Every year brings new developments to the world of Learning and Development and sometimes it’s hard to keep up with trends from personalized learning paths to gamification.
Most professionals know that training is essential for team success. But many don’t take the time to understand team members’ individual needs, even though it is the only way to ensure that their people have the skills and knowledge they need to perform well and meet their objectives. Too often, companies limit training and development to new hires and to people moving into new roles. This is a mistake, because ongoing training helps people adjust to changing job requirements. It also creates a pool of qualified and available people, who are ready to step into new roles as your organisation needs them.
Done properly, this will ensure that you achieve your objectives and improve your competitive position. In this session, we will look closely at many elements of the L&D ecosystem and the pitfalls and the benefits of on-the-job training, instructor-led training, online training and e-learning, cross training, mentoring and coaching.
The flagship event of the Employee Engagement calendar, NWEEG’s full-day Annual Conference and evening Awards Ceremony is a must-attend day.
You will be treated to an amazing day bursting with engagement advice and support that you can put into practice in your own business immediately. We’ll present proven ways to increase engagement and improve your business culture and performance to help make the North West the best place to work in the world. The hottest keynote speakers, NWEEG NWorkshops and peer-to-peer networking in an inspirational setting at The Dunkenhalgh Hotel & Spa.
Then, at 6pm we turn the lights down ready for the NWEEG Awards where your nominated superstar colleagues could win one of 14 prestigious titles. And if you’ve enough energy left after a long day, join us for the After-Party for fun, laughter and social interaction.
Although there is no ‘one size fits all’ approach and no master model for successful employee engagement, four key ingredients emerged from extensive research captured over recent years.
Taken together, they include many of the key factors that combine to make successful employee engagement. These four elements have proved to be useful lenses which can help organisations assess the effectiveness of their approaches and in this session we will discuss the benefits of all four and demonstrate practical, real-life experiences where these approaches have worked well.
We will present research that provides evidence and undeniable proof that great engagement strategies reduce staff turnover, improve productivity and efficiency, retain customers at a higher rate, and make more profits. Most importantly, engaged employees are happier, both at work and in their personal lives. They willingly deliver their best service to engage better with customers, who then spend more, are more loyal and are nine times more willing to recommend the organisation with purpose, energy and enthusiasm.
Wellness is serious business.
We all want to make a difference, we want to improve the health and well-being of our employees and we want them to feel like they’re invested in as a human.
Many of our people are stressed, sleep deprived, and burnt out. Many see their company’s wellness program as just another task to finish or box to check in their busy lives. Sadly, a workplace wellness program is not something they look forward to or get excited about.
What if you could change that mentality by adding some fun and activities into your wellness program?
This fun, participative session will demonstrate how we can keep our colleagues healthy and fit – in both mind and body, with fantastic advice and exercises that can be used by all of your people immediately.
Feedback. It’s a tough one for HR, managers, and employees to deal with effectively and is often feared and avoided as if it was a bad word.
To help you create an effective feedback strategy within their organisations, this session will help shed some light on the importance of ongoing employee feedback and offer some practical tips on how to create a feedback centric culture today. Over half of workers in the North West today, do not feel they get appropriate feedback on their performance.
We’ll discuss a systematic and structured approach to Performance Planning that will successfully achieve the desired goals of an individual or team. We’ll present how to create an action plan that is created for the team or an individual(s) keeping in mind the broader objectives of the organisation.
You’ll also learn how to handle difficult conversations, how to provide negative feedback in a positive way and how to deliver feedback to defensive colleagues.
Professional development and career advancement are among the most commonly stated reasons people give for choosing to join, stay with or leave an organisation. NWEEG’s research ranks career opportunities as the number one driver of engagement across all generational groups.
Retaining talented and energised people willing and able to deliver on your organisations vision today and into the future requires a deliberate approach to career management. Understanding the career steps people can and want to take within your business is important to your ability to align development initiatives with each of those options.
Understanding the various paths someone can take from an entry level role through to an operational line manager position, allows you to identify the knowledge, skills and experience needed to take each step. A clear view of the career paths people can pursue allows you to set clear development goals and implement effective learning solutions.
Employers need to be aware of employee turnover rates in their organisation and understand how these affect the organisation’s performance and ability to achieve its strategic goals. Tools such as confidential exit surveys can help managers to clearly understand why people leave the business and enable appropriate action to be taken to address the reasons. Measuring the levels and costs of employee turnover is vital in building the business case to inform recruitment and retention initiatives.
There will come a time when either the employee wishes to leave of his/her own accord – because of a new job offer, relocation, retirement, caring responsibilities or other reasons – or the employer may wish to terminate the relationship due to poor performance or other issue.
In this session we’ll take you through all aspects of employee turnover; including resignation, redundancy, dismissal and retirement. We’ll look at ways of measuring turnover as well as understanding the true cost of losing employees.