GiftCard Partners Blog

Gamification is a booming business, and it helps businesses boom. It has become a great tool for giving simple rewards, like getting a free game for hitting a high score, to an industry that does everything from track your workouts and push you harder, to serve you special offers for becoming the "mayor" of your favorite coffee shop. Gamification helps drive business forward, and for employers it helps drive employees to the next level. The infographic below from Click Software, notes that by next year 40% of the top 1,000 companies by market share will be using gamification as their primary lever to make operational changes.
Gartner notes that 70% of companies that try to make large scale operational changes fail due to lack of adoption within the organization. Gamification combats this issue by working within your organization to motivate employees towards organizational goals and values. Rewarding employees for reaching certain goals and milestones builds camaraderie, relationships and drives a unified organization towards company goals.

Employee recognition is a great tool to engage and motivate employees. Ensuring that employee recognition programs are effective is the key to ensuring that the ROI desired when making the investment is met. Here are three tips for making sure your employee recognition program is on track, especially as summer peaks and employees lose focus amid vacations and nice weather.

As certain benefit costs shift from employer to employee, there are key benefits that will have a high impact on satisfaction improvements. Health and wellness benefits are expected from employees and they assume that employers are going to cover a significant portion of the costs, regardless of the rising cost of healthcare. Well employers are taking note, 45% are offering HSA's in 2014, compared to 33% in 2010. Other benefits like tuition support or a personal car subsidy benefit have been on the decline since 2010, down 13% and 17% respectively. These are benefits less expected by employees and therefore have a lower impact on employee benefit satisfaction. Health and wellness benefits have endured for employees as an expected benefit. Investing in preventative healthcare checks like blood pressure, cholesterol and BMI measurements for employees can allow employers to maintain health and wellness benefits without exceeding budgets. Implementing employee health and wellness benefit reward programs can also motivate employees towards health and wellness goals by using small spot rewards to encourage employees who have reached health and wellness milestones.
For more information on how to maintain the level of health and wellness benefits your employees expect, check out the latest SHRM Employee benefits report, and this article from Associations Now.

A study released by Performance Improvement Council suggests that implementing an employee engagement program can breed a culture of leadership within your organization.

The Consumer Goods Forum, representing 400 Consumer Goods and Retail organizations and over EUR 2.5 trillion in sales, 
recommitted themselves to employee and consumer health and wellness for the present and well into the future. This organization is particularly interesting because it represents many of the manufacturers who put food on our plates and retailers who we buy those goods from. With this particular trade organization's committment to both employee health and wellness
and end-consumer health and wellness, the influence could be monumental.
In two short years, by 2016, the Forum has pledged to not only implement employee health and wellness programs for all member companies, but make policies on nutrition and product formulation public as well. This forum represents some of the largest players in all facets of the consumer goods sector. If their employees are on health and wellness programs that encourage exercise, healthy eating and risk assessments to help combat preventable health conditions like obesity, high blood pressure and high cholesterol, there is potential for global impact. Members of the Consumer Goods Forum directly employ 10 million people in 70 different countries. As an extremely influential organization who affects not only their employees, but their seemingly limitless end-customer base, this recommitment to health and wellness could help create a culture of health and wellness worldwide. Does your organization have a 2-year plan to get your employees either on, or recommitted to health and wellness? What do you think about the feasibility of the Forum’s statement? Leave us a note in the comments.