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Incentives and Employee Engagement

90 Minutes
6 months
Webinar Id:
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Recorded Version

$195. One Participant

Recorded Version: Unlimited viewing for 6 months ( Access information will be emailed 24 hours after the completion of live webinar)


Employee engagement has been proven to be highly correlated with revenue growth, innovation, talent retention and business valuation. Engaged employees are enthusiastic and involved, generating terrific ideas to further the mission of the business while they're at work, at the gym, at home, all the time. They care and they love what they do.

Smart leaders know that engaged employees begin with engaged leadership that communicates and discovers passions and value creation possibilities. So, how can a business support employee engagement via employee rewards? The most effective answer is via a variable compensation plan which does two things: (1) It makes it clear which results are most valuable to the business, (2) It rewards those who really shine in delivering the needed results with meaningfully more compensation. Variable pay plans that support employee engagement common in many flavors, but have a few things in common: they are intentional about what results they intend to drive, they place the right amount of emphasis on individual contribution and on collaboration, they are based on meaningful and attainable goals.

Why should you attend: Is your broad-based variable pay plan effective? …motivating? …even exciting to your employees? Do your managers look forward to setting those goals and seeing performance soar? If you answered "No," then you are in the unfortunate majority of businesses spending time and money administering and paying incentives that aren't driving much in terms of value.

Areas Covered in the Session:
  • What is employee engagement and why do you want it?
  • Selecting the right specific goals for your business
  • Types of broad-based variable pay plans, with advantages and appropriate use for each
  • Selecting measure for use in the plans, as well as individual vs. team components
  • Example plans
  • Prevalent practices - what's everyone else doing?

Who Will Benefit:
  • HR Generalists
  • HR Managers
  • Compensation Managers
  • Business Owners

Donya Rose is Managing Principal of The Cygnal Group, located in Chapel Hill, North Carolina. She has over twenty-five years of experience in leading the design and implementation of systems and processes to ensure alignment of business results with top business priorities.

Prior to founding The Cygnal Group, Donya was a consultant in Towers Perrin’s Sales Effectiveness Practice. Donya’s recent larger clients for whom she has led compensation design efforts include Red Hat Software, Comcast Business Services, Elster Solutions, and Novartis. In addition, Donya regularly assists smaller companies and startups with sales compensation plan design as they launch their sales teams and move through the early stages of growing their top line.

Donya’s passion is practical value-creating compensation plan design supported by thorough modeling to anticipate effects of proposed plans on individuals and the company. Because clients generally choose to stay engaged with The Cygnal Group for years, Donya has had a chance to learn which plan design elements often recommended by consultants are most likely to confuse employees and/or confound plan administrators. As a result, she focuses on simple, clear designs with direct links to strategically important business results.

Donya holds a Bachelor of Science in Mathematics from Davidson College, and a Master of Science in Operations Research and Systems Analysis from the University of North Carolina at Chapel Hill. She is a WorldatWork Certified Sales Compensation Professional (CSCP).

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