Webcast:
Creating and deploying a successful company-wide employee recognition program is a challenge by any assessment. But the obstacles are inherently more complex for a company with a highly autonomous business structure. Siemens USA, an independent subsidiary of its 160-year-old German parent company, Siemens AG, recognized the need for a company-wide employee reward and recognition program that balanced its rich tradition of business autonomy with today’s requirements for corporate-level visibility, oversight, and control.
A decentralized operating model has allowed Siemens USA to move with speed and agility within its key business sectors: industry, energy, and healthcare, as well as its corporate and cross-sector functions. But that operating autonomy also meant that its recognition and reward programs also varied by business unit and may not have been as closely connected to corporate imperatives as they should have been.
Making the change would not be easy. Many of Siemens business units had had their own employee reward and recognition programs—and unique approaches to using them—in place for years. A successful migration to a consolidated recognition program would require skillful consensus building as well as a flexible design approach.
Join us as we explore the best practices employed and lessons learned along the way by Siemens USA as they made the move toward a consolidated recognition program. Don’t miss these webcast take aways about how Siemens USA:
- Built the business case for consolidating recognition programs
- Got stakeholder buy-in
- Managed internal hurdles
- Evaluated vendors
- Chose a technology that works best for the situation
- Connected recognition to the external brand
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Is evaluating success
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Presenters
Susan Brown is Director, Compensation at Siemens Corp, the USA holding company of Siemens AG. As a diversified industrial company, Siemens span industries, including Healthcare (systems & equipment), Industry (building & technology) and Energy (traditional and "green" power). Susan's accountabilities extend to design, delivery and oversight of executive and employee compensation, including equity programs, incentives & recognition, and salary management.
In her 6 years at Siemens, Susan has implemented standard USA-wide and global programs, from a web-based salary planning application to consistent USA executive compensation processes, standard severance programs and a USA-wide career hierarchy and structure. These efforts have helped shift the business units from decentralized entities to a united USA organization. One of her proudest efforts has been the implementation -- for the first time -- of a consistent reward & recognition platform, from incentives to spot recognition, enabling managers to reward, recognize, motivate and empower their employees.
Prior to Siemens, Susan spent 14 years at Mercer Consulting Inc., in its Washington DC, Melbourne Australia and New York City offices. She left the HR Consulting firm as a Principal, after gaining cross-industry experience in employee compensation and sales effectiveness consulting.
An industry authority, speaker and writer focusing on the latest trends that impact Workforce Engagement and Sales Incentive Marketing, Mike has been quoted and published in numerous media outlets and is a frequent speaker at industry events. He has advised many of the world’s leading brands and executives on how to best define and implement program strategies that deliver a higher level of motivational impact to participants, increase planning flexibility for stakeholders, and offer the financial controls and projected returns that sponsors demand.
Mike is president of The Performance Improvement Council (PIC), a board member of The Incentive Marketing Association (IMA) and a trustee of the Incentive Research Foundation (IRF). He holds an MBA from Fairleigh Dickinson University.