Building a WOW! Recognition Culture is a fast-paced, fun, and informative seminar that equips HR professionals and business leaders with an understanding of how to engage employees through effective recognition.
Learn how to keep employees engaged and motivated. Developing a culture of recognition, in which employees are genuinely acknowledged for their contributions is more important than ever in a challenging economy - not only to bolster flagging spirits, but as a means to maintain productivity, profitability, and retention of key employees. This presentation demonstrates key findings on how recognition strategies impact business goals, and provides real-world examples and practical solutions for implementing or enhancing a recognition initiative. Attendees will take away ideas that they can put into practice starting today.
Your timekeeping and payroll systems can be your worst enemy or your best friend – generating documents that can make an overtime lawsuit impossible to win, or documents that will establish employees were paid for all hours worked at the correct overtime rate. Particpants in this session will learn from a former Administrator of the U.S. Department of Labor's Wage and Hour Division how to uncover the overtime violations that may be lurking in their company's timekeeping and payroll systems, including rounding violations, unpaid pre- and post-shift time, improper deductions, and regular rate violations. Particpants will also learn of best practice processess for preventing those violations.
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 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.
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.
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 to determine ROI
Recent studies illustrate how the cultural components of the workplace, including leadership and the total rewards mix creates an emotional buy-in for employees and supports the process of engagement. Take away a better understanding of employee engagement along with some immediate and practical HR applications.
HR & Payroll Professionals are keenly aware of the inherent benefits of deploying an electronic pay program within their organization. Upon doing so, their employer can save money and resources associated with payroll processing and distribution costs while employees benefit with the piece of mind of knowing that their wages are accurately and consistently deposited into their personal bank account. In fact, NACHA, the Electronic Payments Association estimates that companies save up to $0.60 per payment by using direct deposit instead of paper paychecks.* This is why employers over the past 25 years have promoted direct deposit to their workforce , achieving a 65% direct deposit participation rate nationwide.
However, if you work for an employer whose workforce contains a high percentage of individuals without bank accounts, it is difficult to achieve the desired level of participation in direct deposit programs. These workers are frequently called the unbanked by employers and the financial services community and represent about 10 million households in the United States.
In response to the employer community's desire to find a practical method to pay unbanked workers electronically, Visa along with others have developed payroll debit card (paycard) products and services as a cost effective way for payroll professionals to electronically pay their population of unbanked workers.
In this session, learn why offering a Community Service/ Teambuilding project at your next event is no longer just an option – it’s a necessity. Learn how to tie your project to your event theme, reinforce key objectives or points, and increase the longevity of your meeting’s effect. You’ll also get some ideas of the variety and ease of programs that are available. Many which can be done right in the hotel ballroom or corporate cafeteria - no offsite travel necessary. Even one socially conscious activity can make a difference. A Towers Perrin study found that corporate social responsibility is the third most important driver of employee engagement overall, proving that charity activities affect the bottom line.
In this presentation, PollStream president and founder Steven Green will outline the six ways that non-monetary, peer-to-peer social recognition pays. Steven will share case study examples of how leading organizations are leveraging social tools in their social recognition programs. Steven will demonstrate that recognition is a currency that has extraordinary value to your knowledge workers. Mr. Green 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. The presentation will also demonstrate how the right social recognition program can build institutional memory, serving as a repository of stories that would otherwise go untold.
As organizations struggle to do more with less— contain costs, while maintaining productivity—they appear to be doing so on the backs of their best workers. HR leaders then must deal with the two competing employee goals—the need to realize the positive economic outcomes engagement drives, against the lingering need to reduce all forms of compensation—the question becomes: How you can you use recognition more strategically and cost efficiently to maximize its impact. Join Madison Performance Group as we examine the “recession-related” business case for recognition along with 5 proven strategic approaches that will help you optimize outcomes.