2013 Employee Engagement Conference Virtual Conference

Virtual Conference — September 24–25, 2013

Price: Single Attendance: $595 Add to Cart
  Company Attendance: $4,995 Add to Cart
  For additional information, including a special pricing option for company-wide participation, or if you would like assistance with registration, please contact
Shane Lennon anytime at 866.538.1909 x1904.
Downloads: Presentations and Videos available for 30 days beginning 10/01/13*
Agenda: Download the Brochure to View the Virtual Agenda

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2013 Employee Engagement Virtual Attendee Brochure

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Redefining Employee Engagement
for the New Normal: Using Culture, Enablement, and Managers to Drive a
High Performance Workforce


The Traditional Definition of Employee Engagement is
Already Obsolete

Not long ago, employee engagement was originally defined as “an employee's willingness to invest discretionary effort on the job.” This is no longer applicable in the new normal. The problem is “willing” doesn’t guarantee “execution,” and the initiatives and strategies that worked 6 years ago, are not effective in this current environment.

We Now Recognize Performance — Not Presence

Perhaps it is time to rethink the logic that equates long hours with superior performance and workaholism with commitment.” — Nan Stone, Mother’s Work, Harvard Business Review

Employee Engagement is the degree of an employee's positive or negative emotional attachment to their job, colleagues and organization that strongly influences their willingness to learn and perform at work. It’s emotional commitment the employee has to the organization and its goals. This means engaged employees truly care about their work and their company. They don’t work just for the money or the next promotion — They work on behalf of the organization’s goals.  How do you engage your workforce to drive revenue, performance and innovation in your organization?


Performance Drives Revenue —
Engagement Drives Performance


Engagement In the “New Normal” Now has 3 Main Drivers.  Learn how to implement these critical components as part of your engagement strategy.




This describes the work experience — the nature, style and quality of organizational life, not the programs themselves.

  • Wellness and positive work energy/life programs (health, work flexibility,..)
  • A supportive social environment
  • Feelings of enthusiasm/accomplishment at work
  • Belief in company goals and objectives
  • Flexible work arrangements


Relationship between the Employee, their Manager and the CEO

Establish trust through clear, open, and high touch communications.

  • Good communication from the CEO down to the entire workforce
  • Employees comprehend and value the organization’s business goals
  • The workforce has a clear understanding of how their specific job contributes to achieving the overall business goals
  • Personal connection — showing a sincere interest in employees’ well being
  • Leadership behaves consistently with the organization’s core values


Employee Enablement

Giving employees the skills, tools and resources to do the job correctly, including learning, training, social support and career development.

  • Providing freedom from obstacles to success at work
  • Availability of resources to perform well
  • Ability to meet work challenges effectively
  • Enough employees in the group to do the job right
  • Career development and learning new skills


Performance Drives Revenue —
Retention Is More Critical Than Ever

19 million employees or 13 percent of the total U.S. workforce are angling to change jobs in 2013. This churn will cost U.S. businesses an estimated $2 trillion to recruit and train new workers. *
* Cornerstone survey


The Damage from the Disengaged

Misery loves company, and no one loves to share misery more than the disengaged. These workers have the ear of your best and brightest, and are very skilled in creating dissent and restlessness throughout the ranks. The disengaged are proven to have a very negative impact on retention and engagement.


Disengaged talent produces a negative financial value because the revenue
the disengaged produce rarely covers their total employment cost.


When engagement declines, organizations become susceptible to a measurable drop in productivity, declining customer service and greater rates of absenteeism and churn.

The HCI Employee Engagement Conference is a one of kind event that focuses exclusively on what drives engagement and creates a high performance workforce.


You will learn:

  • What Drives Engagement
  • How to Change and Influence Culture
  • How to Create a High Performance Workforce
  • How to Communicate Organizational Goals that Connect with Employees
  • How to Retain Key Talent through Engagement Initiatives
  • How to Effectively Deal with the Disengaged and Other Obstacles to Engagement
  • New Ways to Provide a Supportive and Energized Workplace

Sign up now! Click here to add it to your cart.

For additional information, or if you would like assistance with registration, please contact Shane Lennon anytime at 866.538.1909 x1904.

*Please note that not all presenters use slides, or do not give permission to distribute their presentation or video, so we are not able to provide slides and videos for every presenter. Your access to the videos will expire 30 days after they are posted for viewing.