Agenda Booklet HRVS 2020 04 EncoreHow Real-Time Engagement Helps Build a Winning Company Culture...

SeSsionInformation

APRIL 19–25, 2020

SESSION TRACKS

Employee Engagement

Employee Lifecycle

Inclusion & Belonging

Strategic HR

Leadership

Best Practices

Performance

Culture

The opinions, beliefs and viewpoints expressed by the presenters of the HR Virtual Summit are those of the presenters and do not necessarily represent the policy or position of Bamboo HR LLC or its sponsors

JACK ALTMAN

How Real-Time Engagement Helps Build a Winning Company Culture

Experts preach about the benefi ts of a positive company culture that fosters employee engagement: increased productivity, better retention, better customer satisfaction, and a more innovative and positive place to work. So, how do you know if your people are engaged, and how do you make it better if they’re not? Measuring engagement is easier when you use real-time tools like pulse surveys and 1:1s between company engagement surveys and performance reviews.

In this session, we’ll talk through our best practices for creating an engagement strategy that will help you build the winning culture you want.

K ATE BISCHOFF

Are Your Employees High?

What if they’re stoned on their own time? What if they get high while on a trip to a state where it readily available? As marijuana becomes more and more accepted by society and available recreationally, employers face a conundrum—how will marijuana aff ect our workplaces and should we test for it. The answers have real consequences for applicants, employees, and workplaces. So, what should you do? This session will include some practical considerations and tips on how to handle pot.

GABRIELLE BOSCHÉ

Make Them Stop Quitting!

It’s not just millennials who are quitting their jobs. Employees of all ages are leaving sooner—and it’s costing you time and money. In this essential talk, Gabrielle shares the four-step process she uses with her top clients to achieve single-digit turnover. She shows you the diff erence between why your employees quit and why they stay (this alone could save your fi rm thousands!). Discover how Gabrielle creates multi-generational engagement plans that work—no matter your size or industry.

ERIN BROTHERS

Strategic HR Matters

As HR professionals, we like to say that we spend much of our time creating, implementing and maximizing human resource strategy in our organizations, but the data tells us otherwise. Even with great technological advances over the last several years, most HR leaders still get bogged down in the day-to-day tactical and administrative duties, leaving little time for Strategic HRM. How can HR professionals move from doing mostly administrative tasks to becoming that strategic partner and advisor?

SESSION TRACKS

Employee Engagement

Employee Lifecycle


Strategic HR

Leadership

Best Practices

Performance

Culture


DANA BROWNLEE

Managing Up: The Secret Weapon of Career Success

Research shows that people don’t leave jobs, they leave bosses. Unfortunately, a diff icult boss can not only stunt your career trajectory but also make work frustrating (and take a toll on your mood at home, too). Managing up is about developing an arsenal of techniques you can use to help any senior leader be more successful—particularly the diff icult ones! We’ll explore specifi c techniques that professionals can use to successfully navigate some of the trickiest senior leader personalities, including the Clueless Chameleon and the Micromanager.

JASON BUCHANAN

How To Improve Workplace Performance Without Blowing The HR Budget

The challenge for every company, and therefore every company leader, is to fi nd ways to remain competitive in a world where disruptions can literally happen overnight. The modern day quest for even the smallest of competitive advantages oft en comes with labels including AI, Machine Learning, Automation, Agile, Customer Experience & Employee Experience. For large companies with resources to burn, the task is daunting enough. For small and medium companies, it can sometimes feel like an unfair playing fi eld.

The good news is that there is hope.

Warren Buff et once quoted the economist John Maynard Keynes, “I would rather be vaguely right than precisely wrong,” in describing how he determines the appropriate cash fl ow measure of a company. This presentation explores how companies can improve workplace performance on a budget by adopting the same worldview to make better vaguely right decisions. In doing so, we’ll explore several data-myths that can oft en lead to precisely wrong conclusions, and deep-dive into the peculiarities of ‘employee experience’ and why current methods of understanding experience can also lead to precisely wrong decisions. We’ll then look at the concept of ‘proactive success habits’ and how organisations can use these to fi nd the competitive advantage they seek without blowing their budget.

STEVEN CHAPARRO

Co-Designing the Employee Experience

This presentation describes how the complexity of current business, economic, and social climates requires a new way of approaching HR and the employee experience. It describes how the old ways of hierarchical, command-and-control, and top-down cultures will need to give way to a new focus on culture becoming the highest competitive advantage and the employee experience as a true and powerful expression of the brand experience.

The best way to design and develop the employee experience is not by delegation to internal or external experts. Co-Design is part of the future of HR as it harnesses, empowers, and deploys the collective genius of all stakeholders including employees, management, leadership, and customers. When principles and methods of Co-Design are employed, there is a higher degree of innovation, engagement, and performance.

SESSION TRACKS

Employee Engagement

Employee Lifecycle


Strategic HR

Leadership

Best Practices

Performance

Culture


K ATRINA COLLIER

HR’s Impact on Talent Acquisition in a Transparent World

First the internet opened the door to your company, then Google for Jobs amplifi ed the access. But what does that mean to the talent acquisition lifecycle and HR’s role within it?

In this presentation, candidate engagement authority Katrina Collier will address:

• The impact of transparency and why it is causing an increase in candidate ghosting

• Whether online reviews can really harm your recruitment eff orts

• How HR can improve talent attraction and employer branding

LIANE DAVEY

Build a Healthy-Conflict Culture

Healthy confl ict is required in almost every aspect of organizational life. From making tough strategic trade-off s to managing teams of clashing personalities, there is a constant stream of issues to be resolved. But building an organizational culture that embraces healthy confl ict is easier said than done. On the one hand, you can’t let a need to address issues directly become an excuse for brutal honesty or bullying. On the other hand, you can’t let a fear of confl ict contribute to confl ict avoidance, or worse, passive-aggressiveness. You need something in between: a culture that views confl ict as inevitable and addresses issues early, before they stall productivity or create drama. You’re looking for a way to turn productive confl ict into a healthy habit, so that your team can deal with the challenging issues without derailing. In this presentation, you will gain tools and techniques to help your teams grow up, get along, and get stuff done so you can enhance productivity, restore trust, and bring stress levels down for everyone.

MANPREET DHILLON

Talent Attraction for a Diverse Workplace

Recent research suggests that diversity of thought in the workplace could increase revenue by 33 percent, making higher profi ts more likely too. Clearly, it’s in your organization’s best interests to have a talent strategy that supports attracting and retaining diverse team members. In this workshop, you’ll see how to implement diversity in your workplace as we discuss the best tools and resources to use and share best practices.

SESSION TRACKS

Employee Engagement

Employee Lifecycle


Strategic HR

Leadership

Best Practices

Performance

Culture


BJØRN Z. EKELUND

Unleashing the Power of Diversity

In this presentation, I will summarize my 25 years of experience as a consultant and researcher in creating an inclusive organizational climate. In managing a diverse workforce, it is oft en stated that it is important that an individual s background is voiced and heard, creating a climate of acknowledgement and psychological safety. But when sharing individual stories highlights polarities and diff erences, the opposite need emerges—a need to create common ground.

Creating a language of diversity that makes everyone belong has been one of my unique off erings in the process of creating common ground. I will discuss The Diversity Icebreaker, a process that creates a shared understanding of diff erent communication styles. I will also discuss how diff erent people have diff erent roles in diff erent stages of problem solving and execution.

Good diversity management is one of the most important deliveries for organizations today. It has the potential to create an organizational life where individuals grow their dignity in the social interaction with others who are not like themselves. You will leave this presentation with a greater understanding of how this can be accomplished.

TORIN ELLIS

Dinosaurs, Lions, Diversity

A presentation that looks back over diversity and inclusion, capturing the essence of the last fi ve or so years, and then points forward to the important work that remains to be done.

JASON FINUCAN

6 Steps You Can Take Now to Improve Mental Health in Your Workplace

To foster positive mental health in the workplace, organizations need to respond quickly and eff ectively when employees experience problems with their mental health—or when they face mental illness.

Where nearly all employers fall short, however, is in addressing and eradicating the stigma still surrounding mental health issues and mental illness. In this presentation, you will learn about four realities that employers are unable or unwilling to recognize:

As HR leaders, you have the ability to address these realities by initiating a culture change that can have a signifi cant and lasting positive impact on the mental health of everyone in your organization. In this session, you will learn six key steps that will help you banish stigma and cultivate a healthier, happier workforce.

1. Mental illness is common.

2. There is stigma in your workplace.

3. Stigma is costing you money.

4. There is something you can do about it.

SESSION TRACKS

Employee Engagement

Employee Lifecycle


Strategic HR

Leadership

Best Practices

Performance

Culture


CORNELIA GAMLEM

Workplace Respect in the Post #MeToo Era

A respectful workplace is critical to individual, team, and organizational eff ectiveness. In the post #MeToo era, organizations are increasing their non-discrimination and anti-harassment eff orts to avoid costly lawsuits.

Rather than highlight avoidance tactics, this presentation takes a look at proactive eff orts organizations can take to create and maintain a culture of workplace respect and foster respectful behavior. It includes the following topics:

• The role of boundaries in workplace relationships and the importance of establishing and maintaining them

• How workplace interactions and communication have a positive impact on professional and organizational success

• The intersection of diversity and communication in workplace relationships

DR. ERIK A GARMS

Healing Work Hurts: The Cost of Not Fully Addressing Wounds

Sadly, most of us will experience some sort of “work hurt” in our careers. This may be a demotion, a fi ring, bullying, or something more subtle but no less hurtful such as feeling undervalued, misjudged, or losing trust in someone.

Organizations may have employee assistance programs available to provide therapist recommendations to hurting employees. HR professionals may be able to provide coaching or problem-solving support. But given the psychological harm of some of these work hurts including anxiety, depression, panic attacks, shame, PTSD, and myriad physical symptoms, could we be doing more to help them?

Would a diff erent model of assistance restore confi dence, trust, and productivity faster? And wouldn’t a faster recovery be well worth a greater investment in their healing? With a diff erent organizational response to work hurts, who would provide the support – HR staff , managers, outside services? What additional skill building would need to occur in order to bolster support?

Hear the results of recent research on the kinds of work hurts employees are experiencing and observing. Also learn what they report the impacts to be and how they have tried to heal. Recommendations for a diff erent model of support will be off ered at the conclusion.

SESSION TRACKS

Employee Engagement

Employee Lifecycle


Strategic HR

Leadership

Best Practices

Performance

Culture


ROBERT GLAZER

Building a Healthy, High Performing Company Culture

Even the best companies can have trouble recruiting and retaining great talent. Too many businesses think they have to choose between treating people well and getting great results—but really, the two are not mutually exclusive.

In this session, Robert Glazer shares how to build a culture where employees are engaged, hitting their goals both professionally and personally. By sharing the fi ve components of a great culture and his real-world experience as CEO of an award winning company, Glazer shares a framework any business can use to build a healthy, engaged, high-performing culture.

JEFF HARRY AND GARY WARE

Dealing With A-Holes at Work Through Play

We have all known someone at work who is described by his colleagues as a jerk—or, by those who speak bluntly, as a little-loved part of the anatomy that starts with the letter A. Why has that person’s behavior been tolerated in the off ice? How has this person aff ected staff morale and productivity? What is the dynamic fostered at your workplace to allow this type of behavior?

What if you could address this problem in a fun, dynamic way? Through this play and values workshop, we provide techniques on how to deal with your jerk problem. Finally addressing the “A” issue may cause your company to thrive in ways you once thought impossible.

JANE HATTON

What Skills Shortages?

Employers are concerned about skills shortages. Finding the right person for a position is becoming more and more challenging. But is there a rich seam of largely untapped talent that many are failing to consider, let alone attract?

The obvious answer is yes—we need to look for more diverse talent.

However, the term “diversity” is oft en seen to include only race, gender, and sometimes LGBTQ+. Engaging with talent from these groups is a massive step forward. But there is another group which is still overlooked or dismissed—people with disabilities.

Employing disabled people is oft en seen as an expensive risk, where productivity, sickness absence, health and safety, and customer service will be negatively impacted. We will examine the evidence which busts these myths, and demonstrates that employing disabled people is good for business and impacts positively on the organization, its employees, its customers and its bottom line. We’ll discover eff ective ways to fi ll those skills gaps while gaining additional business benefi ts.

The presenter is a disabled person herself who has run a business which only employs disabled people. She has helped hundreds of employers to become more inclusive and accessible.

SESSION TRACKS

Employee Engagement

Employee Lifecycle


Strategic HR

Leadership

Best Practices

Performance

Culture


JAMES JACKSON III

Everyone Communicates, Few Connect

Everything I have accomplished is because of one thing: my ability to connect with people. My banking career and the success of the Black Chamber didn’t result from my experience or talent. Because I had neither! It came from my ability to connect with people. I have built strong partnerships and collaborations, have built bridges for inclusion, and expanded my infl uence due to my strong communication skills. Learn about reaping benefi ts like these by forging stronger connections with the people in your career.

SARA JONES

How to Scale Diversity and Inclusion Training in a Global Company

Diversity and inclusion are hot topics for every company seeking to fi nd a competitive edge on talent. Sara Jones has spent the past 20 years working on diversity and inclusion in many corporate cultures. She understands that the most eff ective diversity and inclusion training is usually done in-person, where an experienced facilitator can better control important environmental factors for safe learning, vulnerability, and impactful conversations. But doing full-scale in-person training for a company with thousands of employees becomes a long and expensive project. And on top of that, you are onboarding new employees all the time.

Sara will discuss a case study of a company she collaborated with to show how they launched a company-wide diversity and inclusion training program in just three months. Using innovative thinking, cutting-edge technology tools, and blended online and in-person best practices, they were able to deeply embed learning and practice throughout the company. In this session, Sara will give an overview of this blended learning model, lessons learned, and how you can use technology tools creatively to enhance employee learning around the important and sensitive topics of diversity and inclusion.

SESSION TRACKS

Employee Engagement

Employee Lifecycle


Strategic HR

Leadership

Best Practices

Performance

Culture


JEFF LALIBERTE

The Democratization of Comp Data and What It Means for Talent Strategies

Compensation is critical to the success of any company. It’s how we start the conversation about attracting and retaining top talent.

But the way we approach compensation hasn’t changed in decades. We still rely on outdated processes, outdated data, and a lot of manual eff ort. This hinders our ability to attract and retain the best employees.

But with the democratization of data, that’s changing. Now companies of all sizes can access to compensation data that’s as up-to-date as possible. Data that gives them the answers they need in seconds.

Join this talk to learn:

• How compensation data has evolved past manual collection methods and dated surveys

• How to leverage technological advancements to improve your talent strategies

• How to make sure you’re paying fairly for talent

CHAD LITTLEFIELD

3 Ways to Increase Retention Through Relationships

When teams have trust and psychological safety, they take the kind of social risks that transform organizations.

Forbes calls Chad Littlefi eld, co-founder and chief experience off icer of We and Me, Inc., a “global expert on asking questions that build trust and connection in teams.” In this interactive session, Chad will present research and practical experience that challenges our assumptions around workplace relationships and invites us to break down communication barriers that are invisible to even the most high-performing cultures.

You’ll walk away with three concrete tools and best practice methods to increase retention immediately in your organization. They can be woven into your onboarding experience or implemented at your next company wide meeting, workshop, or retreat.

CHRISTOPHER LITTLEFIELD

Stop Complicating Employee Recognition: Here is How HR Can Make It Simple Again

The engagement surveys come back and, once again, people don’t feel recognized. HR shares the results with leadership, and they task you with fi nding a good “recognition solution.” You reluctantly smile and say “Okay,” when what you want to say is, “Stop hiding behind your desk and talk to your people!”

Outsourcing recognition to HR is like outsourcing sales to IT. You may fi nd a great tool, but if people don’t use the tool it is a waste of time. Stop investing time and money on rewards and recognition programs that don’t get results. Come learn how we have overcomplicated recognition and leave with fi ve easy ways to make it simple again!

SESSION TRACKS

Employee Engagement

Employee Lifecycle


Strategic HR

Leadership

Best Practices

Performance

Culture


JOANNE LOCKWOOD

Your Journey to Conscious Inclusion

There is a global shortage of great talent, and employees stay in their job on average for only 2.4 years. Evolving your organization’s culture to allow people to “be themselves” and feel like they belong is critical to attracting and retaining top performers.

Organizations spend millions every year on unconscious bias training, yet very little is being achieved to move the needle when it comes to gender equality, racial and LGBT inclusion, and hiring people with disabilities, who are oft en overlooked or turned away for supposedly being too challenging for employers. We are well aware that pay gaps exist all over the diversity spectrum.

In this session, Joanne tells why most organizations’ current approach is broken. She argues that most biases are conscious, so organizations are responsible for developing a conscious inclusion culture and vision. Joanne challenges conventional thinking and highlights strategies to illuminate a starting point on this journey. The destination is up to you!

BRENT LONGNECKER

2020: A New Evolution in Total Rewards

In this engaging session, Brent Longnecker will address some of the most dynamic workplace issues that are redefi ning total rewards of tomorrow. Topics will include the pressures on pay and competing demands on today’s HR teams that are forging a new evolution in total rewards. This presentation will cover the toughest challenges HR professionals are facing and how they can get ahead of the curve on hot topics such as:

• Income disparity

• The gender pay gap

• Pressures from legal regulations

• The aging population

• The multigenerational workforce

• Compensation for millennials

• The eff ects of rising debt and healthcare costs

• Market volatility

• Shareholder activism and its impact on pay

SESSION TRACKS

Employee Engagement

Employee Lifecycle


Strategic HR

Leadership

Best Practices

Performance

Culture


BRIDGETT MCGOWEN

Bringing the Heat: Key Ingredients to Consistently Make YourTrainings Relevant and Red-Hot

Making presentations is just getting in front of a room and talking, right? You choose a topic, organize your thoughts, practice in front of a mirror or a mock audience, then you deliver. Simple as that. Or at least that’s what you have always been taught.

As a human resources professional, one of your greatest challenges is designing and delivering trainings that are engaging and that hold your audience’s interest. Some of the challenges you face include beginning your presentations in a way that grabs everyone’s attention, keeping that attention and momentum throughout the presentation, and ensuring learning took place.

In this high-energy session, you will learn exactly how your audiences want you to communicate with them and what you must do within the fi rst few minutes that will make everyone want to listen to you from start to fi nish. You will discover the key ingredients that are missing from most presentations that will have you bringing the heat and consistently making your trainings relevant and red-hot!

DAVID MCKEOWN

The Self Evolved Leader: Elevate Your Focus, Develop Your People, and Get More Done

In a world where everything seems urgent, our leaders are being drawn into a dangerous cycle of constantly moving from crisis to crisis, saving the day and pulling victory from the jaws of defeat. This ends in burnout for them and learned helplessness in their people.

This entertaining and informative session turns that thinking on its head and provides clarity on how to elevate your focus beyond short-term concerns to the medium and long-term and in turn help your team grow and develop.

CALLUM MCKIRDY

The HR Catalyst: The New Practice of Leading HR

The world of work is driven by the need to keep pace with technological changes requiring workforces to have higher levels of curiosity, creativity, and collaboration. As a result, today how HR is practiced positions the profession for greater organizational success far more than what we do in Human Resources. The HR Catalyst framework covers fi ve characteristics that position HR professionals for greater internal infl uence. In this important session, you’ll learn about each characteristic and get tips to help you use them to achieve greater C-suite infl uence—whether you’re a CHRO, specialist, or business partner.

SESSION TRACKS

Employee Engagement

Employee Lifecycle


Strategic HR

Leadership

Best Practices

Performance

Culture


SARAH MCVANEL

Hardwiring Recognition into Your Strategic People Plan

With only 30 percent of employees reporting satisfaction and engagement at work, organizations are struggling to fi nd ways to reverse this trend. In this session, you will not only see how recognition is the simplest and easiest way to do just that, you will understand how to build it into your strategic people plan. Recognition is not fl uff y stuff ; it is the secret to elevating the employee experience that transcends industry, organizational size, and job role. Learn how recognition can help your organization increase:

• Satisfaction with management

• Trust in the organization

• Improvement and innovation

Get ready for an empowering perspective of how to make positive organizational change starting now.

• Retention

• Overall engagement

MA XINE NWANERI

How to Increase Company Performance by Helping Working Mothers OvercomeWork-Life Balance Struggles

Research shows many women suff er a decrease in compensation and contribution at work aft er starting or growing their family as they struggle unsuccessfully to fi nd balance. The Economist magazine called this the birth penalty, and it is equally problematic for the women aff ected by it and the companies they work for.

Professional women scale back or exit promising careers due to these pressures in far greater numbers than men when they become parents. This also has devastating eff ects for their employers. A recent study found that the cost to replace an employee is an estimated 21 percent of their salary. This could cost your company tens to hundreds of thousands of dollars.

My story, and my three-step “Childproof Your Career” proprietary process, will show you how your organization can help its working parents to end their work-life balance struggle and thrive in both their professional and personal lives, leading to more fulfi lled employees and better business results.

DAVID MIKLAS

Employment Law—What Will Get You Sued in 2020

This session will use ripped-from-the-headlines examples of what employers are doing wrong. Topics will range from discrimination and harassment to retaliation and wage claims. Learn to avoid legal troubles that are really happening right now to employers.

SESSION TRACKS

Employee Engagement

Employee Lifecycle


Strategic HR

Leadership

Best Practices

Performance

Culture


PHILIPPA PENFOLD

Planning for HR Digital Transformation Success

Digital transformation is a hot topic awash with buzzwords, with many global companies held up as examples. Yet most digital transformations fail, with millions of dollars being spent on technological tools that fail to live up to original promises. In this session you will discover how the characteristics of new technologies can be used to create a unique and best-fi t transformation strategy for each organisation.

Discover a framework that will help you design a technology ecosystem for HR and build eff ective business cases. Hear about some of the challenges on the HR digital transformation journey to watch out for and how to address them.

DEAN PICHEE

2020 Mission Critical: Reskill Your Workforce

The world of work as we know it is changing. As artifi cial intelligence and automation enter the workplace, the role of the human workforce must evolve. The “technology takeover” we’ve been talking about for years is not right around the corner, it’s here. Intelligent machines are beginning to take on the more physical and repetitive tasks, so where does that leave the human workforce? For humans to thrive, we must focus on our biggest strength—being human. Soft skills like creativity, judgement, and interpersonal communication are valued more than ever, but research has found that most companies have large gaps in those critical areas. These gaps are creating an even bigger need for companies to build a strong learning program—quickly. So, where do we start?

Learn from CEO and Founder of BizLibrary Dean Pichee as he explains why the focus should be on reskilling current employees and how other companies are using this pivotal time to establish a strong learning and development program that lays the foundation for future success.

KURSAT OZENC

Rituals for Better Workplaces

How do we create a culture that brings out the best in our personal and professional lives? Rituals are powerful tools for building a culture that better aligns your values and priorities with your everyday practices. Our work shows how rituals help people bridge transitions, get to fl ow, deal with confl ict, and increase bonding. In this session, we’ll share insights from our work and encourage participants to run nimble, quick culture experiments—harnessing the patterns of rituals to think about lightweight, bottom-up ways to create greater meaning.

SESSION TRACKS

Employee Engagement

Employee Lifecycle


Strategic HR

Leadership

Best Practices

Performance

Culture


BRETTON PUTTER

Company Culture for Beginners

The value and impact of company culture are all too oft en misunderstood because many fi rst-time founders and CEOs have not experienced a strong or a weak culture. Just as our character drives our behavior as individuals, culture drives the behavior of a company’s employees. It’s not a simple matter to develop a strong company culture—like building a strong character, it takes awareness, practice and commitment. Company culture is the only sustainable competitive advantage a company’s leadership has total control over. This presentation will demonstrate how you can transform your culture into a powerful and visible asset for your company.

During this presentation, you’ll learn:

• The three phases of culture development: defi ne, embed, and reinforce

• The foundational importance of vision and mission statements and core values

• What you need to do to realize your core values

• Why core values on their own are not enough

• Why some companies get culture development right and a lot of companies get it wrong

• Truths about values-based hiring and why hiring for culture fi t is impossible

• Six tools for embedding culture

• Ways companies reinforce their culture over time

NIKI RAMIREZ

3 Things to Get Right in Your First HR Leadership Role

Tackling your fi rst human resources leadership role can be daunting; even scary sometimes. All of the HR strategies and knowledge that you have gathered over the years are put to the test. In this session, I’ll share my HR journey. You’ll learn how my Bachelor of Arts in literature and MBA aff fected my success in HR and how I made the move from operations to human resources leadership. You'll also hear about the top three mistakes that I see HR leaders make in their fi rst year (and how to avoid them!). Last, you will leave this session with three practical strategies that you can implement right away to align your professional goals with your personal style and continue to maximize success across the board in your HR department.

SESSION TRACKS

Employee Engagement

Employee Lifecycle


Strategic HR

Leadership

Best Practices

Performance

Culture


TINA ROBINSON

Finding Your Sweet Spot: How Power, Passion, and Priorities Spark Engagement

We've been approaching engagement all wrong—and the statistics continue to prove it.

Only one-third of US employees are engaged at work, and this number has barely moved in 15+ years. More than half are looking for that next job right now. Seventy percent of the variance in team-level engagement is infl uenced by the manager. And turnover costs organizations 30–200%+ of the departed employees’ annual salaries.

Organizations spend countless hours and dollars trying to make their people fall in love with their brand instead of encouraging them to love what they do. When we love what we do, we stand in our own power and are in greater harmony with everything and everyone. This translates to more eff ective interactions, more productive output, and stronger business results. When we love what we do, we're more likely to love doing it for employers who celebrate us. This is what I call “radical engagement.”

Together we will explore radical engagement from three angles:

• Individuals fi nding their professional “3Ps” sweet spot (powers + passion + priorities)and identifying what they love to do

• Managers encouraging and rewarding the sweet spot

• And organizations hiring for and nurturing engagement.

Looking for love at work? Ready to unleash true human potential? Join us!

DR. TANA M. SESSION

Leadership Requirements for Workforce 2020 & Beyond

Gen Y and Gen Z are the largest and most diverse group in history to enter the workforce. Organizations and leaders must embrace innovative ways to recruit, develop, mentor, and retain them to sustain long-term success and growth. This session will provide proven, easy-to-implement strategies to guide organizations and their leaders on the best ways to engage and motivate Workforce 2020 and beyond.

RYAN SANDERS

The Most Important Hours of Your WorkdayThere are a lot of benefi ts to the open-off ice designs and new technology that let us connect in so many ways, but all of these can also be major distractions from your work. We need to fi nd ways to tune out the noise and get into the focus magic zone.

If you set aside one or two hours in your day for focused work, it will literally change your life. Instead of inching forward, you will fi nd yourself moving feet and then yards and miles ahead. BambooHR co-founder and co-chair Ryan Sanders will teach you how to prioritize what is most important and create space in your day for focus.

SESSION TRACKS

Employee Engagement

Employee Lifecycle


Strategic HR

Leadership

Best Practices

Performance

Culture


ELIZABETH STEWART

Ahead of the Curve: How to Drive Performance Management withPositive Employee Experience

On the surface, employee experience and inclusion may seem unrelated to performance management (PM). But when it comes to addressing fairness in the workplace, PM is a powerful tool to solve a wicked problem like employee experience. Unfortunately, performance management processes are not intentionally designed to inspire and involve everyone.

This means weak PM processes can contribute to poor employee experience. Ultimately, demotivating company processes lead to challenges like low commitment, unmet expectations, low retention, lack of growth and challenge in the organization, and feeling unheard.

For organizations that haven’t yet reached this stage of their diversity and inclusion journey, tackling the above issues seems overwhelming with so many separate problems to address. Luckily, this isn’t the case; all these issues can be addressed in part with behavioural design.

Enter evidence-based performance management. It’s a system that approaches diversity and inclusion by fulfi lling every employee’s needs for a challenge, autonomy, and belonging. Through principles like goal-setting, feedback and inclusion, it helps us address the cognitive and social biases in our performance management processes. Implementing an evidence-based system can address issues of diversity, equity, and inclusion healing its symptoms like poor employee experience.

In this interactive webinar, Elizabeth Stewart, Director of Customer Success at 7Geese will guide you to implement evidence-based performance management that aligns with your organization’s needs and provide actionable tips to improve the employee experience.

ELIAKIM THORPE

Experience Required: Win the War for Talent by Creating anEmployee-Centric Environment

With unprecedented competition to woo the best candidates, the game has changed when attracting, recruiting, retaining, and competing for top talent. In this interactive, thought-provoking session, Eliakim shares stories and insights about harnessing the power of your personnel as a strategic advantage. Learn on-the-ground strategies that Eliakim uses as a CEO who beats his industry’s high turnover rate with a limited recruiting budget.

SESSION TRACKS

Employee Engagement

Employee Lifecycle


Strategic HR

Leadership

Best Practices

Performance

Culture


JOSH TOLAN

How to Go from Application to Offer in 7 Days

Creating a hiring process means unique challenges. What tools help you work most eff iciently? How do you ensure hiring manager satisfaction and happiness? And what about the candidate experience?

Launch your hiring process into the fast lane with tips and tricks from Spark Hire CEO and Founder Josh Tolan. Josh will take you through the best methods, tools, and processes to get you, your candidates, and your hiring managers from application to off er in a single week.

When your hiring process shows how awesome your organization is, what it will be like to work for you, and encourages candidates to show off the skills that make them a great fi t, you make better hiring decisions faster. Showing hiring managers, in candidates’ own words, why they’re excited to work for you allows everyone to get on the same page about a candidate before they even set foot in the off ice.

In this session, learn how to screen, interview, and hire eff iciently with the best hiring strategies and tools to move candidates through your pipeline fast while adding a personal touch.

LIZ WEBER

Build Depth and Create a Succession Plan in 8 Steps!

• Are you worried that one of your key people might leave?

• Do you have one-deep scenarios where only one person knows how to do key tasks?

• Are you concerned about upcoming retirements because the successors are not preparedto step up and take over?

If you answered yes to just one of these questions, this presentation is for you! In this informative, nuts-and-bolts session, Liz Weber, CMC, CSP presents straightforward ideas on how you can build depth and develop an ongoing succession planning process—not just a plan.

Liz shares how you can engage your managers in creating a succession plan and in developing a learning culture and talented workforce. You will leave with the ability to share the simple process with your own management teams to immediately reassess or start your own organizational succession plan. You will not be left wondering, “So what do I do next?” You will walk away with confi dence and a roadmap for creating an aligned succession planning process that makes sense, is simple, and works!

SESSION TRACKS

Employee Engagement

Employee Lifecycle


Strategic HR

Leadership

Best Practices

Performance

Culture


CASSIE WHITLOCK

Onboarding: Your Competitive Advantage

Are you wondering how to be sure you’ll get the most out of your new hires? Is your organization suff ering from higher-than-average turnover or low productivity? You’re not alone.

Disengagement and poor retention cost U.S. businesses billions of dollars each year, and while there’s no silver bullet to guarantee loyal, high-performing employees, improving your onboarding processes may be the most eff ective way to fi ght these common issues.

Cassie Whitlock, BambooHR’s director of human resources, walks you through the trickle-down eff ect onboarding has on new and current employees. In this session, you’ll hear some surprising numbers behind both poor and eff ective onboarding, learn how to measure your organization’s onboarding aptitude, and gain background on best practices that will help you build a business case for a bigger HR budget.

Agenda Booklet HRVS 2020 04 EncoreHow Real-Time Engagement Helps Build a Winning Company Culture...

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