The document discusses non-monetary reasons for employees to stay at an organization. It references Maslow's hierarchy of needs and Herzberg's motivators and hygiene factors as frameworks. Great leaders can positively impact employee engagement, satisfaction, discretionary effort, and client spending. The rest of the document outlines an in-house counsel seminar where attendees will discuss key aspects of reward and recognition, organizational culture and values, ideas from other industries, employer brand considerations, and overcoming impediments to change. Contact information is provided for the seminar leader.

1. More Than The Money
Reasons to stay …..
Andrew Hedley
Hedley Consulting
In-House Counsel Seminar Programme
Squire Patton Boggs LLP
October 2015

4. Maslow’s Hierarchy of Needs
Biological and Physiological
Basic life needs - air, food, drink, shelter, warmth, sex, sleep, etc.
Safety
Protection, security, order, law, limits, stability, etc.
Aesthetic
Beauty, balance, form, etc.
Cognitive
Knowledge, meaning, self-awareness
Esteem
Achievement, status, responsibility, reputation
Belongingness and Love
Family, affection, relationships, work group, etc.
Self-actualisation
Personal growth, self-fulfilment
Transcendence
Helping others to self- actualise

5. Herzberg’s Motivators & Hygiene Factors

9. “Managers are
people who do
things right,
while leaders
are people who
do the right
thing.”
Warren Bennis

11. Great Leaders
More
Engaged
More
Satisfied
More Loyal
Exert More
Discretionary
Effort (15%)
More
(Emotionally)
Engaged
Clients
Spend More
(21%)
More Loyal
Gallup – Fleming, Coffman & Harter, 2005
The Impact of Great Leaders
Employees Clients

12. “The function of
leadership is to
create more
leaders … not
more followers”
Ralph Nader

13. CREATE
Which elements should be
introduced which nobody
else in our competitor set
currently offers?
ELIMINATE
What are the factors that
can be eliminated in order
to divert resources
elsewhere?
RAISE
Which current aspects
should be enhanced to
stand out as excellent?
REDUCE
Identify the factors which
are necessary but not at the
core of the employer value
proposition. Can they be
reduced to divert resources
elsewhere?

14. Group Work
• Five connected topic areas
• Objective is for every group to discuss all topic areas.
• Each group will lead on one allocated topic and contribute
to the discussion for the others.
• Twenty minute group discussion across all topic areas.
• “Focus” topic for each group identified followed by five
minutes detailed work and preparation.
• Three minute introduction to each topic by the allocated
group followed by five minute discussion, total 8 minutes
per topic.

15. As the in-house counsel community….
1. What are the key non-monetary aspects of reward and
recognition? Which are the most effective? Why?
Which are the least effective? Why?
2. How do culture and values impact on our overall
employee experience.
3. What have we seen, or heard of, working elsewhere
outside our world? How transferable into our situation
are these things?
4. What new ideas should we be considering in relation to
the employer brand and proposition? How do we
balance things across the more, less, stop quadrants?
5. What are the key impediments to change and how
might these be overcome? What is within our grasp?

16. Group Work
• Five connected topic areas
• Objective is for every group to discuss all topic areas.
• Each group will lead on one allocated topic and contribute
to the discussion for the others.
• Twenty minute group discussion across all topic areas.
• “Focus” topic for each group identified followed by five
minutes detailed work and preparation.
• Three minute introduction to each topic by the allocated
group followed by five minute discussion, total 8 minutes
per topic.

17. For more information or an informal discussion contact:
Andrew Hedley
Hedley Consulting
E andrew.hedley@hedleyconsulting.com
M 07776177302
D 0870 486 8584
O 0870 486 2115
F 0870 486 2116
W www.hedleyconsulting.com
L http://uk.linkedin.com/in/andrewhedley
B www.hed2head.com