When HR executives ask me how they can get “buy in” from their C-Suite brethren for new initiatives related to employee engagement I tell them to speak one truth to power “profitability”. I have not met a senior executive yet whose head did not turn when promised greater profitability, and that is exactly what HR professionals should be promising they can deliver with properly-built employee engagement programs. There is a positive correlation between employee engagement levels and corporate profits and they can prove it.
Eleven All Star employees volunteered their time to help support the United Way for their 2016 Day of Caring. See some of the great work they did below:
The journey into safety rewards and recognition never needs to be a blind one. Often times a potential client will come to us not knowing where to start. We know that there are specific costs associated with safety (in particular – accidents) including lost time, claims, administrative expenses, and more. The best thing to do is to evaluate the company’s current state of affairs relative to safety and that includes costs, incident rates, claims, training, recognition, committees, regular meetings, etc. The more in tune a company is with their overall safety strategy and culture the more likely they are to create a properly designed and effective safety reward and recognition program.
In the Wall Street Journal article linked below, Senator Elizabeth Warren chooses to refer to the incentives offered to agents for selling certain types of annuities as “Kickbacks”. Really?! Is that what she meant to say because at an initial glance it seemed awfully irresponsible and uniformed to me? Wanting to make sure I did not misunderstand her, I thought I would look up the word Kickback to see if its connotation to me was way off. It wasn’t. Varying definitions of “kickback” use words like “bribery, coercion, illegal, collusion, secret, and dishonest”.