GiftCard Partners Blog

Finally, after years of industry experts providing research on how effective gamified employee incentive program are,
Incentive Magazine has come up with a formula for how to prioritize and rank employee incentives and rewards. The SAPS hierarchy will help guide you to design the optimally effective employee rewards program to meet your organizations budget and your employees' motivational needs. Here is how SAPS works and why. Status: Think about boarding a plane, the most loyal airline customers always get to board first. Shouldn't your most loyal employees get first pick for things like which days they take vacation. Your most loyal employees don't want the same 5 year anniversary gift that sits like a paperweight on their desk. Allow them to chose something that reflects their loyalty in a way that matters to them. Access: Give access as employee incentives. These types of employee incentives don't hold any monetary cost but does hold intangible value to employees. Access to their C-level executive for lunch one day could incent a junior level employees to work hard and stay motivated to get some facetime with a high-level employees that they don't normally interact with. Power: Allow employees to gain power through peer leadership. Power doesn't need to come through promotions, but can be earned by becoming a peer leader. Employee incentives can earn them a spot to lead an employee committee on organizational recreation or an employee committee on safety. Good behavior should be met with more opportunities to exhibit good behavior. These types of employee incentives create a natural culture of leadership and professional development. Stuff: Stuff should come last. Once an employee has reached past the first three levels of employee incentives, that is when you can reach for a bonus, or a gift card, or even a paid vacation. Stuff should come last, because an employee should have worked loyally through many other levels of incentives before an employer simply hands over the goods. However, when an employee does earn "stuff" incentives, it is because they are your most loyal employees, most deserving of incentives.

Regular medical checkups and tests can help spot issues before they become expensive to treat complications. One Florida school district has launched a wellness rewards points program that has been showing phenomenal results. To obtain a $50 reduction in premium, employees just have to earn 300 points a year, and points are quite easy to obtain. Points are earned through a variety of health related activities like,

Employee rewards should be as memorable as the effort that employees put in to earn the reward. Building up trophy value will making lasting memories of employee recognition and employer appreciation that will maintain lasting employee morale.
Trophy Value Make employee recognition memorable for employees. Bonuses are nice but a short trip or a personal gift are memorable. A trip or gift don't end up paying the bills or put away in the savings account. These employee rewards allow employees to relax and treat themselves, without thinking they should be using the value for a practical purpose.
Choosing the Right Employee Reward Employee rewards are something employees work hard for and put in extra effort to achieve. The reward should fit the effort an employee exerts to achieve it. Don't forget the extra effort employees exert to earn rewards. The same way a punishment should fit a crime, an employee reward should fit the good behavior.
Cash Isn't Always King Cash bonuses are great in certain situations. We aren't telling you to get rid of the Christmas bonuses, but smaller spot rewards don't need to be all cash. Small denomination gift cards allow employees the trophy value of treating themselves to dinner at The Cheesecake Factory, a new T.V. from Crutchfield, or a new outfit from The Limited. Gift cards allow employees to treat themselves without feeling guilty.
For more information on creating trophy value with your employee rewards check out this article from Incentive Magazine.  

No matter if you're in the mailroom or the corner office employee recognition has remained a constant in employee motivation. Regardless of the economy, or stage of career all employees want to be recognized and it inevitably leads to motivation and increased productivity. A lot has changed since the 90's, but back then high wages was an employees number one motivator. When employees were asked what motivates them the most more recently, full organizational appreciation of work done ranked number one. When asked for one thing that would motivate them more at work, 31% of employees mentioned better treatment including more praise and a sense of being valued within the organization. Employee recognition is a valuable tool. You can make grand gestures like a company retreat, or a paid vacation for top performers, or smaller expression of employee recognition that can be just as effective. A small denomination gift card to a popular retailer like
Crutchfield,
Boston Market or
Burlington Coat Factory, paired with a public call-out at a staff meeting can be a great way to give employees the satisfaction and sense of value that will motivate them and maintain a high level of productivity.
HR.BLR provides a great breakdown on what you can do to motivate your employees through employee recognition. When done the right way, employee recognition can motivate your whole organization and promote a culture of productivity and teamwork.

New research suggests that the best companies (top 20%) are a third more likely to use non-cash incentives, such as travel, merchandise, and gift card awards, in their sales incentive programs.  The study, which was unveiled last week, indicates that these awards are critical in getting the best performance out of sales teams. The respondents surveyed were asked to identify their top three choices that are most effective at yielding the strongest sales performance.  While financial compensation is still tops, the trend has really changed over the last year.  Back in 2012 98% of respondents preferred financial compensation, compared to just 76% this year.  The impact of financial compensation is being considered less of a dominant “no-brainer” in sales.  The runners up include the non-cash incentive programs, gift cards, travel, merchandise, etc, designed to augment the financial leverage that employers have over their front-line sellers. The highly successful organizations recognize that today’s sales personnel and account managers require a far more complex managerial landscape than their predecessors.  They are aware that there is a need to manage on a more holistic level and not just consider meeting quota expectations.