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Welcome to the Institute for Human Resources (IHR) Rewards & Recognition Workshops and Program! This session will introduce the Rewards and Recognition Community and the Institute for Human Resources (IHR) certification program. You’ll find out about the workshops that will be available, and learn how the IHR certification process works.
Meet Mike Byam, Managing Partner for Terryberry, a provider based in North America that manages employee recognition programs for over 25,000 organizations worldwide. Mike Byam is also the chairperson on the IHR Rewards and Recognition track and is excited to work with an incredible board of industry experts to bring you these sessions.
Throughout this conference you will gain practical ideas and concepts that you’ll be able to put into practice in your business. Because recognition addresses the human need to be valued and to provide value in the workplace, a framework for rewards and recognition is vitally important. In this conference, we will look at why recognition is so important and how it can impact your business objectives. Giving employees recognition for their contributions has been proven to improve retention, enhance engagement and positively impact business performance. You’ll discover how these real results can happen in your business, and find out what the best practices are to use along the way. During the IHR Program, you will also learn how to develop an effective recognition strategy that encompasses Design, Implementation, Review, and Assessment that also connects to you organization’s mission, vision, and values. This will ultimately strengthen the future of your organization.
What is Magnetic Leadership? The answer to that question comes from defining what it is not. Uninspired leadership that disengages employees is the “reverse polarity” of Magnetic Leadership.
• Think of the successful professional who may have climbed the ladder without ever learning how to play well with others.
• Think of leadership that does not connect with people because the vision and purpose are not relevant to them.
• Think of leadership that talks without listening.
• Think of leadership that promises without delivering.
If there is weak or non-existent leadership in an organization, it is like spraying a big can of people repellent into the air that employees breathe. It kills creativity, productivity and the spark that ignites new ideas. Those organizations risk losing top talent and cultivating people with promise.
Here’s the good news: you can create Magnetic Leadership in your organization. And you don’t have to look like a rock star or a celebrity to do it. You just have to have heart, be open to some organizational soul searching, and most importantly, you have to be R.E.A.L. by:
• Taking an active interest in others
• Listening to people
• Acting decisively and consistently based on what you hear and do
You can transform your organization, energize your employees and boost your bottom line with Magnetic Leadership. With the R.E.A.L. acronym as your guideposts, you have the opportunity to look at yourself as a leader and ask some hard questions along the way. Each answer brings you closer to being a Magnetic Leader who inspires others in your organization.
Magnetic Leaders know how to energize their inner powers despite the outer pressures. Register for this session to learn about the irresistible force of superior leadership and how its magnetism results in increased productivity and corporate profitability.
You’ve heard that people don’t leave bad companies, but they leave bad managers. In this webinar, you will learn what drives the relationship between managers & subordinates, how recognition can help inject trust into the relationship, and how to use trusting relationships to transform a culture.
Most leadership models and theories approach leadership from an average perspective where you can end up as a bad statistics joke: A person standing with one foot in boiling water, and the other in ice is not experiencing room temperature. A newer approach looks at the quality of relationship. When the quality of the manager-subordinate relationship is high, it’s no surprise that both the employee and manager are more satisfied with their work. When a trusting relationship is built, recognition can act as a force multiplier. According to Frederick Herzberg, recognition is a top motivator at work. Additionally, praise from the manager was rated as the most useful incentive, yet widely under utilized.
With all the channels of influence being used, a strong culture emerges. The front line manager is the catalyst for reinforcing values and performance, and they ultimately shape the behavior of those in which they are responsible. The use of recognition, done right, can help managers create better working relationships with their subordinates and with repeated reinforcement managers can shape the relationships with each subordinate resulting in a changed (and improved) culture.
In this webinar, you will learn how recognition can help improve the relationship between leaders and their subordinates and how this transformation results in an strong culture.
Neuro-engagement …it’s not a word, yet.
Still way-undefined, this new term is on the cusp of a rapidly growing body of knowledge, spurred on by recent studies and new techniques in neurological research.
What we are beginning to learn is:
• Why employees become engaged
• What management can do to drive engagement, and
• How engagement can be quantified, relative to its value on: revenue, profit and shareholder returns
This webinar will draw from recent studies to illustrate how you can assess to what degree the cultural components of your workplace, including leadership and the total rewards mix creates an emotional buy-in for employees. Not all experts agree, but their thinking is converging. There is as yet no silver bullet to correct the enormously expensive spread of disengagement, but you will take away from this a better understanding of where this debate is headed along with some practical ammunition that will assist you and your management in winning this battle. Included in the discussion will be engagement’s effect on the workplace performance areas of: Service, Sales, Quality, Retention, Safety and Profit.
References will be supplied to studies along with a reading list which includes:
• Your Brain At Work – by David Rock
• Strategic Reward – by Michael Armstrong and Duncan Brown
• Cerebrum – by the Dana Foundation and Benjamin S. Carson Sr.
• How The Mind Works – by Steven Pinker
• Neuromarketing – by Patrick Renvoise and Christophe Morin
Webinar speaker is David Wisland (aka: the Motivation Wizard) who has over 30 years experience and is a recognized expert and author on the evaluation and design of performance improvement solutions.
Greetings! I’m Steve Huffman, Director of Recognition Services at BI WORLDWIDE in Minneapolis, Minnesota. At BI WORLDWIDE we’re about motivating, inspiring and celebrating people. Our Employee Engagement Group works with major companies around the globe to create workplaces that really work. Our solutions include engagement and motivation programs, service anniversary awards, employee training, mobile engagement, meetings, wellness programs and safety programs. At BI WORLDWIDE, we believe that when you give your employees more than a paycheck, you get a world of difference in productivity, satisfaction and retention.
I’ve been a subject matter expert in the field of Employee Engagement and Recognition for more than 28 years and have the opportunity to speak directly with dozens of HR Professionals each year. Through these discussions, I learn about their recognition programs, their successes, their opportunities and I hear about the issues that take up their time.
90% of all companies in North America have a defined and formal program to recognize longevity – with that said; this presentation explores the ten most prevalent issues facing HR Professionals as they operate their service anniversary program on behalf of their employees. The presentation will offer my insights and will offer valuable consultation on how to address the most common problems facing HR departments across the globe. I’ll also share some case studies that highlight what companies are doing to pick their programs up to new heights.
If you want to learn about the common issues facing you and your peers, join me to review what’s new in the world of service anniversary programs and employee engagement.
If you are in HR, you understand how hard it is to keep your best employees, motivate and engage your employees and get them involved in their own (and the company’s) improvement. You also might be perplexed because what used to work, doesn't seem to anymore, and the big question is - what do you do now?
According to Right Management – 60% of employees say they will look for a new job when the economy improves. Met Life Benefits Survey says 36% of employees say they expect to be in a new job in the next year; that is 10 percentage points higher than a year ago. That means 1 out of 3 employees you have NOW, expect to be somewhere else next year. The same survey said only 47% of employees feel a sense of loyalty to their employer. Just 33% think their employer has any loyalty to them. Both figures are the lowest numbers in the history of this study. Even if they stick around, 30% or thereabouts are not engaged on any level at all.
We'd like to share some ways in which you can re-engage your employees and begin a culture shift in your organization that will have a dramatic impact on your employees, on their mental and physical health, and on their immersion back into the company culture. We want to help you help your company and your employees reverse this trend within your company. Join our presentation today to learn new ways to increase employee engagement from onboarding through to retirement – helping to keep more quality people in your company and decrease your turnover ratio.
Recognition programs can successfully impact your business if they are planned appropriately, have a clear and agreed upon purpose, the benefits are of value to employees and executive leaders support it.
Without executive buy-in you’ll waste a ridiculous amount of effort, time and energy on planning an initiative that coulda, woulda and shoulda had a huge impact on your culture but like a spooked horse at the start of a race, never makes it out of the gate.
If you’re tasked with gaining buy-in from executive management for your recognition program, you are in an exciting position! This presentation will introduce five strategies to help you explain the need and scope of your recognition program, resource requirements, implementation techniques and anticipated results.
- How to Present Your Business Case. Executives are busy and you need to be efficient and clear on why this program is important. We will talk about 3 ways to get the most important information across right out of the gate.
- 8 Major Objectives of Successful Reward Programs. Every reward program has key components that make it effective. We will review each of these components that should be part of your presentation to executives.
- Key Reward Considerations. There are several considerations to take into account when designing your reward program. These considerations should be well thought out before you present to the exec team.
- Implementation Factors for Success. We will review several factors for implementation success including training, task teams, analysis, usage guidelines, and more.
- Action Plan for Roll Out. A clear plan for the roll out of the program should be defined for all executives to support. We will outline action plans for rolling out a successful initiative.
In this session we will track the growth of Health Care Costs in Corporate America. We will demonstrate the impact rising costs and employee behavior have on profits and why it is a corporate problem. We will then show how employee life style choices not only affect direct health care costs such as premiums, but also how they produce absenteeism which affects morale, engagement, and the general work environment. We will show some simple life style suggestions any employer can safely make and then review model Wellness Programs detailing the steps an organization should take to implement such programs, and the benefits a well designed program can bring to the bottom line. We will review case studies supporting the ROI of Reward Based Programs and discuss several award choices. Finally we will discuss Federally Funded Grants and their application.
We will review the HIPPS compliance considerations and discuss the features of the 2014 Federal Government Grant Program which could have a significant impact on SMB employyes.
This program will be of help to the Human Resource Executive currently struggling with how to justify the implementation of a Reward Based Wellness Program to management . It will be of particular help to SMB owners or executives of companies with fewer than 100 employees who are in the thinking stages of implementation and need resources and data to move their thinking along. Lastly, it will be of help to those executives currently administering Reward Based Wellness Programs who need up to date data and against which to compare their own results.
Be Well To Do Well: An Integrated Health Model for Individuals and Organizations
In most organizations, over 50% of the total healthcare costs are due to presenteeism, which is the loss of productivity due to a health related issue. Your employees may be showing up for work, but are they functioning at an optimal level committing their best energy to their work or are they functioning at a diminished capacity because of high stress, lack of physical activity, poor nutrition, emotional distress, or inadequate sleep?
In this session, we’ll explore the compelling case for employee health and well-being as a strategic business imperative for employee engagement and sustainable competitive advantage. We’ll examine:
1) The spiraling costs of poor health to individuals and organizations and the demographic trends driving the cost increase
2) The critical importance of nurturing the whole person for optimal performance and personal fulfillment
3) An Integrated Health Model which identifies the 10 key areas necessary for well-being in mind, body, and spirit
4) How to get started on an employee health initiative in your company
Creating an organizational culture where health is valued as a business priority is a vital component of a contemporary total rewards strategy. Research shows that employee wellness programs are a very popular employee benefit which really pays off.
In this era of global competition, organizations need each person functioning at his or her best. When team members are healthy and well, the result is reduced benefits cost, increased innovation, creative problem solving, retention of top talent, high energy, and a winning culture where people are well, so they do well.
Employees have spoken – and less than half of them are satisfied with their reward and recognition programs. Do you know how effective your programs and program investments are? To lead, manage and motivate 'human resources' requires us to have new, deeper insights into human behavior theory and what drives people to make choices and take action. To that end, this webinar will share some of the latest in human science, particularly from the area of social cognitive neuroscience and behavioral economics that shed new light on what really makes us tick. Further, we will look at a recent study fielded by Maritz Motivation Solutions, in conjunction with The Maritz Institute, which was conducted to help employers understand employee values, attitudes, intentions, and reward and recognition preferences. Results showed less than half of employees feel meaningfully rewarded and recognized, despite increased spending among companies to improve employee reward and recognition programs. In addition, the study indicated a relationship between how effectively employees felt rewarded and recognized and several factors that can be improved with good program design. The study also identified a relationship between feeling meaningfully recognized and levels of overall employee engagement. The study asked respondents questions that categorized them into one of four primary value segments– Altruists, Drivers, Pioneers and Stabilizers. By understanding the values held by each of these employee segments, companies can develop approaches that take into account the wants, needs and motivators for distinct employee groups. This knowledge can help companies tailor communications, rules, rewards and recognition to meaningfully engage more employees in achieving the company’s mission and goals, and help better align business and personal goals for mutual benefit.
The 2013 Trends in Recognition: Does your organization have what it takes?
In today’s competitive business world, talent is the competitive advantage. In order to stay ahead of the economic upturn and the war-for-talent, while still ensuring your organization continues to maintain an engaged and productive workforce, it will be crucial to stay up to date on the trends in recognition that continue the positive momentum of engagement into 2012 and beyond. There are many outdated engagement strategies being executed resulting in a disengaged and unproductive workforce. Gallup estimates that disengagement costs companies in America $300B every year in lost productivity. This session will take attendees through the major trends in our recognition model which will focus on utilizing rhythm and technology to enable the top three trends in recognition, and how those trends drive ultimate employee engagement. This webinar will utilize many key statistics and case studies, and the focus will be on the trends of recognition as well as providing attendees with the tools to support these trends and implement best practices in your own organization. Question and answer will also be available during Rob’s session to ensure your organization has the strategy to recruit, retain and inspire top talent in 2013.
* 2013 trends in recognition
* How to recognize effectively and keep the momentum going
* Recognition best practices from top employers
* How recognition is a critical component of an overall employee engagement strategy
* How to effectively incorporate rewards to the recognition mix
Rob Catalano is a Certified Recognition Professional that has worked in the Rewards and Recognition space for almost 10 years. He is currently the Senior Director of Marketing at Achievers. Rob has been cited in several media outlets such as the Business NewsNetwork, The Globe and Mail, and the New York Times. He has consulted several top employers in North America on implementing and maintaining rewards and recognition strategies and programs. Rob is an avid hockey and volleyball player, plays acoustic and metal guitar, and is a pointaholic.
Is your organization struggling to excite your employees to come to work?
Have you tried to promote employee recognition programs that fell short in gaining employee adoption?
Are your employees, managers, and/or executives resistant to change?
Do your employees feel proud to wear your company logo?
Has your career evolved because of your HR Leadership?
In this session we will examine the ripple effect of a highly engaged workforce. Indeed, employee engagement extends beyond one's professional environment into the community and further through one's personal development.
There are 3 main characteristics of this presentation:
1. Organizational Transparency - How moving out of silos will create employee engagement and cultural character.
2. External Reputation - Is your organization respected within your community? We will examine how an engaged culture is the best form of branding....creating favorable word of mouth from customers, former employees, and your competitors.
3. Personal Advocacy - With all HR does for the organization we tend to neglect our personal goals. We will examine how helping others will further of personal and career development.
We will also look at how organizations have achieved executive adoption through positive change management. We will introduce the concepts of the science of happiness and why people don't buy what you do, they buy why you do it!
You will leave this session with a clear understanding of:
1. How to assess a company culture.
2. How to create an unflappable brand through employee advocacy.
3. How your HR strategy will benefit your career path.
This conversation is facilitated by David Kovacovich: David has extensive experience in presenting HR related programs and leadership strategy relevant to company and individual development.
* There will be no product dumping or soapbox preaching in this session!
When employees are genuinely acknowledged for their contributions, engagement is heightened and productivity, profitability and retention increases. This presentation demonstrates key findings on how recognition positively impacts business goals, and provides real-world examples and practical strategies for implementing or enhancing an effective recognition initiative in your culture today. Equally, we will touch on how some companies’ cultures are working to shape employee recognition to be most effective for their unique group. Ultimately, creating a fulfilling employee culture in which you have happy, more engaged employees will be valuable for everyone at your organization – especially the customer.
In this webinar, attendees will learn the importance of aligning recognition with corporate objectives and practical strategies for doing so. After all, the most successful businesses have employees that “Own” the organization’s mission. How do you achieve that? Creating a culture where individuals in your business feel personally capable of contributing to the mission, and valued for the role that they have in moving the business forward. Your employee recognition initiative is the natural place for making this connection between people and mission.
Learn why some organizations can successfully develop a culture of respect and enthusiasm in the workplace, while others flounder from staff cynicism and apathy. Get real insights for how to influence management at all levels to buy in and participate in creating positive culture change, while inviting staff to participate in a “grass roots” recognition revolution.
Attendees will take away ideas and strategies they can put into practice in their organization starting today.
Looking to improve collaboration and teamwork and create a greater sense of ownership and camaraderie in your workplace? Then we’ve got great new information for you. In the past, Peer Recognition Programs were limited to employee-of-the-month contests and handmade prizes. But now there are new tools that you can use to re-energize your work force. You’ll engage everyone in the process of recognizing those co-workers who go above and beyond day after day. And because they’re part of the process, they’ll feel more invested and more committed to working as a team.
In this fun and exciting interactive presentation, you’ll learn about peer recognition programs at Disney, Williams-Sonoma, Harvard Law School, and a number of other great organizations recognized year after year as some of the best places to work. You’ll receive practical tips on programs at every cost level and see how easy it is to implement a program and get buy-in from your team members. You’ll also learn how peer recognition programs can help to identify great employees, not just those who know how to sweet talk their supervisor.
Andrew Barrett-Weiss has managed reward and recognition programs for many years. He’s currently launching Giftersons.com, a new website designed to make giving gifts and rewards easier than ever. We’re All In This Together is a fun fact-filled hour of information that will have you brimming with ideas on how to engage your workforce and celebrate everyone’s contributions. Don’t just sit there! Sign up now for this fun and informative webinar and learn what you can do to share the wealth, spread the pride, and build a stronger, more collaborative team today.
A winning culture doesn’t happen overnight. It is the result of a belief that if you do what is right, good things will happen. It also takes a level of openness, trust, transparancy and attitude from the top down. It begins with better communications and leads to better recognition, higher employee engagement, performance improvement, measurable results, and significant ROI.
John Schaefer and John Smith will share some ideas of how to start with a top down culture transformation that engages both managers and employees. They we'll show you some ways to integrate all of the ways you communicate with employees into a single, simple, effective and believable strategy that will win your people over. Sounds good, but why don't we all do this automatically?
Here's the problem - Most clients use a disjointed array of programs to recognize and reward their employees. They were started at different times, in different departments, by different people. It's no wonder that, even if they're working, it's difficult to tell and even harder to determine if your current initiatives are paying off. We’ll explain how to wrap your arms around all of your Award/Reward initiatives, to optimize employee performance and optimize your investments in people.
Participants will learn how small changes in communication style will show that you truly care about your employees, as opposed to creating the impression that you’re just trying to manipulate their behavior by dangling carrots.
Finally, we'll share how a total recognition solution can save money, improve results and give you the tools to prove it to your CFO.