Incentive - December 2008 - (Page 20) COVER STORY program works. The launch party not only got everyone pumped up but it clearly explained the program and avoided any confusion, Kliwinski says. “Another way to ensure program success is to have constant and continual communication between management and to the staff. It keeps everyone informed and on the same page,” she says. “Admins are sent monthly motivation and recognition tips via e-blast to help keep strategies fresh, and employees get regular e-blasts in their inbox encouraging them to ‘be a part of it.’ We hang ITAGroup’s Kory Schramm says the company’s program improves morale and impacts satisfaction and retention banners and put updates to the program on our intranet site to be sure no one gets offtrack.” “Above and Beyond” at ITAGroup With sales exceeding $250 million, ITAGroup has more than 500 employee owners at its headquarters in West Des Moines, Iowa, as well as sales offices across the United States. To motivate, it operates a variety of formal and informal employee recognition and incentive programs throughout the year. “Our people are the most valuable asset we have in ensuring we deliver on our promises to customers. Empowering them, motivating them and recognizing them— it is worth the investment. It improves morale, impacts satisfaction and retention, and keeps us focused on our keys to success, and most importantly, the keys to success for our clients,” says Kory Schramm, resource manager, corporate marketing for ITAGroup. Formal initiatives include its annual allemployee, points-based recognition and reward program featuring peer-to-peer recognition, manager-to-peer recognition and corporate excellence recognition. An all-employee wellness program gives employees the chance to earn points toward bonus vacation days and other rewards, based on attendance at a variety of voluntary educational seminars and events. An annual sales recognition trip is for those in ITAGroup’s national sales force who achieve established goals in a variety of sales areas. Quarterly all-employee S.O.S. (Share Our Success) events are held to recognize corporate and individual achievements. Attendees enjoy food, music and various giveaways. ITAGroup’s informal initiatives include over a dozen all-employee events, ranging from an annual Flap Jack Festival to impromptu ice cream or cookie treats and departmental travel trophies. Given the current state of the economy, ITAGroup’s internal incentive program has more importance than ever, says Schramm. “We approach our internal programs similar to those discussions we have with our clients. During economic challenges, our advice has always been to keep moving forward by focusing on employees and business partners. It is the people that enable companies to keep momentum, through balance, strength and assurance.” This year’s annual all-employee program is themed Above & Beyond! Celebrating Our Peak Performances. It ended on September 30. The program’s goals were to recognize individual achievements directly impacting the company’s Seven Summits of Success: people, quality, customer satisfaction, customer retention, productivity/efficiency, earnings growth, and revenue growth. Employees had the opportunity to recognize fellow “climbers.” Each employee received 10 Ascent Awards for issuance during the program. Employees used them to thank other employees who went above and beyond for a customer, for a program participant, or for a fellow employee. Upon receipt of an Ascent Award, employees received a certificate, a colorful climbing rope to display in their cubical or office and two award points for use in ITAGroup’s online book of awards. Each employee also received two Seven Summits Awards to recognize those climbers whose exceptional achievements directly impact any of the company’s Seven Summits of Success. Recipients were given a certificate, a leadership display rope, and 15 award points. This award was reviewed and approved by the recipient’s manager so additional recognition could be delivered. During the company-wide S.O.S. events, every climber who received at least one award during the quarter was entered into a special sweepstakes. At each event, 10 winners were randomly chosen, each receiving 100 award points. At the conclusion of the program, every climber who had earned a Seven Summits Award in a minimum of four of the seven categories was entered into a Seven Summits Sweepstakes. Two winners each received 250 award points. Any employee who is a volunteer member of the Spirit of ITAGroup (community volunteerism), HealthTrek (internal wellness program) or on the United Way Campaign was recognized on two special days and received an additional entry into each quarterly sweepstakes. The program was launched at last year’s October annual meeting held in Des Moines, an event that employee 20 | Incentive | December 2008 | incentivemag.com Photo: Dean Tanner http://www.incentivemag.com
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