GiftCard Partners Blog

In hoping to prove the value of whole grocery, Whole Foods Market is launching its first ad campaign this week. Crazy, right?

In an effort to vamp up their customer service, Boston Market has recently rolled out its new customer service initiative: Guest Service Excellence program just in time for the holidays. In a recent article from QSR, 
Boston Market Ramps Up Customer Services, Tony Buford, the’s brands chief operating officer said, “Like any service-oriented business, guest experience and customer service are items that we’re constantly working to perfect.” Corporate executives hit the road to visit Boston Market locations all across the U.S. as part of the program roll out in order to personally introduce employees to the new touchpoint in the program. The program focuses on five key points:

Carrots and sticks are a relatively old tactic in employee health and wellness programs. They are tried and true because they work. Carrots tend to prove to work better than sticks, but whether you choose to reward improved behavior and program engagement or provide (usually financial) disincentives for a lack of participation, these detractors and rewards work well to boost participation and results from employee healthy and wellness programs.
However, in analyzing effective tactics for employee health and wellness programs, we often overlook the most basic component of an employee health and wellness program. To be frank, it can feel intrusive for employees to have employers involved in their healthcare. Especially when dealing with sensitive topics like high cholesterol and weight loss, it can be intrusive for some employees to have employers involved, even if they are providing health care and insurance. In a recent study from the
Kaiser Family Foundation survey, 62% of employees felt it was inappropriate for employers to require workers to pay more for their health insurance premiums if they don’t participate in wellness programs. Additionally 74% said companies shouldn’t charge higher premiums if employees don’t achieve predetermined health goals. These two statistics bring employers back to basics and really require organizations to evaluate how they approach employee health and wellness programs. Will carrots or sticks work best for your company? Should employee health and wellness be a (strong) suggestion or a requirement for affordable coverage?
Read more from the Wall Street Journal.

Encouraging creativity among employees is vital for fostering innovation and driving organizational growth. When employees have the opportunity to express their creativity, it not only enhances individual development but also contributes to a dynamic and vibrant company culture. In this article, we'll explore the importance of employee creativity and provide practical strategies for promoting and harnessing creative potential in the workplace.

Disruptors may not be what you think of when you think of what you want to make your organization into. However, the guiding and
defining behavior characteristics of disruptors can lead to unprecedented innovation, improved productivity and a positive and fulfilled workforce. Motivating employees through three main traits can create a win-win for both employees and employers. Disagreement can be seen as a negative trait. It creates conflict and can drag out meetings and the making of decisions. However, disagreement can also lead employees to find the best way to complete a task or to challenge the status quo to improve processes. While too many disagreements can be combative, creating a culture where employees can feel free to disagree can create long term organizational improvements. Reframing problems help solve small issues that have a big impact. The key to reframing problems, according to
Malcolm Gladwell, is to see the full picture. Don't try to fix one piece of a broken process, but try to see the whole process in another way. Giving employees time to brainstorm and problem solve allows for creative thinking that gives employees the chance to make a lasting impact on the organization and gives them a mental break from their day-to-day responsibilities. Removing constraints is key to allowing innovation to take place. Employees should never be afraid to voice opinions or ideas. Employees should feel like their opinion is valued and that their disruption would almost always be positively received in the organization. Malcolm Gladwell is a leader in the field and is a disruptor in his own right. His endorsement of a disruptor culture is significant.
For more information on how to create a culture of disruption in your organization check out Inc.com.