How to enhance incentive programmes

Determining the most effective ways to use employee incentives is no easy task. To achieve the maximum impact on performance of your programme while keeping it meaningful to the participants requires skill, strategy and systematic trial and error.

A well-designed incentive programme has the following traits:

• a clearly defined goal
• established rules
• visible rewards
• focuses on commitment to goals
• embraces competition
• leverages risk.

Consider the desired outcome

With incentives, you have to be very clear about what you want people to be able to do or accomplish. Clearly spell out the details of exactly what it is that participants should do to meet goals so that there are no questions. People will always try to skew the incentive game if results are ill defined.

Check in frequently

If individuals do not believe the incentive programme's goals are realistic or that they are personally far from being able to come out on top at the end of the programme, they are less likely to be motivated to participate. Thus, it would benefit the incentive planner to both incorporate input from the participants about the design of the programme being offered. Throughout the process, check in with employees to gauge their satisfaction with the programme. Keep participants updated on how the programme is performing.

Make results visible

When using monetary incentives, remember that the money-board, so to speak, really depends upon a great deal of visibility. Think about national lotteries and the power behind those dollar amounts. Present your reward as another badge of honour to hold up. At the end of the programme, remember to communicate the results with all participants. Share how the programme has impacted company performance and celebrate both individual and team achievements.

Support from top management and organisers is critical, so make sure company leaders are involved in presentations. If you have remote workers, consider web events or other ways in which to involve all participants in the celebration.

Commitment matters

To create drive and purpose, the target goal and reward must be meaningful and motivational to the majority of individuals involved. Strive for a collaborative process, where possible, in defining performance goals so full commitment is gained. As previously mentioned, be sure to get participant input when possible during the design process so that the goals and thus, commitments, are equally distributed.

Make programmes competitive

Interactive aspects of peer pressure and competition are vital elements with designing incentive programmes that achieve success. You need to ensure performance targets are challenging enough and that the incentives offered are desired by the majority of participants.

Reward multiple levels of performance

Consider multiple levels of incentives for various levels of performance. A higher goal level requires a higher level of reward. Also ensure clear communication is delivered about what the minimum performance must be.

Source: Northstar Meetings Group