With unemployment stubbornly stuck at high levels, do employee recognition programs still matter? With the pressure to “do more with less” still influencing corporative thinking, do investments designed to strengthen employee allegiance make sense in an economy that has an abundance of potential replacements looking for work?
And then there is the other side of recognition’s promised return—increased productivity. Engaged employees—those that are emotionally and intellectually committed to what they do, and who they do it for—are proven to be more productive than those that are not. But employee productivity during the recession has not wavered. In fact, the aggregate output per employee has increased.
In light of this, how do you formulate a compelling and relevant argument for recognition programs that promise better retention levels and increased productivity? How do you make the case to budget-conscious executives that recognition interventions are still essential when employees seemingly have nowhere else to go? How do you offer up the notion of increased productivity when the organization is already functioning at levels that rival pre-recession figures?
This webinar offers a look back at some of the corporate decisions that now define a worker’s new normal and outlines why current rates of employee retention and productivity are not sustainable.
It also offers up 5 ideas on how companies can use their recognition investment in a more appropriate/strategic fashion for current times—increasing the impact for workers as well as budget-mindful executives.
Attendees will learn why…
Corporate cultures have become more competitive (vs. cooperative) and how a recalibrated recognition strategy can help you change that.
Individual innovation is an untapped asset in a talent-driven economy and how recognition can help you commercialize those “personal patents” that could otherwise go unnoticed.
Why a local manger’s role is so critical and what’s holding him/her back from getting involved.
Why you can’t afford to ignore the unique motivational needs of virtual workers.
Why the HR suite needs to start thinking more like their marketing colleagues if it wants to truly optimize the impact of recognition.