Choosing Our Incentive Programs, Part II
In the last post I talked about our company’s eventual decision to implement incentive programs into our operation. We were looking for a cost-effective program that would allow us to recognize our employees in a personal way - but something that would not require a huge upfront financial investment on our part. We were in the same boat as everyone else right now; the economy was not our friend. Still, we had to do something. We were continuing to recruit people and we spent a lot on that process alone, not to mention the money that we put into training good employees. Our ultimate goal was to integrate them into our team and to have them stay on with us throughout their career. Turnover was not budget friendly. We had done all that we could in terms of salary and bonus but we needed something more immediate; something to which employees could relate right away and would motivate them on a daily basis.
An employee recognition program was the perfect solution but we needed to work with a professional team to determine the right program for us now - as well as having the continued support as our situation changed and we were able to put more money into the program.
The people that we worked with were great - enormously informative about incentive programs in general and about what kind of employee recognition program would be most beneficial for us. They were able to help us identify the tiers of prizes that would work best for our employees as well as our budget at the moment. They also provide continued management - not only in helping us to implement and manage our current program but helping us to grow our employee program as our budget and our needs change in the future.
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