FREE WEBINAR (ZOOM)
Tuesday, 20 August 2024
11.00am to 12.00pm (AEST)
Annual bonuses can make a one-off difference but creating ‘micro’ moments leaves a lasting impact.
One of the high-impact and low-cost enhancements to organisations is through well considered reward and recognition systems. This starts with recognising employee preferences and motivational levers and not simply relying on annual bonuses to make employees feel valued in the workplace.
It could be something as basic as walking past someone and acknowledging their work through words of affirmation. This act of recognition can be a game-changer in boosting wellbeing, improving engagement and productivity, and creating a sense of fulfilment in the job. These elements combine to form high-performance cultures.
What is the key to retaining a high-performance culture?
While monetary rewards have their place, non-monetary incentives such as personalised feedback, mentorship, and tailored career development plans can be equally encouraging and memorable.
These are some key concepts John Brennan, CEO and guest speaker, aims to explore in our upcoming Decoding Psychosocial Risks in the Workplace’ webinar series, with a focus on low-cost, high-impact rewards and recognition schemes.
John believes that while rolling out bonuses has been a long-standing practice, “too many leaders misunderstand the power of recognition as a primary motivator.”
Inadequate reward and recognition is a psychosocial risk
For too long, rewards and recognition have been approached generically and as one-off programs. While rewarding an employee is often seen as low-hanging fruit, leaders frequently miss the mark in genuinely demonstrating that they are observing their people’s work.
This oversight leads to reduced job satisfaction, increased stress levels, lower productivity, and higher turnover rates.
As identified by Safe Work Australia, inadequate reward and recognition manifest through:
- Unbiased or unfair recognition and rewards systems
- Inconsistent or lack of feedback
- Unfair or consecutive negative feedback
- Limited development opportunities
- Lack of recognition for ‘extra efforts'
What we will cover
In our sixth webinar, John will answer key questions about suitable rewards and recognition programs, keeping in mind the employee’s ‘extra’ efforts and commitment. He will discuss strategies to implement rewards and recognition schemes that are consistent, individualised, and equitable to be truly fulfilling for employees.
Who is this for
WHS professionals
HR professionals
Senior managers
What to expect
Deep dive into the impacts of poor reward and recognition
understanding rewards versus recognition
why is it a psychosocial obligation and the associated risks
building a culture of appreciation and a sense of belonging by acknowledging employee achievements
devising low-cost, high-impact rewards and recognition schemes
identifying employee-specific motivational levers and personalising rewards
understanding informal recognition methods
strategies to show your employees are valued – career developments, sponsorship for tertiary education, and tailored training
Live Q&A
We're doing things a bit differently for this webinar. We'll have a dedicated Q&A session where you can ask your most pressing questions live and get real-time answers on the issues that matter most to you.
You can also submit other questions in advance using the registration form below.
Meet our expert
John Brennan, Chief Executive Officer
John is a highly experienced leader, combining decades of expertise in human resources and workplace relations with the commercial realities of business risk.
A pioneer in the field of risk culture, John’s contemporary experience as a Chief Risk Officer and Chief Executive for a leading insurance company sharpened his focus on psychosocial risk, highlighting the importance of ongoing training and development for people leaders.
How to register
Fill out our form to register and receive a calendar invitation from Zoom with a link to the webinar.
Where to next?
We have a range of options available to assist you with your psychosocial concerns: