Use Compensation to Improve Employee Engagement, Promote Culture and Support a Recognition Strategy

Many traditional forms of recognition and compensation are not working and executives want to know why. It used to be easy; recognition was all about logoed, trophy-value awards that were custom-made to carry a lasting company message to predominantly Baby Boomer employees. Today, there are four distinct generations in the work force and the Millennials are demanding very different approachs to recognition and compensation … or at least that’s how it appears!

The problem is three fold:
1.       Younger employees don’t seem to have the loyalty that the Boomers did, so long-term, logoed awards don’t turn them on. “Give me something I can use…” is often what we hear.
2.       Survey results, used to find out what changes need to be made in recognition and comp programs, can be misleading. I suggest that it’s due to the nature of the questions. If employees don’t trust your motives and believe that you’re asking because you truly care about them, they’ll give the answer that they think you want to hear – “Oh what the heck, just give me a gift card…”
3.       It’s really easy with today’s technology to pass out on-line gift certificates, gift cards or other forms of cash-equivalent recognition. The problem is, it’s not recognition anymore; it’s now quick-and-dirty compensation. Changing this perception is the theme of this presentation.

The vendors, who forever have been simply proving the “stuff” assuming that their clients know why they’re buying it and how to properly hand it out, are partly to blame. We as an industry have not done a very good job of teaching our customers the difference between recognition and compensation, how to best use these tools, and most importantly, how to measure the results and prove ROI.

In today’s tight economy, many companies are questioning the value of their current recognition and compensation expenses. That’s why I founded Schaefer Recognition Group, wrote the book Get More Productivity for Less Money . . . Your Employees will Love You for It! How to turn your existing recognition and incentive expenses into profits and prove it to your CFO, and developed the presentation Effectively Use Compensation to Improve Employee Engagement, Promote Culture and Support a Recognition Strategy.

• HR Executives
• Company Leaders
• Training Managers
• Safety Directors
• Sales Managers

• The difference between Recognition and Compensation
• The best way to use a combination of Recognition, Compensation and Performance Management tools, and the proper order to use them.
• How employee perception is the key to the effectiveness of both Recognition and Compensation programs.
• Why Management Training is the one missing ingredient and how it changes everything.

Get More Productivity for Less Money . . . Your Employees will Love You for It! How to turn your existing recognition and incentive expenses into profits and prove it to your CFO.

Why Should Supervisors Care? Getting to the bottom of what they're really thinking ... What's in it for me?

The Five Biggest Mistakes Managers Make in Recognizing their Employees. They’re costing you money, but are easy to fix!

Creating and Sustaining a Culture of Recognition - Increasing Employee and Manager Engagement through Improved Communications and Effective Performance Management.

Cash Just Isn't Enough - How to get more from, without paying more to, employees -- and they'll thank you for it!

		John Schaefer Schaefer Recognition Group View Profile