IncentiveResources

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 Strategist. 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

Four Great Ways to Improve Employee Performance

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- 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.

2- 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.

3- 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.

4- 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.

3 Things to Consider When Deciding on Incentive Rewards
According to the Society for Incentive and Travel Executives, corporate America spends
$46BILLION annually on incentives. Whether your budget is in the tensor thousands,
be certain it is well spent.

Know your employees. In an article published by the Washington Post, Karen Renk, executive
director of the Incentive Marketing Association tells the story of a woman who worked for a
company for 25 years and received a mink coat for her service. What the employer did not know
is that she is a vegetarian who would never wear fur. The employee ended up feeling
devalued rather than appreciated.

Cash can be cruel. While cash may seem like a gift everyone
would enjoy, it's often used to pay bills. Thus a cash gift may
inspire guilt and responsibility vs. joy and freedom in receiving.
A reward that can be freely enjoyed is a better option.

Beware of some store gift cards. During the 2008 holiday season,
the Texas Attorney General sent out a warning that some stores,
planning on closing, were selling gift cards that would not be honored
by the time they were received. A copy of this letter can be found
online at http://www.aaacap.org/consumeralerts.html#29.

Allen Impact gift cards are supplied by Amway Global Ribbon Gift
collections with a 180-day Satisfaction Guarantee and no
expiration date for the gift card.