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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 Greg Butterfield, Senior Partner for Terryberry, a provider based in North America that manages employee recognition programs for over 25,000 organizations worldwide. Greg has over 30 years of experience in the field and is honored to be asked to fill in today for Mike Byam, the chairperson on the IHR Rewards and Recognition track and 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.
Reward points – it’s a concept we’re all familiar with. From skymiles to cashback points for credit cards, these rewards encourage loyalty and direct behaviors. At the same time, employers are used to motivating their sales teams through commissions and incentives. What would happen if you could recognize and reward your employees for behaviors that have a positive impact on the bottom line? What if we gave out reward points to people for being healthier and more active? Through the Gamification of Wellness, companies can find a win-win – motivating their teams to adopt healthy, sustainable behaviors and rewarding employees at the same time. Americans spend more than $150 billion per year treating obesity-related conditions. And even though we and our employees know that physical activity is the strongest medicine against this disease, half of people who start exercising will quit within six weeks. It’s a lack of motivation and incentive to sustain physical activity. When a company buys into a wellness program, the expectation is that it actually moves their employees to a lasting healthier place. Facts tell us that most employees only do enough to comply: they get their incentive and then revert to past behaviors. SEN changes that. Our model continually pays off with instant economic rewards. So, employees get — and stay — healthy. Through competition, social interaction, games and a social currency, there is a new way to inspire health. Human Resources professional will see what a gamified wellness program might look like and how it works. See what rewards, recognition, social media, technology and wellness can do together.
******Please NOTE: this session does not qualify for HRCI/IHR credit. It did not meet the 45minute minimum.*********
Much has changed in the way of employee incentive programs over the past couple of years! In this webcast, you will learn about ten different ways to improve your current employee incentive program and make it more successful. If you are thinking about starting an employee incentive program, then you will learn about the top incentive trends you can take advantage of while setting up a new program.
All ten ideas will help to make your employee incentive program relevant and rewarding to participants. Ideas to simplify your incentive program administration, make the program easier to participate in, encourage friendly competition, reward employees on special events, allow for on the spot recognition and encourage participation will be shared in this webcast. Amy Trueblood will also share her past experiences and best practices for creating a modern employee incentive program that will help you achieve your specific goals. By attending this webinar, you will learn:
1. New trends and ideas for employee incentives
2. How to encourage participation among your employees
3. How to make an incentive program easier to manage and maintain
4. What other companies are doing in their incentive programs
If you are already a member of HR.com, please login to register for the webcast. If you are not a member of HR.com, you will need to sign up for a FREE HR.com membership, this will only take you a moment to fill in the required information. Once you have confirmation of your membership, you will be able to register for this complimentary webcast.
******Please NOTE: this session does not qualify for HRCI/IHR credit. It did not meet the 45minute minimum.*********
An Anthropomaximologist is someone who helps others to perform at their best, get an A. Anthropomaximology is a term that comes from sports, specifically from sports kinesiology – “the study of the anatomy, physiology, and mechanics of body movement, especially in humans, and its application to the evaluation and treatment of muscular imbalance or derangement.” To achieve those winning moments in sports it is not enough to just evaluate and correct the physiology. The second and highly critical side of maximizing performance is our ability to create a mind- set – visualize the outcome – make a connection between the way we think and the way we perform. However, the definition of Anthropomaximology, from the International Federation of Kinesiology is “the science investigating the reserve potential of the healthy employee and the way to realize such potential fully under Maximum Effort.” While 90% of organizations have some type of recognition program in place The Reality is….. 65% of workers say they received no recognition in the last year. Becoming an Anthropomaximologist is all about ME (Maximum Effort) helping others shine. Imagine the celebration if the majority of your employees felt like #1 and treated others like they were #1 Do you know this leader? If you want to know the secrets of getting everyone to try harder – even perform 3-5 times as well as they do, then follow the path of this Anthropomaximologist and business winner who told us; “Remember; getting there isn’t half the fun – it’s all the fun!” To win big, “You’ll have to give up being an administrator who loves to run others and become a manager who carries water for his people so they can get on with the job.” He was passionate about some pretty fundamental requirements for success: humility; respect for people on the firing line; deep understanding of the nature of the business and the kind of people who can enjoy themselves making it prosper; respect from way down the line; HONESTY under pressure.
"You can't build a reputation on what you're going to do," observed Henry Ford. Or,to put it another way, actions speak louder than words. In the world of enterprise, an employee’s personal legacy is the sum of their contributions, large and small, adding up to a tangible marker of value. The right social recognition program provides a platform to celebrate, share, and infuse the corporate intranet with these success stories. It delivers a record of an employee’s greatest hits to date. Why is this important? Encouraging personal legacy through social recognition has a powerful ripple effect, one that propels enterprise success.
Monetary rewards are not the answer to recognizing and encouraging success, and can actually undermine motivation. Gadgets, trips, or other monetary incentives don’t make a lasting impression, or benefit the organization as a whole. In contrast, the right social recognition program allows employees to define a personal legacy – their imprint within the organization. It tells the story of their ‘sum total of works’ as an employee, and facilitates growth and development.
In this presentation, TemboSocial’s David Bator will outline how non-monetary, peer-to-peer social recognition pays. David will share case study examples of how leading organizations are leveraging social tools in their social recognition programs. David will demonstrate that recognition is a currency that has extraordinary value to your knowledge workers.
David will also share how leveraging the transformational power of social media organizations can change how they motivate and retain employees and how their company can celebrate successes and reinforce corporate culture and values.
True employee loyalty is the desire of every organization, but an often intangible and seemingly unreachable goal. What does it mean to really engage employees and cultivate a culture of loyalty? To transform a good team into a stellar team?
"The Kind Of Employee Loyalty That Changes Everything" offers 7 tips for plotting your course towards employee loyalty and 7 tips for growing loyalty strategies into an engaged workforce. You'll learn how to define success, plan your roadmap and place in motion a plan that will lay a foundation for loyalty. Then you'll take those fundamentals and learn how to truly cultivate and foster a culture that values the employee and places a priority on engagement with results.
Employee loyalty and engagement need to be more than buzz words in your organization. Common sense ideas like "valuing input" and "investing in employees" must become an integral part of the company to experience lasting success. Setting your employees up for success in turn sets up the company for success. By building relationships across divisions and throughout the corporate ladder, making investments in staffers that have long-term impact, and spotlighting achievements as part of the corporate culture, you'll be making strides towards having an emotionally vested workforce. We'll contemplate the touch-points of a workplace culture that helps employees strive, and leads to bottom line results and accomplished strategic objectives.
"The Kind Of Employee Loyalty That Changes Everything" aims to truly adjust the fabric of your corporate culture by reassessing the values of the company. Join us as we cast a vision for an engaged workforce and tackle the quest for loyalty!
Over the past decade employee engagement has received much attention and been linked to increased productivity and profitability; improved customer service and safety compliance; psychological and physical well-being; and reduced turnover and absenteeism. Unfortunately, several factors have limited the understanding and measurement of engagement, and, more importantly, our ability to impact this critical construct in a way that makes a meaningful difference to organizations.
Regrettably, organizations continue to waste resources on traditional reward and recognition programs that are not only ineffective but actually lead to an overall decrease in employee morale and productivity. Forty years of research provides overwhelming evidence to support this claim. Amazingly, consulting firms and web-based platforms continue to offer such services with no evidence of a positive ROI for organizations.
Internationally acclaimed author, speaker, and business psychologist Dr. Paul Marciano shares his proprietary RESPECT Model. Detailed in his book: “Carrots and Sticks Don’t Work: Build a Culture of Employee Engagement with the Principles of RESPECT” (McGraw-Hill), Dr. Paul will discuss the RESPECT Model and its seven underlying drivers. He will provide specific, turn key strategies to increase and sustain employee engagement.
Specifically, this presentation will:
• Define employee engagement and distinguish it from motivation
• Explain why traditional reward and recognition programs damage employee morale
• Expose the widespread use of invalid measurement techniques
• Offer a measure of engagement that actually measures engagement
• Address the critical role of organizational culture
• Present the internationally acclaimed RESPECT Model
• Discuss specific strategies to impact the RESPECT Drivers that lead to immediate and enduring behavioral changes that impact employee engagement
This presentation is intended to help the human resource professional, supervisor, manager, or small business owner seeking practical and effective methods to increase the ROI of their human capital.
This session will educate human resource professionals on the benefits of rewarding employees with relevant and desirable rewards to influence behavior and generate desired results. Discover how to drive engagement by designing a rewards and recognition program that speaks to all generations of employees. The key to engaging employees is to differentiate your program offerings and make reward options aspirational yet attainable.
Understand that what appeals to a Gen Xer may not work for a Millennial. Learn about a variety of high-brand equity and luxury products that will appeal to people of different ages and economic classes to give your recognition program a competitive edge. For example, Millennials are particularly brand and technology driven and by offering opportunities to receive these products you can see engagement levels rise. Similarly Gen Xers and Boomers are staying closer to home, and offering commodity items will drive engagement levels. This session will explain the power of merchandise rewards in driving engagement.
Additionally, we will incorporate the latest industry trends and best practices for recognizing and rewarding employees. This session will uncover techniques for identifying service awards, peer-to-peer, and spot recognition, while describing the key elements to building a successful employee recognition program.
We will share the secrets behind the five building blocks of engagement:
• Establishing emotional drivers
• Motivating your audience
• Building relevant differentiation
• Driving inspiration
• Delivering on promises
While also explaining the unexpected ways you can recognize your employee. You will discover the impact of integrating these five elements into your program to help foster employee engagement and create a recognition program that truly stands out.
There is no denying that today's economic and political environment make it more challenging than ever to execute reward and recognition programs. The acceleration of change in today’s business environment and a montage of new technical and societal upgrades have left most reward and recognition planners scratching their heads and asking “What does it all mean?” For this reason the Incentive Research Foundation, a non-profit dedicated to rewards and motivation in the workplace, spent hundreds of hours reviewing internal and external research and discussing the implications with reward practitioners to understand the impact on the modern programs. The good news is that many of these trends have positive implications for reward and recognition programs. This presentation will be a good primer for reward and recognition planners, provider, program owners, and chief marketing officers alike. Join us for an hour long discussion on how to make the following twelve trends work for your program:
1. Change on Steroids: Velocity of Change and Volatility
2. The Continuing “New Normal”: Budgetary Pessimism
3. Tech Rules: Mobile Uprising
4. Game-On: Gamification
5. Proof Positive: - Increased Scientific and Management Support
6. We're All Marketers Now
7. Can You Handle The Truth?: The Retention Myth And A Culture Of Innovation
8. Hi-Tech And Hi- Touch: A Social/Virtual Workplace and The Need for Face to Face
9. “To Your Health!”: Wellness Required
10. Convergence and Integration
11. The World Is Our “Oyster”: Impact Of Global Issues Affecting The Domestic Economy
12. May We Lend A Hand?: Corporate Social Responsibility
Presentation will be delivered by Melissa Van Dyke, President, The Incentive Research Foundation
Imagine a company with seven reporting levels. If the people at every level report 50 percent of what they know up to the next higher level— and 50 percent is a rather optimistic number—the leader at the top will know less than 2 percent of what is actually going on. If control resides solely at the top, the consequences of being that out of touch can be disastrous for decision-making. Imagine what happens if the leader happens to base his or her decisions on the 98-plus percent of wrong information. In today’s complex and fast- changing organizations, chief executives depend on vital strategic information from others, both within the organization and from outside it. Listening is a crucial vehicle for get- ting that strategic intelligence.
Yet listening is an undervalued commodity. One chief executive, reminded of the importance of two-way communication, snapped: “Of course I use two-way communication! I talk to my people, and I write to my people!”
Often leaders have a great vision, but cannot communicate it effectively, inspire their people, or turn their vision into results. Just as often, an organization’s staff has insight and information that never makes its way to the top. The difference between a good company and a great one may lie in their ability to communicate. Through fascinating stories and interactive processes, Dr. Zweifel tells often hilarious stories of failed communication and provides tools and techniques for how to cut out wasteful communication and how to listen effectively—perhaps the smartest investment in productivity. Climb the Matterhorn of Masterful Listening(tm) and boost your performance by virtue of how you listen.
Avoid communication disasters of companies like Bridgestone, AOL, Intel, and Liz Claiborne.
Become a masterful communicator who generates the reality of your choice through language.
"Communicate or Die" gives you practical tools for how you can impact your people's performance simply by how you listen.
Climb the Matterhorn of Masterful Listening–assess, develop and sustain the Seven Levels of Listening to produce results effortlessly and with your ears alone.
Harness the power of your listening to shape reality–your own and that of the people around you.
Is your recognition program having the desired impact? Are you able to produce credible data and/or evidence that your recognition initiative impacts your bottom line?
Join Greg Butterfield, Terryberry’s Senior Partner and Recognition University Coach to learn the best practices for determining the value of recognition in your organization. This webcast provides tips for practical application and serves as a road map to guide your recognition and training efforts for years to come. There will be opportunities for you to get involved and be recognized with awards along the way!
Is your recognition program aligned with the characteristics that your organization values most? Are you honoring the Attitudes, Behaviors and Contributions that make a difference where you work? All credible recognition programs must provide measureable, positive business impact. However, the benefits most often associated with recognition, such as engagement and employee/customer satisfaction are intangible assets, which can be difficult to quantify. Furthermore, the cost of traditionally accepted measures, such as formal ROI studies, can easily exceed the budget of the program it is designed to measure!
Learn what other strategies you can use to evaluate the impact of your recognition efforts besides ROI. Find out how you can connect with your employees, especially Generation Y, on a deeper level to increase retention rates and avoid recognition program failure.
Learn that there is a linear connection between recognition and profitability. Targeting employee recognition in your organization and building employee engagement can have a positive effect on improving employee/ customer satisfaction. These steps will lead to an increased bottom-line profitability for years to come.
According to Gallup, more than two-thirds of American workers are not engaged or disengaged in their workplaces. The ISR, a leading research and consulting company, recently conducted a study of 660,000 global employees where the results show a dramatic difference in bottom-line results between companies with highly engaged employees compared with organizations with low levels of engagement.
A lack of engagement among employees is costly for businesses, leading to high turnover rates, shaky leadership and the death of good ideas. With this disengagement, you lose creativity and innovation. People who are unengaged aren't going to speak up about issues they encounter, they're not going to bring new ideas, and productivity really suffers.
During unsettled times, employees take on additional responsibilities and, in many cases, go the extra mile. It is particularly important in these down times for managers to recognize effort and be sure praise is overflowing. A simple "thank you," "great job," or "I really appreciate your extra efforts," are meaningful things that people want to hear. This will build incredible loyalty and commitment, and encourage people to work even harder.
When employees are engaged in their organization, their managers, their colleagues and their work, the quality of their work is better, the product or service they create is better and customers are happier because they get better service and products. Leaders must ensure that employees understand how their efforts contribute to the organization's overall strategy and direction. People want to be part of a winning team. Employees will take pride and be engaged in their work if they understand how their efforts impact the organization.
Come to this session and learn about the cost of disengagement and what you and your organization can do to improve the “Big E” in your organizations. This session is a real reminder that its people that make things happen.
Jeff Dalton, CEO Paramax an incentive technology company specializing in point-based incentive, loyalty and recognition programs for employees, sales teams and channel partners. The Paramax incentive software suite was first developed more than a decade ago and has been deployed in thousands of award programs. Clients include more than 100 global companies based in the U.S., Canada, England, Mexico and Australia. www.Paramax.com
Jeff brings over 30 years of real world experience in designing, building and implementing employee rewards, sales incentive and loyalty program technologies for a wide range of industries. Jeff's programs and technologies have helped business retain and motivate millions of employees, move hundreds of millions of product and services while keeping creativity and business results in the forefront of the rewards and recognition industries thinking.
David Carrithers, Founder, President & Managing Director Affinity Center International, a company focusing helping associations bring increased value to their members and grow member engagement, retention and activation through the industries first business focused coalition marketing and loyalty program AchieveLinks that includes the widest rewards offering available (and always growing!) www.AffinityCenter.com
David has been active in the incentive, loyalty and rewards business for 30 years. Carrithers has been awarded two US Patents, and is recognized as an industry expert in customer and employee loyalty programs in the US. He is the global creator of the first stored-value cards and gift cards. He has received certificates and/or degrees from Brookings Institute, Disney Institute, Harvard University Business School, University of Pennsylvania, University of Michigan, Northwestern University, and Loyola University New Orleans. He presents on business management, project management, relationship management and brand and product development.
Topic: Member Recognition – Start With The End In Mind
Brief Description: Building a recognition program that drives the desired behaviors and outcomes requires a few key steps to assure that all the effort is not lost due to not following a few simple "pre-launch" efforts. In this session Dalton & Carrithers will share a check list of steps and actions that every successful member recognition program needs to go through and make sure has been thought out. Many programs fail because they do not take the up front time to plan out and understand the desired result and out come – taking into account the tried and true formula of understanding the "Do this get that" and "what gets rewarded gets done" models. How to chose the right rewards and motivations to drive results, etc.
This informative and real world based session will include a clear step by step process to establishing the goals and the behavior change strategies needed to succeed, along with ways to engage and drive action through your program building towards a fully motivated member of a rewards, recognition and/or loyalty program. The session will include real world examples, tools and techniques that have succeeded in generating results for Dalton and Carrithers – along with open questions and solutions time.
Session Time: 45 minutes
Leave Behinds: Work book with a copy of the prevention and the tools shown in the session.
Increasingly Executives and HR specialists are recognising that the ‘soft’ aspects of organizations are lead indicators determining ‘hard’ outcomes such as profitability. ‘Soft’ motivation is arguably the most talked about, and least understood, component of ‘hard’ performance; and further to the misunderstanding, rewards within organizations are often distributed as if everyone’s motivations were the same. A moment’s thought reveals that they are not, that people have fundamentally different motivations and motivational profiles, and one consequence of this is that even the ‘super-rewards’ which are considered to be universally essential – such as ‘recognition’ – do not in fact motivate everyone, at least to the same extent. Thus it is imperative to understand motivation at a deeper level if organizations want superior performance, and if they want the holy grail of full staff engagement.
This talk, then, explains what motivation actually is, what elements of our psyche feed it, how it is core to performance, and why appropriate reward strategies need to take account of individual, team and organizational motivational profiles if they are to be at all effective. At the organizational level we can begin to see whether or not what the organization ‘does’ is re-enforced by its motivational profile – this is essential for effective change management.
Further, the talk will outline the model and diagnostic of motivation that is used by Motivational Maps, and explain how this is used by organizations large and small around the world, and indicate some of the results achieved.
Conference Attendees can expect to come away with original and proprietary insights and information about motivation, performance and reward strategies that will challenge and stimulate their existing views on these subjects.