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Designing Your Incentive Program

1-Determine which aspects of performance, or
company growth, need to be addressed. Set
the desired results as your goal.

2-Establish an attainable method to reach the
goal, and communicate to the employees how
each one can contribute to the goal.
Communicate through a sense of good
teamwork, not competition.

3-Results need to be measurable. For
example: "the number of billing inquiries
should decrease by 75% due to the
development and implementation of a new
billing system." In this instance, a time frame
can be set for the development, the
implementation, and the measurement of
results. A reward can be given for reaching
each step of the process.

4-Be certain each team member has the
potential to be rewarded. A need for a sales
increase may encourage you to motivate the
sales team, but what about the people who
support them? Provide options for everyone
along the way.

5- Every reward should be given for improved
performance. Avoid cliché rewards such as
"Employee of the Month". Such awards can
turn into popularity contests or just making
certain no one is left out.

6-Struggling to set up a fitting incentive
program? Hire a Business Optimization
Specialist. This person will design an
incentive program to suit your company without
engaging you in long contracts for the rewards
themselves. Often, they are not involved in the
incentive business and only wish to help you
become more profitable by streamlining your
business to help you reach your goals

7-Make your rewards memorable
experiences. Gifts are long-lasting and are
more memorable than cash. Create an
experience your employees will remember.

Seven Great Ways to Improve Employee Performance

You’re the boss. You set the expectations, the standards, and the goals   to provide leadership for your
employees. You are focused on the tasks and    during work hours, you think of little else. What about
your employees? Are they like you in their   focus on work, or do you feel as though you are alone in
your desire for achievement?

In most cases, it’s fair to say that business owners and bosses are more focused because they bear the
largest weight of responsibility for overall job performance. Employees may have a variety of reasons
for working in their position. While some may love the work, others may only be investing time for
dollars. So how can employers get the best performance from every employee?

1- Get to know each employee individually. A simple conversation about non-work-related matters
can change a professional relationship. Asking questions about family, off-time, or outside interests
can bring warmth into a relationship without compromising your position as the boss.

2- Show respect to each employee equally. Although we are adults, relationships can trouble us today
just as much as they did in high school. Everyone wants to feel valued. No one wants to feel like
someone else is the favorite. You may not have the same relationship with each employee but treat
each one with similar courtesy and consideration. This can prevent jealousy and pettiness in the work
place.

3- Listen to complaints carefully. Complaints can be tell-tale signs of genuine needs or concerns that
have been ignored. Is someone complaining about not receiving “the good assignments”? That person
may really wish to have an opportunity to step up to a new level of responsibility in order to be
proven worthy. Avoid being frustrated with complaints by remembering that not everyone
communicates in a mature manner. Examine what the complaint might truly be expressing.

4- Find opportunities to express confidence in your employees. A new employee may feel like they’re
fumbling through but will rise up to all of the challenges if given the opportunity. A simple
compliment can bolster someone’s desire to perform. For seasoned employees, ask input on
challenging situations and be certain to encourage them with what they offer. It may be an employee
who comes up with the best solution to a tricky situation. Taking an employee’s suggestion will show
great confidence as well as respect.

5- Smile and be friendly. An intense personality can be difficult to enjoy. Barking orders can breed
resentment while asking an employee to complete a task will invoke a spirit of cooperation. From
time to time, disciplining an employee’s actions may be necessary. If so, continue to speak with
respect and courtesy. Facts and repercussions can be stated without yelling at or berating the person
involved.

6- Inspire teamwork. Setting group goals can create an atmosphere of teamwork that allows each
individual to excel in their best area while still reaching the overall company goal. You may wish to
specifically assign each team member to a specific part of the project in order to ensure this is so.
Create teams that work well together. If your company has more than one team assigned to a similar
task, be certain to avoid comparisons. Each team may work differently to reach the same goal.

7- Develop an incentive program. Tangible rewards are always remembered. Gifts are more
memorable than cash. Find something creative that can be given for significant work achievements.
Remember that the incentive should be earned for accomplishing something of significance that aligns
with the company goals. Incentive programs should be attainable by all employees. Be careful in
having a “top salesperson” every month. A go-getter may win every time. This could discourage
other employees from attempting to reach their sales goals. Instead, find a gift that could be given to
each employee who generates a 10% increase in sales for the month. Something fair for everyone is
worth the investment and will bring a significant return to your bottom line.