Visible Communications, and co-author of the “Principles of Results-Based Program Design,” published by the Incentive Marketing Association; and
Four experts in the corporate marketplace provide insights for anyone in management tasked with utilizing brands in any type of organization gifting or event; incentive, recognition, or loyalty program; or amenity program.
, Owner, Schaffer Partners Inc., a leading master fulfillment company in Cleveland;
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.
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.
Summary: Traditional length of service award programs are evolving to strategies to promote key organizational goals and behaviors. Our panelists agree the recognition is becoming a key internal branding process to support organizational goals. Here are other highlights from the show: Recognition was traditionally a low-level tactic because it was mostly used to focus on length of service. As organizations focus more on promoting purpose and key values, recognition gains more importance in the organization. Organizations are now using employee recognition apps to gain more intelligence about how employees feel and engage with the organization and their peers. Some of the essentials for a successful recognition program include: • Management support. • Authenticity. • Ongoing training of management on the principles of recognition and appreciation. • Effective, ongoing communication. • Integration of training with learning and other human resources activities. • Performance measurement. The speakers agree that increasing pressures on public companies to disclose human capital practices and outcomes will promote increased use of recognition strategies.
Panelists: Kylie Green
The Role of Distributors in Brands and Engagement. (60 minutes.) Click here
Senior Vice President, Global Sales Reward Gateway; Tom Short
Co-Founder and Chief Customer Officer of Kudos, and Dr. Paul White
President, Appreciate at Work.
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.
Panelists: Rick Garlick,
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.
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.
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.
. 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.
Panelists: Peter Friend
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.
, 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.
Essentials in Golf Incentives, Rewards, and Gifting. (30 mins.) Click here.
Few consumer categories went through a bigger transformation than golf as a result of the pandemic. Locked-down families went to golf courses in record numbers and brought the kids, as it was one of the only activities that remained safe. This Enterprise Engagement Alliance Zoom Show, sponsored by the Brand Media Coalition, provides the essential information incentive, rewards, recognition, and gifting planners need to get the most out of their golf programs, whether merchandise, travel, or both.
Panelists: Corey Wolfe
; Director of Sales, Links Unlimited; Marc Matthews
, President & CEO, Pulse Experiential Travel; John Geysen
, Director of Product Marketing, HMI Performance Incentives.
BMC YouTube Show: Interest Grows in the Storytelling Power of Brands. Click here.
Corporate buyers are showing increasing interest in the more careful and selective use of brands, but overall awareness of the corporate rewards and gifting market and the expertise involved remains low, according to the panelists on the Enterprise Engagement Alliance show, “The Power of Brands,” on the Brand Media playlist of the Enterprise Engagement Alliance’s Human Capital and Enterprise Engagement Youtube channel. Click here
for the show.
Panelists: Brian Galonek
Painfully few corporate buyers know that there is a business and experts focused on the strategic use of brands to engage key people as part of ROI-based programs.
Carefully selected brands create emotional connections that can endure for years or more and create brand ambassadors.
Best advice for buyers considering using gifts is to: Establish clear objectives, qualitative, quantitative, or both; put yourselves in the shoes of the recipients in terms of selecting brands and offerings that show you know them and that reflect well on your own organization.
Best advice for brands getting into the corporate market: Be patient, it takes time to get brands into programs and start seeing redemptions; provide effective information to tell your story and the demographics and psychographics of your customers.
Customization and personalization of the reward experience is more important than ever, which can include tasteful decorating or imprinting, or personalized gift boxes or presentations.
, President, All Star Incentive Marketing. Rick Garlick
, Vice President, Magid, and Research Advisor to the Incentive Research Foundation; John Geysen
, Director of Product Marketing, HMI Performance Incentives; Megan Shea, IP
; Director of Loyalty Programs, Links Unlimited Inc.
Total Rewards 2.0: At the Convergence of Rewards, Recognition, and Benefits. (45 mins.) Click here.
Organizations can maximize the impact of their rewards, recognition, and benefits programs if they align these efforts under a holistic approach known as Total Rewards 2.0. That’s one of the key findings of this Enterprise Engagement Alliance YouTube show designed to help management at all levels optimize the results of their engagement efforts.
Most companies do not currently align their benefits and rewards and recognition programs as part of an overall employee engagement strategy, but that began to change even before the pandemic and has accelerated since then.
Most companies have low levels of engagement in benefits programs, because even senior management are not aware of all the options. These programs and employee engagement can be greatly enhanced through a one-to-one conversation between an employee and a regular person representing human resources each month.
Very few companies have any awareness of upcoming Securities & Exchange Commission human capital disclosure requirements that likely will include metrics on worker engagement and turnover; pay and benefits; turnover; health and safety, and diversity, including that of the board. These disclosure rules will also affect large private companies in their supply chains as well as private-equity financed companies.
Companies that wait to address the workforce disclosure requirements risk significant embarrassment if they are not even yet aware of their current metrics and a plan to enhance them. Human resources management may be called in quite suddenly to address return-on-investment metrics of their various activities with little time for preparation or optimization of results.
There are now a wide variety of benefits programs offering clear discounts on entertainment, amusement parks, restaurants, local businesses, travel, cars, health and wellness services, and much more that can provide more value than the typical raise in pay.
Traditional recognition and incentive companies have not become involved with benefits because it’s not in their background but represents a significant and natural growth extension with clear ways to benefit their clients and their own companies.
Panelists: Maggie Drucker
, Co-Founder, Chief Relationship Officer, Prosperbridge
; Missy Dunn
, Vice President, Client Salesof Abenity Inc.
; Matt Gregory,
Assistant Vice President of Lockton Companies
; Darwin Hanson,
; Bob Randall,
CEO, Transcend Engagement
Effective Business to Business Development Practices. Click here.
This EEA interview with Rachel Cogar Yeakley, who runs an advisory form with extensive experience in the engagement field and business coaching, outlines the critical elements to a modern business development process. Unfortunately, she says, most marketers must unlearn almost all the old rules in order to stop selling and instead focusing on the needs of ideal prospects and demonstrating, not just saying, how you will address them.
To explain how to implement an effective business-to-business branding and inbound process is much easier than to implement, because effective programs include:
1. A clear vision of your organization’s value to whom—what is your point of view on solving problems of your customers?
2. Translation of that vision into a story—not information about you, but information that addresses their needs, questions, curiosities, not what you want to say about yourselves; i.e., links to content of interest to them; thought leadership from your team; research or other information that helps, not sells.
3. Consistency. Post at least twice a week but not just for the sake of posting. Use that same content for your blog and e-newsletters.
4. Engage your team. Make sure the sales or other teams are contributing ideas and sharing content.
5. Listen to and dialog with prospects. Follow the people of interest to you and comment when you have an insight to add or use their thoughts as an idea for useful content.
6. Track your progress. Set up a performance chart of your Linked in and blog posts and emails, and track not just number of qualities—i.e., Likes, shares, or comments by influencers. Discipline anyone involved with inbound analysis to track the source and influences of leads.
7. Be authentic. Do not connect with people to sell them or use services that automate that intrusive process. Follow people and dialog authentically. If you want to reach out, do so by phone or email.
8. You can’t fake expertise. People right out of school have all the skills needed to manage a sophisticated campaign except for the most critical component of all: content expertise: to be able to sit in the seat of the decision makers in B2B, understand their areas of pains, curate solutions, tweak their imaginations, etc. requires serious business journalism schools, not copywriters. Look to find business journalists in your field who communicate regularly with your sales team to look for new ideas as well as use Google Alert or other means to track the latest information.
9. The ROI. You will see an uptick in inbound inquiries. Salespeople will have an easier time getting calls returned because they are reviewed as a potential resource. Sales close ratios increase because you have done the hard work of building trust by being helpful. You will see more referrals because of your thought leadership.
IRR Town Hall Industry Meeting: Is it Time for a Got People Campaign? (65 mins.) Click here.
There are very few CEOs who have not experienced the wonders of a well-designed retreat in a compelling destination with their colleagues and significant others and/or unique opportunities to savor a local culture on a business trip or receive special memorable gifts for their accomplishments. Yet, surprisingly few CEOs or management recognize the same impact these experiences can have on all their stakeholders when part of properly designed, transparent programs aligned to support organizational purpose and goals.
The purpose of this live and recorded industry town hall meeting for the Enterprise Engagement Alliance YouTube Channel hosted by the Enterprise Engagement Alliance and its Brand Media Coalition, is to discuss the general level of awareness and brand of the IRR (Incentive, Rewards, and Recognition) field and what if anything can be done about it.
Six professionals from management, marketing, human capital, human resources, and compensation kick off the program agreeing that while they were aware of the tactics of the Incentive, Rewards, and Recognition (RR) field, they were not aware of the existence of a formal field with expert practitioners who can assist with research- and experience-backed program design and measurement.
Human Capital Is a Marketing Issue—CMOs Just Don’t Get It Yet (65 mins.) Click here.
This EEA webinar with marketing and human capital experts finds consumers, employees, investors and other stakeholders, human capital management and reporting are driving demand for human capital reporting that is as much an issue for marketers as it is for the CEO, CFO, or CHRO (Chief Human Resources Officer.)
Most of the panelists believe that human capital reporting will become common within the next three years, with only one believing it will take up to 10 to 15 years to become widespread. The webinar also includes information on the economics of human capital management and reporting and details on the steps involved from professionals who have done it.
Allan Steinmetz, Founder of Inward Strategic Consulting, a pioneer in internal branding, and Ralf Specht, co-founder of the international ad agency Spark44 and author of the recently published “Building Companies With Soul” agreed that human capital management and reporting is a critical marketing issue, because people are the essence of what every organization is selling or marketing. Nonetheless, they agree that traditional marketing management focuses only on the customer, taking little responsibility for and often having little involvement in how promises get delivered. Marketing executives and their agencies, they point out, are measured by their impact on sales, creative awards received, not on how they engage all stakeholders in the brand.
Because the failure to deliver marketing promises undermines the effectiveness of advertising and marketing, agencies and marketing executives can benefit by addressing these issues, especially because many agencies are facing their own talent retention and acquisition challenges. Neither Steinmetz or Specht expect agencies to step into the breach to meet the needs of 360-degree brand engagement: both foresee more boutique specialists such as Steinmetz’ Inward Strategic Consulting to take the lead as well as the Big 5 management consulting companies.
Three experts in human capital management and reporting shared a practical approach to creating a human capital management and reporting strategy focusing on the business opportunities, not compliance.
Engagement Solution Provider Profiles
An 24/7 online opportunity to learn about different types of practical solution providers as if you were talking with them at a trade show.
BCAT Brand Alignment
: A process and assessment platform for building a consensus around a brand or culture of an organization or team in order to achieve better results.
Catalyst Peformance Group
: A leader in the design and implementation of business operating systems to help CEOs more effectively manage their organizations.
A financial wellness and progress service that companies can offer to help employees to better manage financial goals and challenges and get more out of their company's employee benefit programs.
A leading supplier of Enterprise Engagement technology, employee engagement, gifting, and employee company stores to help organizations bring ESG (Environmental, Social, Governance) into practice.
: Provides a complete suite of employee engagement advisory services, performance management, and management-employee relationship management, along with an employee engagement platform.
And more to come
Rewards, Recognition, and Brand Media
, a leading provider of gift cards activatable on demand via a smart phone app.
, one of the largest master fulfillment companies in the US focused in the corporate incentive, recognition, loyalty, and corporate amenity business. Click here
to view their story video.
Brand Media Profiles:
Master the Principles of Enterprise Engagement to Achieve Organizational Goals and Enhance Your Career
Profit from a new strategic and systematic approach to engagement to profit from the principles of Stakeholder Capitalism, enhance your organization’s brand equity; increase sales, productivity, quality, innovation, and safety, and reduce risks.
Get trained to become a Chief Engagement Officer for your organization.
Learn how to create Sustainability or Integrated Reports for Your Organization or Clients.
Learning and Certification: The Enterprise Engagement Alliance 2.0 education program, the only learning and certification platform for boards, executives, and managers seeking to understand the implementation principles of Stakeholder Capitalism, human capital management and measurement, and ROI of engagement. For more information, contact Bruce Bolger at Bolger@TheICEE.org or 914-591-7600, ext. 230.
ESM at EnterpriseEngagement.org, an online trade publication founded in 2008 that features news, profiles, research, and more on the field of Enterprise Engagement, the implementation process for Stakeholder Engagement, and the EEXAdvisors.com buyer's guide and resource directory. This includes a comprehensive resource library on Stakeholder Capitalism, human capital management, measurement, and ROI of engagement.
RRN at RewardsRecognitionNetwork.com, an online trade publication founded in 1996 that features news, profiles, research and more on rewards, recognition, gifting and brand media, and the Brand Media Coalition, the only guide to the story-telling power of brands and where to source them for business, event, promotional gifting, and rewards and recognition. This features a comprehensive resource library on brand media, rewards, recognition, incentives, gifting and more.
The Enterprise Engagement Alliance Human Capital Management and ROI of Engagement Youtube channel featuring one-hour and 30-minute panel discussions with experts on multiple topics on Stakeholder Capitalism, Human Capital Management reporting and measurement, and engagement tactics.
Enterprise Engagement: The Roadmap 5th Edition
The first and most comprehensive book on Enterprise Engagement and the new ISO 9001 and ISO 10018 quality people management standards. Includes 36 chapters detailing how to better integrate and align engagement efforts across the enterprise. (312 pages, $36.)
• The International Center for Enterprise Engagement at TheICEE.org, offering: ISO 10018 certification for employers, solution providers, and Enterprise Engagement technology platforms; Human Resources and Human Capital audits for organizations seeking to benchmark their practices and related Advisory services for the hospitality field.
• The Engagement Agency at EngagementAgency.net, offering: complete support services for employers, solution providers, and technology firms seeking to profit from formal human capital management, reporting, and ROI of engagement practices for themselves or their clients, including Brand Alignment audits for brands and Capability audits for solution providers to make sure their products and services are up to date.
• C-Suite Advisory Services—Education of boards, investors, and C-suite executives on the economics, framework, and implementation processes of Enterprise Engagement.
• Speakers Bureau—Select the right speaker on any aspect of engagement for your next event.
• Mergers and Acquisitions. The Engagement Agency’s Mergers and Acquisition group focuses on helping organizations focused on people sell to the right buyer and on assisting engagement solution providers seeking an exit or merger. Contact Michael Mazer in confidence if your company is potentially for sale at 303-320-3777.
Enterprise Engagement Benchmark Tools: The Enterprise Engagement Alliance offers three tools to help organizations profit from Engagement. Click here to access the tools.
• ROI of Engagement Calculator. Use this tool to determine the potential return-on-investment of an engagement strategy.
• EE Benchmark Indicator. Confidentially benchmark your organization’s Enterprise Engagement practices against organizations and best practices.
• Compare Your Company’s Level of Engagement. Quickly compare your organization’s level of engagement to those of others based on the same criteria as the EEA’s Engaged Company Stock Index.
• Gauge Your Personal Level of Engagement. This survey, donated by Horsepower, enables individuals to gauge their own personal levels of engagement.
For more information, contact Bruce Bolger at Bolger@TheICEE.org, 914-591-7600, ext. 230.