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 the past president of The Performance Improvement Council (PIC), a board member of The Incentive Marketing Association (IMA) and a trustee and executive committee member of the Incentive Research Foundation (IRF). He holds an MBA from Fairleigh Dickinson University.
Content Featuring Mike Ryan
If you are looking to do away with your current process completely or are simply thinking about revamping it, your goal should be to expand the range of feedback employees receive, add credibility and transparency to the process and reduce the time it takes to prepare.
Recent research suggests that while top talent is engaged in what they do, they may not necessarily be committed to who they do it for. So how can you protect yourself (and your employees) from competitive poaching and at the same time recapture their loyalty?
Significant change in workforce demographics requires companies to get strategic about attraction and retention of young talent or get used to losing key employees to organizations that do.
Find out how HR executives responsible for reward programs can realign their reward programs to foster collaboration, build internal communities of common interest and promote front-line innovations and make the brand come alive.
As companies contemplate how and where they can begin increasing employee engagement levels, they should be paying special attention to the people who sell for them. Use the insight, knowledge and tool kit presented in this webcast to create and strengthen sales rep engagement programs.
What is the value of an engaged employee beyond those high-level measures? As business leaders look to get more from their reward programs, it’s time to make the definition (and expectations) of an engaged employee more actionable.
Employee recognition planners are always looking for an advantage. But is there a different way to go about designing and executing your programs? Is there a way you can more effectively influence the way employees respond to business challenges and opportunities? Is there a discipline that can drive employee engagement and revenue growth and do so with very little incremental investment?
Learn what makes the professional services sector such a leader in employee engagement and recognition.
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.
There is a lot riding on employee engagement these days. At higher levels it’s a business catalyst. At low levels, however, it stymies growth. The verdict is in: companies with more engaged employees outperform than those that ...Read more