Melcrum Remarks
Mandy Thatcher Head of Content, Melcrum

The four generations in the workplace - Traditionalists, Baby Boomers, Gen Xers and Gen Ys - demonstrate different workplace behaviors because of their unique identities. In order to achive engagement among employee groups, leadership in an organization needs to acknowledge their fundamentally different values, behaviours and expectations. This highly interactive presentation will examine the critical factors necessary to understand the four generations, and the HR and Communication practices to engage your multigenerational workforce.

During this keynote session, the authors of "Loyalty Unplugged: How to Get, Keep & Grow All Four Generations," will share the critical factors to organizational engagement (transparency, responsiveness and partnering), a process for evaluating your current communication plans against the framework of generational identities and organizational engagement, and discuss the implications of generational differences on the employee life-cycle.

Giselle Kovary M.A.

Employee engagement surveys have become a common tool in many organizations, but the larger challenge is to commit to acting on the survey feedback that will drive improvements. Delta Hotels, Canada's leading first-class hotel management company, has been successful at transforming their annual employee engagement survey from an "event" to being a critical part of their culture. Employees are encouraged to have a voice, they expect to be heard, and they know when change has resulted on the basis of survey feedback.

This presentation will describe how Delta has created and sustained a culture of engagement and how they have successfully been able to link employee satisfaction and commitment to guest satisfaction and loyalty and ultimately strengthen the Delta Hotels brand.

Janice Smith Director, Quality and Recruitment, Delta Hotels

Many communicators recognize that the cascade communication model isn't working in their organizations. Saskatchewan Health tackled this situation three years ago and has experienced real success - on a limited government budget.

Learn about a communication strategy that increased two-way communications for employees with the Deputy Minister; created opportunities for more input to and access to senior management; embedded internal communications in systems and processes; aligned internal communication with human resources; created an environment where trust could grow; and showed managers the benefits of increased communication.

Discover the strategy, measurement tools employed, and best practices. Participants at this session will leave with ideas that they can implement quickly and easily, as well as ideas that are broader in scope.

Karen Prokopetz Director, Internal Communications, Saskatchewan Health

Melcrum conferences attract such high-caliber attendees, that our participants always want more time to discuss ideas with each other. Here's your chance! We will track the subjects that are creating the most interesting dialogue and provide opportunities for meaningful discussions.

In order to recruit and retain the most talented employees, Intuit Canada has built a company culture and set of leadership and organizational practices that has achieved world-class engagement levels. In this type of environment, the recruitment and management process is fundamental to success. Yet in a highly competitive job market like Alberta, where Intuit Canada is headquartered, it can be challenging to attract and retain top talent.

This session will examine Intuit Canada's approach to growing their business by selecting the right employees and demonstrating an unwavering commitment to their workforce.

Jane Silberg Vice President of Human Resources, Intuit Canada and UK