As CEO of Online Rewards, Michael Levy has helped Fortune 1,000 companies improve their employee engagement scores through the design and development of award-winning employee engagement and recognition programs.
Michael is a frequent speaker at HR tradeshows and industry events. He has contributed editorial content on the topic of employee engagement to HR Magazine, CNBC, and elsewhere.
Beyond a sense of humor and a very, very Southern accent (think Kangaroos), Michael brings a unique and refreshing perspective to driving employee engagement. He has knowledge and expertise gathered across a decade of building employee engagement programs.
Content Featuring Michael Levy
Compensation has little to do with an employee’s decision to leave a company, suggesting that recognition (or lack thereof) plays a much bigger role in turnover. On exit interviews, 88 percent of employees said they left for reasons other than pay, according to data per Online Rewards CEO Michael Levy. Employees want to know that they’re contributing to company success and making a difference, and not just going through the motions to receive a biweekly check. If employers can realize that their recognition practices need to get up to speed and better align with employees’ job satisfaction, they’ll be more likely to keep employees happy and keep them around, which is where technology makes all the difference.
Learn more about using recognition as a tool, and how to make your approach unique by listening to this podcast, courtesy of Online Rewards.
Learn how meaningful employee recognition is being used as a catalyst for driving employee engagement, and what separates sophisticated employee recognition strategies from the antiquated “catalog and lapel-pin” programs of yesteryear.
Discover current industry trends and innovations around recognition and engagement while learning how companies are aligning employee recognition with business goals and culture.
Explore what defines success for a recognition program, how to design programs for a multi-generational population, and how to assess the economic costs and opportunities.
As the economy improves, 76% of working Millennials reportedly plan to leave their current position, therefore it is vitally important for your organization to recognize the specific characteristics of Millennial employees by applying appropriate levels of engagement and support.