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Whether it's your employees, sales force or distributors you're wanting to reward, we have the critical elements you'll need to have a successful incentive program.
EMPLOYEE
Program Types:
- Employee Reward and Recognition
- Peer-to-Peer
- Safety
- Service
- Retention
- On-the-Spot
- Customer Service
- Thank You Gifts
- Referrals
- Attendance
- Holiday Gifts
HOW-TO INFORMATION
There are several elements that are critical to the success of your Employee program:
- Establish clear, achievable performance goals
- Take into account what your past programs have been
- Communicate what you want the Employees to do (their goals)
- Generate excitement about reward opportunities
- Sustain interest through ongoing reminders
- Measure progress toward achieving goals/provide feedback
- Offer desirable reward and recognition to drive goal achievement
Program Structure
There are a variety of ways to design an Employee program depending upon your organizational structure and budget.
Key factors to consider are:
How will the program be tracked and administered? How much can you spend?
Consider:
- The company's perspective:
Will the program budget generate a satisfactory ROI?
- The sales person's perspective:
Is the extra effort required worth the reward?
How frequently should you reward?
- Rewarding more frequently will sustain long-term interest
and focus on your incentive program
How long should your program run?
- The most successful Employee programs are long-term(running on an ongoing basis, year after year), not one-time shots.
SALES
Program Types:
- Sales Force Incentives
- Short-term promotions
- Incremental bonuses
- Call Centers
- Sales goal achievement
- Incremental sales
- Referrals
- Customer data collection
- Customer Service
- Customer satisfaction
- Issue resolution
- Retention
- Distributor Incentives
- Tradeshow Traffic Building
HOW-TO INFORMATION
There following elements are critical to the success of your Sales Force program:
- Establish clear, achievable performance goals
- Take into account what your past programs have been
- Communicate what you want the Sales Force to do (their goals)
- Generate excitement about reward opportunities
- Sustain interest through ongoing reminders
- Measure progress toward achieving goals/provide feedback
- Offer desirable reward and recognition to drive goal achievement
Program Structure
There are a variety of ways to design an Sales Force program depending upon your organizational structure and budget.
Key factors to consider are:
How will the program be tracked and administered?
How much can you spend?
Consider:
- The most successful Sales Force programs are long-term (running on an ongoing basis, year after year), not one-time shots
DISTRIBUTOR
HOW-TO INFORMATION
Designing a Distributor/Dealer Program
There are several elements that are critical to the success of your Distributor/Dealer program:
- Establish clear, achievable performance goals
- Take into account what your past programs have been
- Communicate what you want the Distributors/Dealers to do (their goals)
- Generate excitement about reward opportunities
- Sustain interest through ongoing reminders
- Measure progress toward achieving goals/provide feedback
- Offer desirable reward and recognition to drive goal achievement
Program Structure
There area variety of ways to design an Distributor/Dealer program depending upon your organizational structure and budget.
Key factors to consider are:
How will the program be tracked and administered?
How much can you spend?
Consider:
- The company's perspective: Will the program budget generate a satisfactory return on investment?
- The sales person's perspective: If you were a sales person in this program, would you put forth the extra effort required to earn the reward?
How frequently should you reward?
- Rewarding more frequently will sustain long-term interest and focus on your incentive program
How long should your program run?
- The most successful Distributor/Dealer programs are long-term (running on an ongoing basis, year after year), not one-time shots
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