Yes, it's a tough economy, but that makes keeping your workforce happy more important than ever, especially since your workers are probably clocking longer hours and juggling more responsibility than ever before.
In fact, almost 90 percent of U.S. employers offer employee recognition programs, according to a recent national survey, and more than half want to offer their workers something new this year.
Unfortunately tighter HR budgets make it difficult to maintain your rewards program, let alone expand it. You’re dealing with the challenge of proving the bottom-line value of your employee rewards to the top managers in your organization—who are undoubtedly trying to cut budgets across the board.
It’s your tough job to bridge that gap between your current recognition program’s budget and what you know you should be offering.
Want some advice? Order this practical 90-minute webinar recording, where you’ll learn:
- Best practices for recognizing and rewarding workers in today’s increasingly diverse, economically strapped environment
- How to evaluate your current programs to gauge their effectiveness versus their cost
- The most reliable methods of gauging the bottom-line value of recognition programs, as well as tips for communicating that value throughout your organization
- The do’s and don’ts of implementing new types of rewards and recognition that your workers actually want to receive—and the traditional rewards that, surprisingly, are still very effective today
- How to manage rewards and recognitions for workers at varying organizational levels, in different offices, and across age ranges (from Boomers to Millennials)
- Recommended rewards for managers on a shoestring budget
- The most common mistakes employers make these days with rewarding and recognizing their employees—and how you can avoid repeating them
This webinar was recorded on Thursday, August 5, 2010
About your Speaker:
Mary Anne Kennedy is the principal consultant at MAKHR Consulting, LLC, a New Jersey-based full-service Human Resources advisory firm. Her firm provides small-to medium-sized business owners and employers with the full spectrum of HR services and programs. Before launching her business, Kennedy served in senior HR positions with a Fortune 500 pharmaceutical company and a Fortune 500 office furniture manufacturer and as a senior HR consultant for a wide range of large employers. She is a founder of the St. Paul’s Networking Group (a Princeton, N.J. ministry that provides career coaching to those who are in career transition) and a frequent speaker on HR issues. Kennedy earned her bachelor’s degree from Thomas Edison State College and holds certifications in MBTI administration and DDI behavior-based interviewing.
Approved for Recertification Credit
This program has been approved for 1.5 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org. The use of this seal is not an endorsement by HRCI of the quality of the program. It means that this program has met HRCI's criteria to be pre-approved for recertification credit.
