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Get creative about rewards to improve employee performance

If companies are finding that their sales incentive programs are not having the same impact as they once did, it may be because they continue to rely on the same old boring rewards.

If companies are finding that their sales incentive programs are not having the same impact as they once did, it may be because they continue to rely on the same old boring rewards.

CNBC reported that companies are offering more creative rewards for their customer loyalty programs. These efforts have worked to energize target audiences and improve the initiatives' results. The same strategy needs to be applied to employee engagement to provide motivation and excitement in the office.

Workers are no longer satisfied with the standard gift cards from the local coffee shop as a reward, according to Incentive Magazine. Staff members desire more meaningful rewards to places that they actually visit. Noting individuals' preferences can go a long way at improving incentive program participation. The source noted that personalized rewards show more thought, which makes the recognition more meaningful.

A simple survey is one of the more direct ways to gain an understanding of what employees desire. However, managers can often determine a good reward more subtly through interactions with their staff. Encouraging supervisors to get to know their employees could help organizations become more creative with their rewards.

To truly generate excitement about recognition programs, companies should go beyond gift cards and cash rewards. Providing jewelry, laptops, golf clubs and other merchandise gives employees something they can use and will serve as a continual reminder of their contributions. Tangible rewards have a longer-lasting impact than cash bonuses because of this. CNBC recommended that businesses go beyond merchandise to create memorable experiences. Giving workers a once-in-a-lifetime trip, opportunities to learn new skills or take on additional responsibilities builds a high level of engagement within organizations. 

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