2. Michelle M. Smith, CPIM, CRP
Named as one of the Ten Best
and Brightest Women in the
Incentive Industry, Michelle is a
highly rated international speaker,
writer, and consultant. She is a
respected authority on human
capital management, internal
branding, and engagement who
has published and presented more
than 475 articles and lectures.
3. Global
Research
Case The
Studies Issues
Engagement
How- Key
To’s Drivers
4. Engagement » Quality » Productivity
16% more profitable
18% higher earnings
18% more productive
2.6 times higher growth
37% less absenteeism
60% less quality defects
5. Engagement » Quality » Productivity
51% less employee theft
12% better with customers
41% fewer patient incidents
62% less likely to be involved in an accident
51% less likely to leave (low turnover organizations)
31% less likely to leave (high turnover organizations)
8. Employee Discontent
Top performers most unhappy;
intend to change jobs
60% 21% 81%
9. Effectiveness of HR Initiatives
Total Rewards & Accountability and Value Creation 16.5%
Collegial, Flexible Workplace and Value Creation 9.0%
Recruiting & Retention Excellence and Value Creation 7.9%
Communications Integrity and Value Creation 7.1%
Focused HR Service Technologies and Value Creation 6.5%
- 33.9% Prudent Use of Resources
Superior Human Capital practices are a
leading indicator of financial performance
15. Wellness Programs
Health care costs
per employee have
risen over 40% in
the last 5 years
If food prices rose
at the same levels…
Dozen eggs = $80
1 lb. Butter = $102
16. Wellness Programs
50-87% of health care
costs are believed to
be lifestyle-related
Each $1 invested saved
$3.48 - $5.82 in health
care costs
Reduced absenteeism 28%;
worker’s comp 30%; and
health care costs 26%
17. Safety Programs
Workplace injury costs ($164.7 B)
exceeded the combined profits
of the ‘Fortune 11’ in 2009
2010 costs = $225.8 B
or $1,685/employee
37% increase in 1 year
OSHA targeting Texas;
construction and
chemical industries
18. Perception Gap?
Percent of management and employee groups
who say their company is above average at
appreciating good work:
Senior management
Middle management
Staff
20. Managers Play a Key Role
Only 1 in 5 employees know
their job expectations
25% are extremely unclear
1 of 3 employees feel miscast
10% get progress feedback
Half get no feedback at all
Half do not feel cared for
Complimented = 1% disengagement
Criticized = 22% disengagement
Ignored = 40% disengagement
29. Company
Pride
weak strong
weak
weak strong
strong
engagement
30. Company
adding
Pride appreciation
weak strong
weak strong
engagement
31. Proven, Quick, Easy, Low Cost & Free Ways
to Engage Staff
My opinions seem to count.
I have a best friend at work.
In the last 7 days, I have
received recognition or
praise for doing good work.
I know what is expected of me.
My supervisor seems to care
about me as a person.
There is someone at work who encourages my development.
My company’s purpose makes me feel my job is important
This last year, someone has talked to me about my progress.
This last year, I have had opportunities to learn and grow.
32. The Recognition Spectrum™
Alignment & Reinforcement Impact & Reach
“Recognizing what matters most” “Recognizing people the right way”
Incentives Less frequent,
More frequent, less more formal,
formal, general criteria specific criteria
Thank you notes, Above and beyond, Safety, ideas, Sales, wellness, Milestone awards,
e-cards, verbal, living the values performance attendance President’s award,
on-the-spot management onboarding, events
Initiated by a person taking some action Initiated by passage of specific timeline
to recognize (fosters relationship building) or achievement of a specific metric
(reinforces performance oriented culture)
Enabling Strategies
Technology Training Communication Measurement
Assessment / Solution Design / Management
34. Michelle M. Smith, CPIM, CRP
Named as one of the Ten Best and Brightest Women
in the Incentive Industry and a President’s Award
winner, Michelle has worked in every facet of
recognition and incentives, both domestically and
internationally. A highly rated international speaker,
writer, and consultant on performance improvement;
Michelle is a respected authority on human capital
management, internal branding, and engagement.
She’s published and presented more than 475 articles
and lectures and has advised many of the world’s
most successful organizations and the governments
of the United Kingdom and the United States on how
to optimize their performance improvement initiatives
to gain maximum return on investment.
Michelle is the Past President of the Board of Trustees of the Forum for People
Performance at Northwestern University and active in the Global Incentive Council, the
Business Marketing Association, the Society of Incentive & Travel Executives, and serves
on the Board of Directors for Recognition Professionals International. Michelle is also
President Emeritus of the Incentive Marketing Association, on the Board of Directors of the
Incentive Federation, the Conference Advisory Board for the Motivation Show, and the
Board of Directors of the Recognition Council. She is also a member of the Editorial Board
for Return on Performance Magazine, the Performance Improvement Council,
WorldAtWork, the Corporate Executive Board and McKinsey Quarterly’s Executive Panel.