Senior Vice President of Client Strategy at Madison Performance Group
Webcast On Demand
Presented By:Mike Ryan | Webcast Aired: July 26, 2012
With the realization that businesses are more dependent on their employees’ attitudes and actions to distinguish the company in our global marketplace taking hold on the executive floor, the c-suite is expecting HR to develop reward strategies that not only help their companies attract and retain the best and brightest talent, they are also looking for HR to deploy program elements that help the business optimize the collective contributions of their growing ranks of knowledge employees.
But what is it about the psychological make-up of this new breed of worker (and their working environments and practices) that makes developing recognition programs that encourage productivity, worker longevity and customer loyalty so nuanced? What unique factors do today’s HR leaders need to consider when planning and deploying employee recognition strategies aimed at this front-line and highly virtual workforce?
This webinar will examine:
The modern-day definition of today’s knowledge worker, including a look at the shifting organizational structures they work in.
The psychological characteristics of virtual workers and why how recognition not only motivates them, how its serves their exceptional desire to learn and bond
How the new business case for recognition is morphing and must also focus on improving the cultural conditions that make this class of worker thrive.
The essential outcomes of any recognition program aimed at this audience are changing. A hint here: the answer centers on improved collaboration and innovation across the enterprise.
The mechanics of recognizing this audience and how the right technical approach can help you do so easily, efficiently and effectively.