rules Do Apply: Navigating HR ComplianceAggregage
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...SocialHRCamp
Speaker: Lydia Di Francesco
In this workshop, participants will delve into the realm of AI and its profound potential to revolutionize employee wellness initiatives. From stress management to fostering work-life harmony, AI offers a myriad of innovative tools and strategies that can significantly enhance the wellbeing of employees in any organization. Attendees will learn how to effectively leverage AI technologies to cultivate a healthier, happier, and more productive workforce. Whether it's utilizing AI-powered chatbots for mental health support, implementing data analytics to identify internal, systemic risk factors, or deploying personalized wellness apps, this workshop will equip participants with actionable insights and best practices to harness the power of AI for boosting employee wellness. Join us and discover how AI can be a strategic partner towards a culture of wellbeing and resilience in the workplace.
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...SocialHRCamp
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...SocialHRCamp
Speaker: Heather Pysklywec
Digital transformation has transformed the talent acquisition landscape over the past ten years. Now, with the introduction of artificial intelligence, HR professionals are faced with a new suite of tools to choose from. The question remains, where to start, what to be aware of, and what tools will complement the talent acquisition strategy of the organization? This session will give a summary of helpful AI tools in the industry, explain how they can fit into existing systems, and encourage attendees to explore if AI tools can improve their process.
Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...SocialHRCamp
Speaker: Celine Maasland
In this session, we’ll demystify the process of integrating artificial intelligence into everyday HR tasks. This presentation will guide HR professionals through the initial steps of identifying AI opportunities, choosing the right tools, and effectively implementing technology to streamline operations. Additionally, we’ll delve into the specialized skill of prompt engineering, demonstrating how to craft precise prompts to enhance interactions between AI systems and employees. Whether you’re new to AI or looking to refine some of your existing strategies, this session will equip you with the knowledge and tools to harness AI’s potential in transforming HR functions.
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024SocialHRCamp
Speaker: Shahzad Khan
This session on "AI Considerations in Human Resources Governance" explores the integration of Artificial Intelligence (AI) into HR practices, examining its history, current applications, and the governance issues it raises. A framework to view Government in modern organizations is provided, along with the transformation and key considerations associated with each element of this framework, drawing lessons from other AI projects to illustrate these aspects. We then dive into AI's use in resume screening, talent acquisition, employee retention, and predictive analytics for workforce management. Highlighting modern governance challenges, it addresses AI's impact on the gig economy as well as DEI. We then conclude with future trends in AI for HR, offering strategic recommendations for incorporating AI in HR governance.
2. > This morning
What is recognition?
How do we know it works?
01/ Why the opportunity is now?
• Changing workplace
• Changes in technology
02/ How Recognition can link in with
other HR priorities
• Performance management
• Talent Management
• Learning & Development
• Health & Wellbeing
4. > What it’s not…
It’s not
Money
It should not be just a platform
Tool
It’s not
Reward
5. > It is…
Part of your broader
engagement activity
• Managers (meetings, thank
yous)
• Team dynamics
• Communications
• Talent Management
• Performance Management
• Learning & Development
… making it:
A talking point
An approach to work life.
19. would rather make $40,000 a year at a job they love than
$100,000 a year at a job they think is boring.
think they deserve to be recognized more for their work.
want feedback every week. This is over twice the percentage of
every other generation.
expect employers to provide them with learning opportunities
relevant to their job.
expecting to leave their employer in the next two years are
unhappy with how their leadership skills are being developed.
64%
8 out of 10
42%
58%
71%
“Millennials”
20. “Millennials”
The funny bits
want their co-workers to be their friends.
would sacrifice a friendship with a colleague if it meant
getting a promotion.
would quit a job on the spot if their employer asked them to
delete their Facebook page.
of executives give special attention to the particular wants
and needs of millennials.
88%
68%
34%
30%
21. > What does this have to do
with Recognition?
Different recognition strategies for different
generations and demographics.
By 2022, nearly a third of the workforce will be in
their 50s, 60s and 70s
For mature work force:
Recognition – one part of a company’s ‘Age Strategy’
22. > What do millennials want?
They ‘deserve’ more recognition
They want more regular feedback
They expect learning opportunities
They want to feel their job contributes to a bigger cause
They want friendship at work
They care more about Facebook than their job
They can’t stomach ‘boring’
Do we agree?
30% of executives give special attention to the particular wants and needs
of millennials.
23. > Recognition awards need to be…
- Inventive and fun
- Instant
- Fulfilling
- Tick off items on the ‘Bucket-list’
- Instant awards
- On the move
- Social media integration
- Celebration via ‘chat’ (Yammer etc).
25. The number of people working from home has
increased by a fifth in the last ten years.
Men account for the majority of home-workers;
but the biggest growth in this trend has been
among women (35% increase).
Homeworkers and partial homeworkers are more
likely to work in excess of their contracted hours.
> Homeworking and flexible hours
26. Challenges:
• Homeworkers are not visible. Extra effort to make them a part of the
team, or to join Team Recognition ‘moments’?
Opportunities for Recognition:
• Homeworkers can be more difficult to manage. Need to find non-
traditional ways to manage. Recognition might play a greater role.
• Homeworkers are more likely to work beyond contracted hours.
• Homeworkers often express greater existing levels of job satisfaction.
• Homeworking and flexible hours are appreciated. So can become the
award itself.
> What does this have to do
with Recognition?
28. > Average length of service
Over 85% of
new hires make
their decision
to stay or leave
within the first 6
months
At 5 years,
many
consider a
new start
How long is long?
35. > This morning
What is recognition?
How do we know it works?
01/ Why the opportunity is now?
• Changing workplace
• Changes in technology
02/ How Recognition can link in with
other HR priorities
• Performance management
• Talent Management
• Learning & Development
• Health & Wellbeing