Incentive - June 2008 - (Page 13)

IN THE NEWS continued from page 10 motivate specific behaviors” (which 25 percent of the organizations practice) and “major family events” (with 19 percent practicing). The survey indicated that both traditional and these more recent types of recognition are felt to be making an impact on employee retention. Sales performance recognition programs were said to play by far the most important role in employee retention by companies using them, with 51 percent of respondents rating them as having a high impact and 39 percent reporting they have a moderate impact. Programs that rewarded “specific behaviors” and “above and beyond performance” have a high impact on retention, according to 27 percent of respondents, while an additional 56 percent rated them as having a moderate impact. Fifty-one percent say “above and beyond performance” recognition programs had a moderate impact. But while recognition seems to be on the rise and is thought to be making a difference by the WorldatWork members who answered the survey, there has been a downturn in senior leadership and organizational support for a formal recognition program. Asked whether there is a budget for their recognition program, 36 percent say “no,” the highest since 2002. And asked whether there is a written strategy behind their organization’s recognition programs, 52 percent responded in the negative, a 12 percent increase from 2005. Additionally, the number of respondents describing their senior management as “unsure” about their organization’s recognition programs (as opposed to seeing it “as an investment”) has increased 9 percent since 2005—though the number who see it “as an expense” has remained steady at 13 percent. “Employers should take note of the correlation between recognition program effectiveness and written strategy and budget prevalence,” says Avalos, acknowl- edging that as recognition programs expand, in many cases they can take on a less formal character. “However, no matter how informal the program…it is essential to have senior management support and a documented strategy that clearly aligns recognition efforts with the business strategy, across the organization.” s You march to your own beat, and so does Etón. With the newest members to our crank radio platform, we introduce to you a combination of stunning design and impeccable functionality To Adaptation SOLARLINK FR500 Self-Powered AM/FM/Shortwave & NOAA Weather Radio with Flashlight, Solar Power, Hand Crank Power & Cell Phone Charger Receives AM Band Receives FM Band Receives Shortwave Band Receives Weather Band Crank Power Cell Phone Charger Flashlight Flashing Beacon Solar Powered Emergency Siren Alarm Clock Headphone Jack © Copyright 2008 Etón Corporation. All Rights Reserved. To MICROLINK FR150 Self-Powered AM/FM/NOAA Weather Radio with Flashlight, Solar Power, Hand Crank Power & Cell Phone Charger Crank Power Cell Phone Charger Flashlight Receives AM Band Receives FM Band Receives Weather Band Solar Powered Headphone Jack incentivemag.com | June 2008 | Incentive | 13 http://www.etoncorp.com http://incentivemag.com http://incentivemag.com

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

Incentive - June 2008 Contents Editor’s Note In The News Cover Story: Seventh Annual Industry Roundtable Incentive Interview Case Study Soft Incentives Empowerment and Engagement The Incentive Career Incentive Primer Travel News: Where To Go and What To Do The Cook Islands Field Report: Bermuda Potentials: Here and Now 50 Top Motivators: The Best of the Best Electronics: High-end Audio Equipment Gift Cards: Should One Be Enough? Advertiser Index Off The Cuff

Incentive - June 2008

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