Archived Webcasts and Podcasts

The numbers don't lie. While North American companies spend $38 billion annually on incentives for their employees, 70% are not engaged and 60% are actively looking for work citing lack of appreciation as the reason.

It’s time for a reality check - monetary incentives don’t buy workplace happiness. The age old methodology of motivation, using monetary ‘carrots’ – such as perks or financial remuneration – has a weak exchange rate with today’s knowledge worker, for whom the most valuable currency is recognition. As the Harvard Business Review explains: “Though necessary, these extrinsic motivators [perks, promotion, pay] don't necessarily excite people to work smarter or harder. Instead, they prompt employees to do only the minimum required to get that next raise or job title.

In this 60-minute webcast, David Bator, Director of Marketing & Customer Strategy will talk about the win-win that non-monetary social recognition delivers to organizations. Using customer case studies, David will demonstrate that social recognition is not only far less expensive than traditional monetary rewards programs but has also proven to be more effective in engaging a motivating knowledge workers.

Whistleblower claims brought under federal safety, health and environmental statutes can be costly and disruptive to your business, and claims may involve actions that an employer did not realize could be considered discriminatory. Find out how best to coordinate between safety and HR activities, to avoid prosecution under these statutes, and how to defend against claims when a complaint is filed.

This presentation will cover how to structure your incentive and disciplinary programs to avoid scrutiny by the government, how to document adverse actions properly, and how to address situations involving "bulletproof" employees in a legally sound manner.

The remedies available to whistleblowers and unique aspects of some laws - such as "temporary reinstatement" provisions that may require actual or economic reinstatement while a case is pending - will also be discussed.

Given the uncertainty of future tax rules, limited marketability of a closely held business, and the growing number of business owners approaching retirement age, now is the time to understand how ESOPs (Employee Stock Ownership Plans) work. Come learn about the current ESOP environment from two panelists who serve hundreds of ESOP companies nationwide.

Employee Stock Ownership Plan (ESOP) Basics I. Succesion Planning Options
II. ESOP Overview

• A. What is an ESOP?
• B. Why ESOP?
• C. ESOP Tax Incentives and Mechanics
• D. How to implement an ESOP

III. Advanced ESOP Concepts (Optional Presentation at a future meeting)

• A. Plan Design
• B. Valuation
• C. Administration
• D. Living with an ESOP
• E. Current Transaction Environment

III. Q&A

Key Performance Indicators (KPI's) are performance metrics that drive important management decisions. There are many commonly used sales performance metrics, including total sales revenues, number of products sold, average order value, and year-to-date sales. Individually, these metrics yield significant insight, but management sometimes lacks deeper knowledge into how specific metrics impact overall business performance. By analyzing trends and relationships between individual KPIs, a more complete picture emerges than informs more effective strategic decision making.



In this course, Iconixx Software's Bruce Jackson and Carolyn Jenkins review best practices for utilizing KPIs for sales leadership, and present approaches for insuring the right metrics are presented in the right strategic context for optimal management insight.

Compensation management is one of the most critical and complex processes for a global company: Why is it critical? Not only because it represents the largest part of your company’s total costs, but more importantly because it is one of your company’s most effective tools to drive its human capital. Why is it complex?

Because local markets vary in terms of talent expectations, pay practices and local regulations, not to mention issues of language, currencies, and culture. To get local buy-in while retaining control and meeting business objectives requires a compensation management system that provides a consistent framework, but with flexibility to adapt to local needs.

This webcast will educate you on the challenges, pitfalls, and benefits of implementing an automated global platform for compensation management, whether it be for salary reviews, performance calibration, short term incentive plans, long term incentive plans, sales commissions, royalty sharing, channel compensation, or any combination of these. It will help prepare you to deliver value to the business by implementing a solution that uses compensation effectively to drive performance across the global enterprise, while streamlining processes and eliminating the manual efforts, high costs, and risks involved with using Excel or homegrown solutions to manage compensation in a complex environment. It will draw upon the real life experiences of global companies who have met these challenges, and help you to avoid costly missteps in planning, designing and implementing such a solution.

Is your executive compensation program competitive and effective? Is your company paying its top executives (your CEO and heads of HR, Operations, Finance, Sales, Marketing and R&D)competive bases salaries, benefits, perks, bonuses and equity incentives? Find out what other private companies are paying these executives and how some of the most successful companies are using their executive compensation programs as competitive tools.This session will provide highlights from Chief Executive Group's definitive CEO and Senior Executive Compensation in Private Companies Report www.ChiefExecutive.net/comp Find out what other private companies are paying their senior executives and how they are structuring these compensation programs to be able to recruit, retain and motivate the right people and the right behaviors.

What is the role of a C-Level in the sales compensation design process? To poke his head into a conference room and ask a few questions, or to become involved at certain key points? After all, sales compensation the single biggest expense for most companies with the motivational power to move financial mountains, but many executives squander this opportunity to connect the business strategy to the sales organization. Based on the new book What Your CEO Needs to Know About Sales Compensation, due in bookstores in January 2013, author and managing partner of SalesGlobe Mark Donnolo outlines when and why highly successful companies involve the C-level in the design and implementation of their comp plans.

THIS IS A DEMO. NO CERTIFICATION CREDITS WILL BE GRANTED.

There's more to incenting your sales team than just rewarding revenue. You need something that will motivate the team to perform beyond expectations. Today's complex selling environment demands that HR professionals implement compensation and incentive plans geared toward achieving competitive levels of growth. We'll show you how to keep your sales team focused on all the right measures including tips based on proven research to help HR professionals drive winning behaviors and develop focused, diligent reps who consistenly reach quota. When done right, automating your incentive compensation boosts rep productivity and company profits. You'll potentially see 36% faster revenue growth. When done wrong, you waste time, energy and resources. What's worse: you might actually discourage your reps from selling. We'll touch on some best practices for incentive plans:

* Choose effective and clear incentives to align reps with company goals. You may consider tailoring incentives to your unique sales force for even better results.

* Communicate your plan thoroughly. By incenting right - and effectively communicating changes - you'll help sales reps sell more.

* Pick the right metrics for your growing organization. Make sure they motivate success and deliver the results you want.

* Use an automated dashboard. Everything from prospect to payroll is visible for you and your reps. You can see how the team is progressing towards goals, how the product mix is being sold, and how industries are being penetrated.

Instead of guessing what will motivate your team, you'll know the best rewards to get your reps to move the revenue needle.
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There's more to incenting your sales team than just rewarding revenue. You need something that will motivate the team to perform beyond expectations. Today's complex selling environment demands that HR professionals implement compensation and incentive plans geared toward achieving competitive levels of growth. We'll show you how to keep your sales team focused on all the right measures including tips based on proven research to help HR professionals drive winning behaviors and develop focused, diligent reps who consistenly reach quota. When done right, automating your incentive compensation boosts rep productivity and company profits. You'll potentially see 36% faster revenue growth. When done wrong, you waste time, energy and resources. What's worse: you might actually discourage your reps from selling. We'll touch on some best practices for incentive plans:

* Choose effective and clear incentives to align reps with company goals. You may consider tailoring incentives to your unique sales force for even better results.

* Communicate your plan thoroughly. By incenting right - and effectively communicating changes - you'll help sales reps sell more.

* Pick the right metrics for your growing organization. Make sure they motivate success and deliver the results you want.

* Use an automated dashboard. Everything from prospect to payroll is visible for you and your reps. You can see how the team is progressing towards goals, how the product mix is being sold, and how industries are being penetrated.

Instead of guessing what will motivate your team, you'll know the best rewards to get your reps to move the revenue needle.

Please Note: DEMO only, no certification granted.

One of the biggest challenges for HR and Compensation professionals is in designing and implementing Variable Pay programs that can support the successful achievement of business results. This session will introduce you to the role of Variable Pay in achieving business objectives. It begins with a basic understanding of the types of variable pay programs and how to develop and design plans that can support successful the achievement of business objectives. The module will help you gain an understanding of how to evaulate the effectiveness of a varibale pay program. Lastly, the module will cover some latest global trends and practices in variable pay programs.