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Deborah Merkin

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Deborah Merkin, CEO and Founder of GiftCard Partners™, Inc. and Engage2Reward™ LLC, brings two decades of experience to the forefront of the gift card industry. Armed with a BS from University of Massachusetts Amherst and an MBA from Babson College, Deborah's career spans technology startups and corporate giants, including AT&T Capital and Staples. A pioneer in establishing and shaping lucrative new distribution channels, Deborah’s expertise grew through consultancy roles with Linens’N Things and CVS®. This journey marked her entrance into the gift card and incentives industry and ultimately laid the foundation for the conception of GiftCard Partners. A Certified Women Owned Business, GiftCard Partners was founded in 2005 and has received the prestigious Best and Brightest Company to Work For® Award for 10 years nationally. With a focus on assertiveness and balanced steadiness, Deborah continues to drive innovation and growth in the dynamic world of gift cards. Beyond her professional success, Deborah is deeply involved in community service, recently joining the board of JBBBS.org and previously serving on the board of JFSMW.org for 5 years.
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Recent Posts

Using Gamification to Bolster Your CRM System

Customer Relationship Management systems are vital to an organization's success. It is how the sales and services teams manage clients and prospects, without whom no company would exist. Some may even so far as to say the CRM system is the lifeblood of the company, with its maintenance being crucial to success, even if it is not a main responsibility. However, many employees are too busy and unmotivated to maintain a current CRM database. The maintenance work is tedious and time consuming and most employees push it off for a slow day that may not come for months. Gamifying your CRM system could be the solution to motivating employees to keep the CRM database as current as possible. Offering point systems that keep track of work done within the CRM system, which employees can then redeem for rewards creates friendly competition among co-workers and real life incentive for employees to get their work done as efficiently and effectively as possible. Offering flexible rewards such as gift cards to a diverse array of retailers such as
The Limited,
The Children's Place,
Boston Market and
NutriSystem gives employees an opportunity to choose from a reward that is valuable for them. Redeeming gamification points, in addition to trying to out play (or work!) colleagues will create healthy competition, increased productivity, and a motivated workforce that is happy to do even the most mundane tasks.

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Keep Your Employees Happy For All of 2013

2013 is upon us, and if you have not created a plan to keep employees engaged and motivated throughout the year consider these tips from industry leaders. There are a variety of small things you can do throughout the year that will motivate employees and make them feel appreciated, and keep them less focused on a large year end bonus.

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Employee Recognition Goes Social

Social media has made a big BOOM in the workforce. If you don’t believe it just ask any one of your employees using Facebook and LinkedIn, or, check their Tweets. As employees dive headfirst into the social media pool, it’s time for their employers to take the leap too. You can join the 40% of U.S. employers that have a social media at work policy, or you or you can join the
workplace socialization movement. This has led to the  development of a “Facebook for work” type of forum, where projects and goals can be shared and discussed publicly and workers are able to participate in the conversation by “liking” or “commenting”. Incentive Magazine’s, Jennifer Lumba, discusses some helpful tips on how to best use these popular social networks to leverage the most out of social recognition in the workplace:
Name names, and name them often- Leveraging social networks is a great way to praise and acknowledge those that go above and beyond on a company-wide scale.
Allow recognition to go beyond just employer to employee- By adding voting or ‘liking’ to status updates you can give the opportunity for peers and managers alike to acknowledge a job well done.
Make the goal clear- Defining and publishing goals that team members can then sign up for creates a public forum for praise and recognition when workers succeed in making progress towards those goal.
Check out more tips on how to take your recognition program social.

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Preparing for Your Small Business' 2013 Health and Wellness Program

As we head into 2013 and employees commit to their New Year's Resolutions to quit smoking, lose weight, or generally live healthier lives it is the perfect time for your small business to implement a health and wellness program. Here are a few tips on starting the year off right for your business and your employees.

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2024: Evolving Trends in Social HR

In anticipation of the year ahead, let's explore how Social HR continues to shape the workplace landscape, leveraging the power of social media and digital connectivity. As we embrace technological advancements, here are four key areas where Social HR is poised to make an impact:

  1. Empowerment of Employees: With the ongoing evolution of work dynamics, employees are assuming greater autonomy and influence. This empowerment extends to their choice of tools, networking practices, and their role as brand advocates. Recognizing this shift, organizations are fostering a culture that values employee voice and autonomy.

  2. Integration of Corporate Culture in Onboarding: Establishing a cohesive corporate culture during onboarding is paramount. Clear communication of values, expectations, and cultural norms sets the foundation for a thriving organizational ethos. By guiding new hires on how to embody and share corporate values, companies cultivate a sense of belonging and alignment from day one.

  3. Revolutionizing Performance Management: In the era of real-time communication, performance management undergoes a transformation. Timely recognition and rewards for exceptional contributions drive motivation and engagement. Leveraging spot rewards, such as versatile gift cards, reinforces positive behaviors and fosters a culture of appreciation.

  4. Harnessing HR Intelligence: The era of "Big Data" continues to revolutionize HR practices. By leveraging data analytics and feedback mechanisms, HR departments tailor initiatives to meet employee needs effectively. Social media platforms serve as valuable channels for gathering real-time insights, enabling organizations to optimize benefits, rewards, and wellness programs.

As we embark on the journey of 2024, the integration of Social HR practices remains essential for fostering a culture of collaboration, empowerment, and continuous improvement in the workplace. 

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