Mohegan Sun invites All Star to “Working at and Working With”

All Star Incentive Marketing was invited by Mohegan Sun to participate in its “Working at and Working With” series at events in Worcester on 4/10 and Palmer on 5/7.  In this community outreach event, representatives from Mohegan talked about various job opportunities and career paths and had employees from varied casino operations discuss their jobs.  Paul Suprenant, the head of purchasing for Mohegan Sun, talked about the $500MM they spend with local vendors, and introduced a couple Massachusetts based vendors to talk about their experiences working with Mohegan Sun in Uncasville, CT.  Gary Galonek, a Principal and National Sales Manager for gaming operations at All Star talked in positive terms about working with Mohegan Sun.  He highlighted their desire to collaborate with their vendors, to value previous work done and not simply shop on price, and to consistently pay their bills in a timely matter.  More events are being scheduled in the run up to the MA Gaming Commission awarding the casino licenses in the coming year.

http://www.masslive.com/news/index.ssf/2013/05/mohegan_sun_employees_talk_abo.html

In economic terms, the multiplier effect refers to the proportional increase or decrease in final income that results from an injection or withdrawal of capital. In terms of Safety Reward Programs, the multiplier effect might refer to the ROI² (Return on Incentive Investment). A properly structured program significantly impacts overall employee engagement and safety culture, where employees are attuned to safety-related issues, inspired to display “Above & Beyond” safe behaviors, willing to be safety ambassadors, and encouraged to promote learning and support continuous improvement. Such best-in-class programs are designed to promote group objectives and reward individual behavior, engaging, motivating, and rewarding the people behind your success.
 

Fortunately, there are thousands of companies in high-risk industries that have excellent safety programming, training, and coaching in place. Many include safety in their list of core values and have invested heavily in EHS (Environment, Health, and Safety) technology, training, telematics, and personnel. However, too many miss the opportunity to incentivize and recognize individual safety contributions, behaviors, and performance.
 

Programs featuring tangible and experiential awards as the reward currency can have a multiplying effect that pays dividends. Benefits include a more highly engaged workforce, fewer accidents and incidents, reduced claims and losses, lower turnover and absenteeism, better communication, increased productivity, visibility to leading and lagging indicators, incremental coaching and training opportunities, and improved profitability.
 

So, what’s the rub? Are engagement programs focused on employee safety, health, and wellness expensive to implement? Do they only make sense for companies with thousands of safety-sensitive workers? The answer to both questions is no. Properly structured programs can be cost-effective and right-sized for companies with as few as 100 safety-sensitive workers up to those with 10,000 or more. The ROI² of these programs can be expressed as a ratio (in this case, 4:1), with quantitative results showing a savings of $4.00 for every $1.00 invested and qualitative results revealing higher employee morale, which serves as a catalyst for productivity. Safety Reward Programs help to mitigate risk, elevate employee engagement, and improve overall safety culture. They also present an excellent opportunity for companies to simply say thank you to their employees for being safe, committed, and engaged.
 

People have an inherent need to know that their efforts do not go unnoticed. Safety Reward Programs provide the stimulus and energy that encourage employees to perform at their best and achieve new heights.

Gary Galonek

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