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8
Dated: 03-14-2014
Virtually all employees come aboard engaged, enthusiastic and wanting to do an outstanding job. But something happens along the way. They begin to believe no one really cares about them or understands their needs. Motivation and performance suffers as a result and so, too, company profitability.
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8
Dated: 03-14-2014
Motivation is commonly misunderstood and is a source of much frustration for managers. In the simplest terms, motivation is a need that makes people engage in behavior to satisfy that need. For example, if you are thirsty, you will be motivated to get something to drink. That is the only thing that can motivate you to get a drink. While this example is simple, most motivation problems are not because the majority of the needs are unknown to ourselves and others. Additionally, people have multiple and often conflicting motivations.
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8
Dated: 03-14-2014
Research continues to show that maintaining a well-rewarded workforce leads to improved overall company performance. Countless studies have examined the crucial role that incentives play in motivating employees and inspiring them not only to achieve, but to surpass, company performance goals. A recent Condly, Clark and Stolovitch analysis found that companies with incentive programs enjoy a 22 per cent increase in employee performance on average. Companies using team incentives programs experience larger performance gains, 48 per cent, compared to those using individually-focused programs, 19 per cent. Research also shows that long-term, more than six months, incentive programs brought employees performance up by 44 per cent on average. Additionally, employee incentive programs not only led to a higher quantity of work, but improved the quality of work as well.
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8
Dated: 03-14-2014
It’s the most exciting recognition topic I get to talk about at this time of year.
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8
Dated: 03-17-2014
A mercenary is a person who takes part in an armed conflict, who is not a national or a party to the conflict and is "motivated to take part in the hostilities by the desire for private gain." More simply said a mercenary is someone who is only in it for the money... the cause, the mission, the purpose is inconsequential. A mercenary is in it for the money and only puts in as much effort and commitment into the effort as the amount of money mandates.
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8
Dated: 03-17-2014
Most sales leaders agree that it’s important to offer sales incentives that go beyond normal compensation and bonuses. If done right, those rewards can become the most powerful ingredient in driving the kinds of behavior you want to see in your sales force. Here are 5 easy tips to make sure your incentive efforts are doing what they need to do.
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8
Dated: 03-17-2014
Someone once wrote that the pursuit of excellence is its own reward, but we all know that a little recognition goes a long way in building employee morale and reducing turnover. Unfortunately, many companies are still recovering from the recession, and taking the time to demonstrate their appreciation for the very employees who weathered the storm with them may not be at the top of mind. Moreover, many managers seem to believe that recognition is an HR responsibility, or they may think that the most impactful rewards are salary increases or bonuses, both of which have been in short supply for many years now. It’s not surprising that employees have reported a significant decrease in engagement with their employers.
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8
Dated: 03-17-2014
It’s a big moment when the engagement scores finally arrive. There are often jittery nerves upon opening the report to see what the numbers reveal this year. Then, with a big sigh, we start the process of trying to figure it all out. We all know that following through on the survey results is critical to building an engaged culture.
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8
Dated: 03-17-2014
You are only three-quarters of the way through your incentive program, and you are suddenly staring at cancellation penalties and/or room rate increases. Sales are fairly good, but the number of trip winners is not going to meet plan. You are wondering where you went wrong and how this nightmare can be avoided.
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8
Dated: 03-17-2014
So you’ve decided you need to up your game on recognition, and take advantage of some of those talents and culture management dividends that we’re always telling you about. At some point along your recognition journey, chances are someone, somewhere, in your organization is going to pose this question: Can’t we just do this ourselves?
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