SUMMIT PROGRAMME 11:0011:10
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HALL CHAIR: Lucy Standing, Vice Chair, Association For Business Psychology I could tell you all the letters I have after my name or about the projects I’ve managed or clients I’ve had – but I don’t believe you care about any of that. If you are reading my profile (thank you) then I’d like this time to be more usefully employed. I’m a business psychologist (same as occupational, organisational or industrial) which means you’d work with me if you believe your organisation could achieve more through its people – but maybe you aren’t quite sure how. I’m also a social entrepreneur. Ideas are worth very little – and rather than fantasize, I like and get huge reward from making things work.
EMPLOYEE ENGAGEMENT REWARD & WELLBEING 11:1011:30
LV= Case Study: Rethinking Recognition Ross Parker, Claims People & Communication Manager, LV= Effective recognition is an essential tool to embed an organisations goals and values whilst making your employees feel valued and appreciated. However in financially challenging times, employers have begun to deprioritise employee engagement and recognition in the expectation that it costs money.
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It’s important to re-evaluate what drives motivation for your people and how you can reward employees without hurting your bottom line. Ross is an experienced People and Communication Manager with an impressive track record for implementing new engagement initiatives boasting industry leading results. Ross was instrumental in LV= winning Best Employee Engagement Strategy at the 2016 UK Customer Satisfaction Awards and now leads Engagement activities for a diverse 3500 General Insurance workforce. His influence in shaping and embedding a people centric consciousness within the GI Claims arena in particular saw him recognised in the Young Achiever category at a number of industry awards. Ross is an advocate for engagement being operationally led and believes it to be critical to fully understanding context, root cause and future engagement risks.
11:3011:50
Euroclear Case Study: Engaging Employees to Define The Future of Work: Are You Serious? Dr. Bonnie Cheuk, Director, Global Head of Digital, Knowledge & Social Collaboration, Euroclear Communication and engagement is human nature. It is so natural that the assumptions around employee engagement status quo are not questioned. In the workplace context, it is common to accept that: • • •
face-to-face communication is more effective that online communication online discussion and engagement is facebook-like, create too much noise and is a waste of time employee engagement is about asking employees what they think (face-to-face or online), so interviews, focus groups, surveys are considered effective engagement tools
Employees recognition does not always need to involve money. In the online world, employees like badges and brownie points, and gamification is the new coolade. Employee engagement can be staged to create feel good factors, and increase employee engagement will lead to happiness, well-being, loyalty and satisfaction and positive business outcomes.
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