If Not You, Who? How to Crack the Code of Employee Disengagement

Organizations in the top tier of employee engagement outperform their peers by 147% in earnings per share and have a 90% better growth trend than their competition. However, only 36% of U.S. workers are engaged, which means the vast majority sleepwalk through the day giving you zero discretionary effort.

How do you inspire employees to get off the sidelines and get into the game, so you can successfully navigate the new frontier of work? Author of the best-selling book, If Not You, Who? Cracking the Code of Employee Disengagement, Jill has uncovered a proven strategy to turn disengaged workers into a unified high-performing team, resulting in increased revenue, customer satisfaction, and employee productivity and retention. Priceless.

Attendees will leave this session with:

• Insights into why traditional approaches to employee engagement don’t work.
• Tactics to engage senior leaders and managers in employee engagement.
• A proven strategy that you can apply immediately to re-engage employees.
• Clarity on next steps and inspiration to achieve their goals.

Jill’s Book: Is available for all attendees for $10 per copy or 50% off retail. This price includes shipping a signed copy directly to everyone’s home address.

  Dare to Matter: Charting the Path to Significance

  2020 has forced us, willingly or not, to become adaptable, stay hopeful, and remain diligent in fulfilling our commitments. This    year has made some question their desires, reevaluate their motivators, and become more resourceful than ever. How do we    stay grounded in what we value while adapting to this new frontier?

 We know that companies want high performance, desired results, and a major impact. They also want to improve their       competitive advantage while remaining true to their mission, vision and values. Technological advancements, a diverse   employee base, and a leadership void can bring disruption to a company, and the companies that will thrive won’t be solely   focused on success. Rather, they will share one common objective: to relentlessly pursue significance.

  At the conclusion of this presentation, the attendees will:

  1. Increase ownership, accountability, and responsibility of self and others

  2. Implement a behavioral model that builds trust, impacts hiring, and strengthens relationships

  3. Identify why “guts and grind” are keys to success in calm and chaos. Read more...

About Pete Smith...

Title: Workplace Mental Health

Learning Objectives:

1) We will learn how to recognize when employees are in crisis

2) We will learn about mental health (and community services) for employers

3) We will learn when it's time to intervene and get help for employees

4) We will learn how to safely intervene and maintain self care as HR professionals.

            Title: Talent Management in a Remote Work World    

Learning Objectives:

1. Identify talent management metrics and competencies that are increasingly relevant in a remote work environment.

2. Understand how to adjust the configuration of existing talent management systems to capture metric/competency-related data.

3. Understand how specific remote work-related competencies have an impact on businesses and organizations.

4. Be able to pitch relevant talent management changes as appropriate within your organization to better adapt to your organization's unique remote work structure.           

Title: What You Should Be Telling Your Managers About the ADA, But May Not Be        

Learning Objectives:

1) learn how the ADA interacts with the hiring process

2) to learn about qualification standards under the ADA

3) to understand the manager's role in reasonable accommodations

4) to learn practical tips for managing employees with disabilities"