Archived Webcasts and Podcasts

Recognition is a powerful tool in helping employees become and remain engaged in their work. Employee engagement, as defined in a recent Towers Watson survey, “ is the extent to which employees “go the extra mile” and put discretionary effort into their work — contributing more of their energy, creativity and passion on the job.” Learn how companies can create a high performance culture with employees around the world using recognition as a strategic engagement tool. John O’Brien, Vice President of the Employee Performance Group at BI WORLDWIDE will present Creating a High Performance Culture on October 29, 2012 from 10-11 am central time. Attendees will learn a global recognition model to engage employees, best practice standards for recognition design, global recognition case studies and industry trends and best practices. John O’Brien is the Vice President of BI WORLDWIDE’s Employee Performance Group. In his leadership role, John’s primary focus is to develop employee engagement strategies and solutions that change the behaviors of employees to align with our customers’ business objectives. John has worked at BI WORLDWIDE and the employee engagement industry for 27 years. He also serves on the Board of Directors for Recognition Professional International. As a board member, John educates HR professionals around the world on how to best engage their employees through employee engagement strategies, solutions and best practices. John holds a Bachelor’s degree in Behavioral Psychology and Communications from St. Cloud State University, St. Cloud Minnesota.

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.

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? Managing and motivating people today demands a deeper understanding of human behavior and motivation, as well as the values, attitudes, preferences and intentions of your own employees. This webinar will share recent insights from human science, particularly from the area of social cognitive neuroscience and behavioral economics that shed new light on what really makes us tick. You will also learn about a recent study that informs new best practices on designing effective reward and recognition experiences, and why you can’t afford not to design your programs with deeper insight from the employee, or human perspective.

Strong, insightful, and creative leadership skills are required to lead four different generations of employees found in today’s workforce. In this session, we will examine the challenges associated with transferring learning from current to future leaders and managers and how to promote this knowledge transfer through sound recognition and succession planning practices. During this session you will learn how to use recognition as a motivational tool to: • promote knowledge transfer between Boomers and Generation X and Y, • create coaching and mentoring opportunities for leadership development and, • foster a succession planning environment where retirement planning is valued and employee retention is a priority. By participating in this session, you will gain a full appreciation of the effects of demographic changes in the workplace and what they mean for the future of leadership and retention of high performers. Utilizing the recognition tools discussed during this session will help you to raise your profile and assume a business leadership role in your organization.

Does your organization’s recognition program need a little TLC? Is it time to assess the condition of recognition initiatives and evaluate techniques for infusing programs with enthusiasm? This one hour advanced course will equip you with an understanding of the maturity cycle of a recognition program and will prepare you with evaluation strategies and techniques to maximize the four key outcomes at each stage.

In this course we will take a look at the evaluation process and discuss when the right time to make a change to a program is, and we’ll share ideas for taking the recognition experience to the next level with 7 practical ways to reconnect with employees. We will provide tips for making the actual presentation of an award and touch on what types of awards will best support the objectives of your recognition program for 2013?

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

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.

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.