Presented by: Mike Ryan, Senior Vice President, Marketing & Strategy
Wednesday, June 5, 2013
3:00-4:00 PM EDT
Even though unemployment remains stubbornly high, businesses have struggled to attract and retain employees with the right skills sets and leadership potential they need to grow the enterprise over time. In fact, a narrowing of the leadership pipeline (defined as a global shortage of workers who possess both the abilities and attitudes of a potential leader) is putting a squeeze on the long-term goals of most businesses.
Why is this happening? And, more importantly, what can HR do right now to ensure that their companies come out ahead in the race to secure long-term leadership from their existing employee ranks. Where will the leaders of tomorrow going to come from? And what role can your employee recognition programs play right now to help identify and encourage top talent?
This webinar will make the case for the “Total Recognition” solution—a more balanced and complete implementation philosophy that from day one will afford a comprehensive answer to enterprise recognition.
This webinar will examine:
- The impact employee demographics and work styles play in shaping the leadership divide.
- The transition employees take from workers to managers to leaders .
- The role of employee and organizational alignment plays in shaping vision adoption.
- How existing leaders influence potential ones.
- How the right employee engagement systems help HR nurture the leadership pipeline
Register
Presented by: Mike Ryan, Senior Vice President, Marketing & Strategy
Wednesday, June 5, 2013
3:00-4:00 PM EDT
Even though unemployment remains stubbornly high, businesses have struggled to attract and retain employees with the right skills sets and leadership potential they need to grow the enterprise over time. In fact, a narrowing of the leadership pipeline (defined as a global shortage of workers who possess both the abilities and attitudes of a potential leader) is putting a squeeze on the long-term goals of most businesses.
Why is this happening? And, more importantly, what can HR do right now to ensure that their companies come out ahead in the race to secure long-term leadership from their existing employee ranks. Where will the leaders of tomorrow going to come from? And what role can your employee recognition programs play right now to help identify and encourage top talent?
This webinar will make the case for the “Total Recognition” solution—a more balanced and complete implementation philosophy that from day one will afford a comprehensive answer to enterprise recognition.
This webinar will examine:
- The impact employee demographics and work styles play in shaping the leadership divide.
- The transition employees take from workers to managers to leaders .
- The role of employee and organizational alignment plays in shaping vision adoption.
- How existing leaders influence potential ones.
- How the right employee engagement systems help HR nurture the leadership pipeline
Register
Presented by: Mike Ryan, Senior Vice President, Marketing & Strategy
There is a lot riding on employee engagement these days. No forward looking business would argue that it hasn’t become an important part of their growth strategy. At higher levels it’s a business catalyst that elevates just about every conceivable financial metric. At low levels, however, it stymies growth and jeopardizes a firm’s long term outlook. The verdict is in: companies with more engaged employees outperform than those that don’t and executives everywhere are determined to be on the right side of that equation.
But in a business environment that demands frugality and encourages caution, many of those same business leaders struggle to determine the best path forward. They grapple with the soundness of their strategy and the construct of their programs and they debate the sequence each should follow.
While a phased-in implementation may be seen by some as easier to construct and manage, the reality is it will be missing critical components at various stages of your employees’ lifecycle and that limitation will constrict your organization’s ability to connect with and encourage certain segments of your employee population toward better outcomes.
This webinar will make the case for the “Total Recognition” solution—a more balanced and complete implementation philosophy that from day one will afford a comprehensive answer to enterprise recognition.
Specifically, Mike will:
- Layout the broadening financial justification for employee recognition.
- Examine the contemporary role of some of the more common recognition concepts including service awards, above and beyond initiatives , peer-to-peer programs and President’s Circles—and outline how they work to motivate certain employee audiences.
- Highlight where those schemes are effective and also point out why those components alone fall short in their quest to appreciate, inspire and honor every employee’s contribution at key moments.
- Discuss how each recognition program element can be leveraged, communicated, executed and managed more effectively within a properly designed recognition portal.
Presented by: Mike Ryan, SVP, Marketing & Client Strategy
A strong and respected brand is one of the most valuable assets a company has. Marketing leaders invest millions on building (and protecting) their brand’s reputation. But while most businesses allocate resources to the external marketplace they have largely ignored internal audiences. When you consider that the authenticity of any brand is dependent on the company’s employees, and that satisfied customers are worth significantly more, this is a missed opportunity for any business.
No discipline is more committed to the development and optimization of its workforce than the HR team, but how does that focus translate to aiding marketing in their quest for a more authentic brand?
The authenticity of any brand—its perception of being genuine, legitimate and trustworthy—is directly dependent on the willingness of the company’s employees to act and deliver in a manner that is consistent with customer expectations.
This webinar will outline the influence employee behavior has on profits; outline the construct of a brand’s promise and the dependency it has on employee behaviors and outline why HR represents an untapped alley to marketers looking to strengthen their brand’s reputation and authenticity within the marketplace.
Specifically, Mike will:
- Talk about the development and execution of employee recognition programs designed to strengthen the brand.
- Outline some of the design considerations and explain how to leverage the core components of recognition systems for maximum efficiency.
- And he will recommend ways to augment your measurement and reporting resources for better integration with marketing’s broader business agenda.
Presented by: Mike Ryan, SVP, Marketing & Client Strategy
HR leaders looking to implement an employee recognition program (or improve upon the ones they have) have two worthy options to pick from; Software as a Service (SaaS) or a customized application. Both have their advantages. The question is: Which one is right for your business?
While SaaS has received a lot of attention lately it has not been examined in a rigorous light. HR leaders looking for the combined benefits of optimum cost efficiency and functional flexibility should make an informed decision before choosing one over the other. This webinar will look at the differences between SaaS application delivery and custom-built reward and recognition programs and offer a practical examination of the pros and cons of each.
Listeners will learn:
- The fundamental differences between the two approaches including common misconceptions
- The functional goals of contemporary recognition programs and what factors limit each
- Common design considerations of contemporary reward programs and how the technology choice influences decisions made along the way
- The characteristics of top user- candidates for each methodology and what those business models share
- The varying financial implications of each including “total cost of ownership” horizons for each