Training & Development | June 15, 2015

SHRM 2015 Session Preview – What Works at Work

The Society for Human Resource Management (SHRM) is holding their annual conference and exposition in Las Vegas from June 28 – July 1 this year, and thousands of HR professionals are expected to attend. The annual SHRM Conference is the largest of its kind, and a great place to network, learn new skills, and hear from industry experts on the latest in recognition, incentives, benefits, and employee engagement.

We’ve scanned through the 2015 conference programming and chosen a few sessions we think will be worth your time, and will be profiling them with commentary leading up to the conference. The first session we’re excited about is What Works at Work by Nan S. Russell, President of Mountainworks Communications. The session is scheduled at 4PM-5:15PM on June 29, and focuses on dispelling past myths of employee engagement, with tips on engaging a modern workforce.

Engagement Myths

Engagement myths are near and dear to our heart since they are one of the most common reasons employers lose touch with their employees. Here are some of the most notorious ones out there, taken from our 5 Myths of Employee Engagement infographic:

  • Managers know how to engage employees – Assuming that your managers know how to engage employees is an easy trap to fall into – after all, why would they ever have gotten the job of manager if they didn’t know already? The truth is 26 percent of managers felt they were unprepared to transition into management roles, and a whopping 58 percent do not receive additional training at all. Make no mistake – employee engagement is a skill that must be practiced and honed.
  • Cash is the best motivator – Incentives and rewards are only half the story. While base pay is certainly important, employees also need intrinsic motivation as well, which includes sincere positive feedback, meaningful work relationships, and a sense of achievement in their jobs. Without a healthy balance of extrinsic and intrinsic rewards, engagement can’t take hold.
  • High performers don’t need extra motivation – Your high performers may be seem engaged than others, but even they can become dissatisfied when they don’t get regular engagement, recognition, and feedback from their peers and managers. In fact, according to Leadership IQ, low performers are actually more engaged than middle or high performers in 42% of organizations.

Being aware of workplace engagement myths can help you avoid common pitfalls and set yourself apart from your competitors, and more important, build personal trust with your employees. For these reasons and more we strongly encourage you to attend Nan S. Russell’s session, What Works at Work, on June 29, 4PM-5:15PM.

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