Incentive - May 2008 - (Page 31)

maximizing their efforts once things do improve. That is motivating in itself, because it shows people you are still investing in them and implies that their jobs are safe,” says Godar. Or if a group is responsible for putting in a new system or process that takes a few months, “celebrate at certain milestones—have quarter for right now.” As for front-line salespeople, management cannot proceed with business as usual in this unusual environment; some clients have disappeared, and others are spending considerably less than they did last year. So to keep pace in the face of falling closing rates and smaller pur- nicely inside the company for when the economy improves.” If you are willing to put some money behind a short-term effort, there are a few things to keep in mind. “No matter if it is an individual or team award, you should ask people how they want to be rewarded—and give them more than one choice “Put your call center and customer service people on short-term plans that push them to make an extra call or two.” —Chester Elton, O.C. Tanner executives personally bring around some kind of special treat. Break up the monotony and make people feel good,” she adds. Or put out a call for cost-saving ideas that are neutral to the customer experience. “This gets people thinking, and it can be a reason for them to collaborate, and then you can celebrate as a group,” Godar says. To focus people’s efforts more on bottom-line concerns, Elton suggests incentives for reinforcing behaviors that will keep your best customers in the fold. “Put your call center and customer service people on shortterm plans that push them to make an extra call or two to each client; this will reassure clients that your company is just fine, because it’s still focused on them,” Elton says. “Also, incent the accounting team to make an extra call to repeat clients to ensure their financial terms are still good for them; perhaps you can help clients—and impress them—by going from a 30-day payment window to 60 days, just through the end of the year. Short-term incentives can reinforce these behaviors, which set you up for success next quarter, rather than sacrificing next chases, “incent reps to boost the potential in their sales pipeline,” says Elton. “If you typically want reps to have a pipeline of potential sales equal to three times their goal, create a plan that pushes them to boost it to four times the goal. Encouraging prospecting blitzes and finding new opportunities, plus increasing customer care through more frequent communication with your big clients, will build up your backlog. And all these efforts can be measured.” once you get their feedback,” says Elton. “But what you cannot do is be vague about the reward or the celebration you’re offering—that’s a recipe for mass disappointment and can backfire, hurting morale and ensuring that your next initia- tive won’t get any buy-in.” Also, make sure the individual awards you offer are right for the employees you’re targeting. Ambassadors’ Niemi says that hotel gift certificates, good for use at any property in a brand’s portfolio, are popular lately, and sometimes come with a voucher for two domestic airline tickets. But if your reps already travel frequently for business, gift cards from higher-end retailers would probably be more motivating. In the end, “Short-term programs can reassure people that they are part of a good organization that is going to get past these tough times,” says Elton. Interestingly, there’s still a hopeful vibe among many companies for this year: “One good thing is that almost nobody is losing faith completely,” says Niemi. “They are booking their programs for 2009.” Th e R i g h t R e w a rd s Happily, recognizing each of these behaviors doesn’t need to be expensive. “It’s amazing how much impact simple, informal recognition can have—many situations don’t need more than a communication-based recognition activity,” says Godar. “Congratulating people with a catered lunch, a group trip to the movies or to a park, and even handwritten notes proves to your people that they are on the right track, that they are noticed and valued, and that things are setting up Consumers Employees Dealers Sales Teams do you want to knock them off their feet? Motivate them all with the help of Sony’s Online Premium Incentive Resource Center. One simple click gives you complete access to the latest knowledge and must-have products to motivate each of your unique audiences, with: I Monthly updates on new and exciting program ideas I The latest product offerings from Sony I How-to guides for all of your incentive programs I Calendar of events to see Sony’s products visit incentivemag.com/sony Sony. A brand everyone knows for rewards everyone loves. incentivemag.com | May 2008 | Incentive | 31 http://incentivemag.com/sony http://incentivemag.com/sony http://incentivemag.com

Table of Contents Feed for the Digital Edition of Incentive - May 2008

Incentive - May 2008 Contents Editor's Note: Turn to Incentives in Hard Times In The News: At IMRA Conference, Trade Show Talk; In Utah, Team-Building Trauma Cover Story: Can Incentives Save the Media Business? Incentive Interview: Our New Columnist, Christi L. Gibson Case Study: Architecture Firm WESKetch Builds a Recognition Plan Incentives in a Recession: Advice on Adjusting Your Plan Office Bullies: The Scourge of the Workplace Can Be Reined In Original Research: Incentive Sales IQ Report Recognition@Work: Stop Driving Your Top People Away Incentive Primer: Ways to Foster Creativity in Your Organization Travel News Puerto Rico: Shining Star's Trendy Makeover Mexico: Cancun and Cabo Still Have It Potentials Here and Now Luggage and Leather Goods Gift Cards: F&B Advertiser Index Last Word: Stanley Bing Gives Wimpy Bosses a Nuggie

Incentive - May 2008

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