EEA Zoom Shows

Summary: This session focuses on the role human resources or other management can play in: helping CEOs develop and implement a human capital management strategy with clear 

metrics; providing better measurement of HR practices; contributing to the publication of Corporate Responsibility Reports, and even assisting CEOs with human capital merger and acquisition assessments. What does HR need to make the case for a strategic and systematic approach to people management. What does HR need to do as a profession to profit from these opportunities? What types of skills will they need? 

Panelists:  Amy Armitage, Chair, Human Capital Investment & Reporting Council, Program Director,The Conference Board; Alex Edmans, Professor of Finance, London Business School, and author of Grow the Pie; Sonia Consiglio Favaretto, UNGC SDG Pioneer/Chair of the Global Reporting Initiative Brazil Advisory Board/ Vice-chair of the CDP Board; Laura Queen, EdD, CEO, 29Bison.com, a mid-market M&A advisory firm focusing on human capital risk analysis, with 20-plus years in HR management. 

Human Capital Management, Metrics, and the Emerging Role of the CFO. (60 minutes.) Click here.

Tactical Session: Sales Incentives Effective Design. (60 minutes.) Click here.
Great insights on ROI-based sales incentive design and the power of brand story-telling. In a little more than 30 minutes, IRF and EEA Academic Advisor Allan Schweyer; HMI Performance Icnetives exec Lincoln Smith, and ROI of Engagement and Business Operating System expert Todd Hanson, CRP, CPIM, of Catalyst Performance Group pack in multiple insights on how to design a more effective, ROI-based sales incentive program. Afterwards, Weber Grills grillmaster Kevin Kolman tells the Weber brand story and show how to turn a Weber gift into an experience, even in the time of Covid. 

Effective Employee Engagement Tactics. (60 minutes.) Click here.
Summary: There is big news in the people management space. The Securities & Exchange Commission now requires US public companies to disclose their human capital practices and metrics, including how they recruit, develop, and retain employees and measure those activities, with year-to-year comparable metrics. This session will address the state of employee engagement measurement today and provide clear guidelines on how to design measurable human capital management and engagement strategies aligned to the organization's purpose and goals.
Panelists: Solange Charas, Founder, HC Moneyball, a SaaS-based human capital analytics and benchmarking platform, and who has held senior-level HR positions with leading firms; Al Cini, Founder of the BCAT brand alignment methodology and platform; Peter Goldberger, Senior Partner, the Incentive Team, a sales engagement specialist; and Barb Hendrickson, President of Visible Communications and editor of the Certified Professional of Incentive Management program of the Incentive Marketing Association. 

The Role of Distributors in Brands and Engagement. (60 minutes.) Click here.
This show interviews a brand representative and two distributors and their growing role in the worlds of brands, rewards and recognition programs, and other engagement services.
Panelists: Guy Achtzehn, President of The Marketing & Sales Group, Inc, and The Promotional BookStore; Woody Kaye, President, CEO at Corporate Values, Inc.; Branded Promotional Products; Brand Communication Solutions, Eric Pehrson, Promotional Problem Solver at Creative Studio Promotions.

Motivational Event Update: Pandemic Spurs Big Changes in Group Travel. (30 minutes.) Click here.
The US demand for group motivational events is holding up surprisingly well, with programs already taking place this year, according to the panelists. The post-pandemic future looks like there will be an even greater  focus on experiences, interaction, and creativity.
 
Key findings:

• The US motivational event business is picking up faster than the Canadian market, as the US market appears to be less risk adverse.
• A greater focus on ROI and clarity of purpose over the last decade has helped hold up demand for group incentive travel better than occurred after the onset of the great recession in 2008. That said, there remains a significant need to educate organizations on the financial value of these programs, as the programs based on supporting organizational goals, rather than thank you programs, have stood up the best.
• Many companies moved group incentive trips to individual programs during 2020 rather than canceling the programs altogether.
• Motivational events in the future will focus much more on flexibility, customization, personalization, and a reimaging of the conference experience to make it more interactive and focused on relationship building.
• The pandemic has reinforced the need to work with professional motivational event planners, as opposed to group-tour-oriented travel agents, because of the need for expertise in contract negotiations; creativity in site, venue, and experience selection; ability to manage hybrid live and virtual events, and other specific engagement tools.

Panelists: Rick Garlick, Vice President, Magid, a management consulting firm,and Chief Research Officer, the Incentive Research Foundation; Stephen Cook, Owner, Lorandus Meetings & Communications; Jacque Salentine Busby, Chief Incentive Strategist, Luxe Incentives; Kate Cardoso, Director, Strategic Services, HMI Performance Incentives.

Employee Engagement Essentials:  It Starts at The Top.  (30 minutes.) Click here. 
This  EEA Zoom show on Employee Engagement Essentials is designed to provide management at every level a time-efficient way to learn about effective practices in the design and implementation of employee engagement strategies.
 
Key findings:

• Organizations with high levels of employee engagement consistently outperform their competitors.
• Employee engagement since the pandemic has fallen to record lows.
• If the CEO is not leading the effort, success is unlikely.
• The key challenge with employee engagement assessment surveys is that there is rarely accountability for action.
• Employee engagement should be focused on the goals of the organization, and not engagement as an end.
• Organizational purpose and performance goals should drive engagement design, not satisfaction surveys.
• Today’s managers at all levels have to not only have the soft skills to coach, support, and identify opportunities and challenges, but understand the business of people: how the various engagement tactics work together.
• When selecting an engagement strategy or tactic, ask how it fits into the overall plan, aligns with other tactics, and can be aligned with others.

Panelists. Michael Anderson, Partner at Anderson Global Talent LLC and Chief Human Capital Officer in the Obama Administration, as well as of Housing and Urban Development; Rick Garlick, Vice President MAGID, a management consulting company and Research Advisor for Incentive Research Foundation, and Kevin Sheridan, a worldwide expert on employee engagement, author of multiple books on employee engagement, and developer of the PEER assessment product.

Individual Travel Essentials: Surge Expected in Individual Incentive Travel. Click here.
This Brand Media Coalition Youtube show featuring experts in individual incentive travel finds that while the pandemic halted travel over the last year, many companies replaced group travel with individual programs—a trend many expect to only accelerate as the pandemic recedes.
 
Key findings:

• When groups began canceling last year, many offered recipients vouchers for individual travel programs.
• Return on investment can easily be built into travel programs by basing the award on the level and value of the achievement.
• Now that more people are feeling comfortable about travel, point redemptions for individual travel in programs are beginning to pick up again.
• The desire for individual travel will surge as the pandemic recedes, not only because of pent-up demand but because Millennials especially prefer individual over group events, but because of the significantly reduced complexity and internal political considerations involved with individual travel over group events.
• As travel resumes, there will be more interest in off-the-beaten path destinations and unique and authentic cultural and other experiences.
• It is critical to work with experienced and established incentive travel vendors to ensure that recipients not only can access their individual awards when they wish but also that they receive the necessary customer support in case an issue arises. This is especially true for bucket-list types of experience, such as major tournaments or entertainment events.
• Look for vendors who can provide the support necessary to make the travel experience as seamless and comfortable as possible to reduce the stress involved with planning and logistics.

Panelists: Peter Friend, Founder and President at Global Hotel Card by Expedia and Global Experiences Card Powered by Viator; Rick Garlick, Vice President, Magid; Chief Research Advisor, Incentive Research Foundation, Marc Matthews, CEO, Founder, Pulse Experiential Travel.

Engagement Solution Provider Profiles