• Re-Engage! Inspiring Extra Effort in Extraordinary Times
• The 7 Hidden Reasons Employees Disengage and Leave
• Employment Branding from the Inside Out
• Engaging and Retaining All Four Generations
• The 7 Ways Engaging Leaders Keep Their Workforces Engaged
• The 15 Pitfalls of Hiring
• Becoming a Better Place to Work: How to Measure Your Progress

Re-Engage! Inspiring Extra Effort in Extraordinary Times

Target Audience:

Executives, line managers, human resource executives, managers, and professionals.

Learning Objectives:

1. Create an employee engagement strategy that takes into account six universal employee engagement drivers.

2. Employ approaches designed to overcome the three “crosswind” factors that can throw employee engagement initiatives off course.

3. Implement selected employee engagement best practices used by seven premier U.S. employers who scored in the top one percent in Best-Place-to-Work competitions.

Session description:

Based on comprehensive new ground-breaking research, Leigh Branham will discuss the three factors that now have a profound impact on the ability of employers worldwide to create a highly engaged workplace. These factors-company size, generational diversity, and the economic downturn-are frustrating many employees as they attempt to maintain acceptable levels of employee engagement and organizational productivity. These and other insights are based on the analysis of 2.1 million engagement survey results from more than 10,000 employers collected by Quantum Workplace, a study that is one of the most comprehensive snapshots of the U.S. workforce today.

Leigh offers specific approaches employers can use to navigate these “crosswinds” as they apply to six universal engagement drivers–inspiring leadership, effective supervision, strong teamwork, job enrichment/professional growth, valuing employee contributions, and nurturing employee well-being. Branham, along with Mark D. Hirschfeld, has co-authored a new book–Re-Engage! (to be published in February, 2010 by McGraw-Hill) in which they describe several highly engaged workplaces, such as Quality Living, Gaylord Hotels and Resorts, Winchester Hospital, Rackspace, Joie de Vivre Hospitality, Nalley Automotive, and Vertex Pharmaceuticals. Leigh will describe how these and other outstanding organizations have placed their “signatures” on the universal engagement drivers to create highly engaged, productive workplace cultures.

The 7 Hidden Reasons Employees Disengage and Leave

Target Audience:

Executives, line managers, and human resource executives, managers, and professionals.

Presentation Objective:

To provide a deeper understanding of eight elusive reasons employees leave (which are very different from what they say in exit interviews), so that management and HR can partner in creating on-target corrective and preventive solutions to employee turnover.

Session description:

• Your personal experience with leaving past employers
• Why managers believe employees leave
• The 7 reasons employees really leave–the “weasels in the woodpile” or root causes of employee disengagement and turnover
• How employees leave-the unfolding decision path
• The role money plays in the decision process
• Employer of choice best practices for rooting out the weasels
• Best practices in post-exit interviewing

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“Leigh Branham’s “The 7 Hidden Reasons Employees Leave” presentation to our Senior Leadership Development Program participants was very well received. We found the content of Leigh’s presentation thought provoking. The insights he provided confirmed many of the sound management practices that are endemic to the JE Dunn Construction Company culture, but also challenged and enlightened our leadership perspective. Over the years, this Company has been fortunate to receive Best-Places-To-Work recognition. However, as the Company has endeavored to further engage employees and enhance its work environment, the concepts Leigh Branham shared have influenced our thoughts and behaviors.”

Richard E. Beyer

Senior Vice President, Human Resources

JE Dunn Construction Group, Inc.

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Employment Branding from the Inside Out:

Target Audience:

Senior executives, marketing and human resource executives and managers.

Presentation Objective:

To define “employment branding,” convey why branding is imperative as organizations step up the competition for scarce talent, and present a three-phase process for building a compelling employment brand.

Session overview:

• You already have an employment brand-do you know what it is?
• Why you must build a sustainable competitive talent advantage
• What we can learn from great consumer brands
• The three-phase brand-building process
• Building a unique value proposition tied to business objectives
• Four strategic branding options
• Best practices branding examples from employers of choice
• Branding for key niche talent and departments
• Phase one-conducting a talent needs assessment
• Phase two-conducting a talent audit to reveal opportunity gaps
• Phase three-implementing inside-out strategies to build the new brand

Engaging and Retaining All 4 Generations:

Target Audience:

Executives, line managers, and human resource executives, managers and professionals.

Presentation Objective:

To make attendees more aware of the differences between the life experiences and resulting expectations of Veterans, Boomers, Xers, and Millennials so they can implement effective strategies to engage and retain all four generations.

Session overview:

• How generational “filters” color our perceptions
• How you experience generational differences at work
• New research findings on generational; diversity and employee engagement
• Values, talent, expectations, and motivators of the four generations
• Addressing common conflict situations
• Best practices for managing, engaging, and retaining each generation

The 7 Ways Engaging Leaders Keep Their Workforces Engaged:

Target Audience:

Executives, line managers, and human resource executives, managers, and emerging leaders

Presentation Objective:

To describe the seven key behavioral differences and leadership mindsets that separate leaders who inspire more discretionary workforce effort from those leaders whose behavior causes employees to disengage.

Session overview:

• Leigh presents findings from his analysis of 2.1 million employee engagement surveys representing 10,000 employers describing behavioral themes that distinguish leaders at Best-Place-to-Work employers from leaders at employers with low engagement scores.
• Stories and best practices of leaders of companies that scored in the top one percent of employers in Best-Place-to-Work competitions in 45 U.S. cities.
• Mindsets of leaders at winning and losing employers.

The 15 Pitfalls of Hiring:

Target Audience:

Line managers, staffing professionals and human resource executives, mangers, and professionals.

Presentation Objective:

To review the 15 most common pitfalls that keep hiring managers from hiring the right person for the job.

Session overview:

• The business imperative for hiring the right talent
• The 15 pitfalls and how to prevent them
• Table discussions and questions (optional)

Becoming a Better Place to Work: How to Measure Your Progress:

Target Audience:

Executives, line managers, and human resource executives, managers, and professionals.

Presentation Objective:

To assist those with responsibility for employer-of-choice initiatives to select and track the right metrics for attracting, selecting, engaging, and retaining the talent they need to meet their business objectives.

Session overview:

• The return of the talent shortage
• Where talent fits on the balanced scorecard
• Definition of “employer of choice”
• What to measure: satisfaction, commitment, or engagement?
• Old vs. new talent mindsets
• Measures of Attraction
• Measures of Selection
• Measures of First-Year Engagement
• Measures of Ongoing Engagement
• Actions you can take to get started