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Facts & Stats

A recent study conducted by the Incentive Federation reveals that when it comes to motivating employees, improving performance, boosting morale and hitting business goals, non-cash awards are more effective than plain old bonuses.

Source: “The Counselor PromoGram Weekly,” Vol. 252, January 12, 2004.

1.78: The average improvement, in shots per round, seen in a group of golfers who received individually tailored social support, encouragement and reassurance before competition.

Source: England’s University of Exeter

Safety managers often feel their hands are tied by production and scheduling. The important thing to remember is that job sites are simple reflections of any company’s real attitude toward safety.

Source: Linda J Sherrard, Occupational Health & Safety

It costs between 2 and 3 times a worker’s salary to replace a departing employee, including recruitment, training, lost productivity, and severance costs.

Source: Annie Stevens, ClearRock, “Training”, March/April 2008.

Historically, incentive programs have endured economic downturns.
According to a review of past Incentive Federation and industry studies, the incentive industry managed to grow following the recessions that occurred in the late 1980s, after Sept. 11, 2001, and during the downturn of the late 1990s dot-com collapse.

Source: www.incentivecentral.org, Why Incentive Programs Endure Recessions

The fixed cost of incentive programs, unlike other sales and marketing strategies, is 20-30% of the program. The remaining 70-80% is paid only when the programs goals are reached.

Source: Incentive Research Foundation

Safety programs are not about motivating employees to avoid hurting themselves; the purpose of a well-designed safety incentive is generally to motivate employees to pay a little more attention to the work they are doing and to keep safety at the top of their minds.

Source: Leo Jackson, Incentive Magazine

The National Business Group on Health recommends the use of incentives in particular as a significant driver for participation in employer-based health and productivity programs.

Source: National Business Group on Health’s Improving Health: An Employer Tool Kit report

If we are in safety, we are indeed in sales…we are at the mercy

Source: Matt Forck, Occupational Health and Safety,The Untapped Secret of Selling Safety, July 2008

Intermittent safety efforts are generally ineffective. It is necessary to maintain an almost continual program of keeping personnel alert of safety practices.

Willie Hammer, Occupational Safety Management and Engineering

The most popular luxury branded merchandise categories according to Incentive Magazine’s third annual Luxury Brands survey of incentive planners: Electronics 53.2%, Crystal 44.5%, Watches 43.6%, Leather Goods 40.9%, Food and Beverage 37.7%, Cameras 36.8%, Jewelry 32.3, Luggage 31.4%, Clocks 27.3%

Source: “Incentive Magazine”, December 2006, Luxury Brands survey of 220 respondents

According to Incentive Magazine’s third annual Luxury Brands survey, 64.1% of respondents reported using luxury items in recognition programs and 63.6% in sales incentive programs.

Source: “Incentive Magazine”, December 2006, Luxury Brands survey of 220 respondents

A recent Watson Wyatt Worldwide study found a strong correlation between internal communications and employee retention and engagement levels.

Source: Watson Wyatt’s 2005/2006 Communication ROI Study

A recent survey found that more than half of the respondents agree that employees tend to look at cash bonuses as something they are due, rather than as an award for meeting or exceeding goals. According to four out of five respondents travel and merchandise awards are also remembered longer than cash awards.

Source: The 2005 Incentive Federation Survey of Motivation and Incentive Applicants

A study produced by The Society of Incentive & Travel Executives (SITE) Foundation found that 92% of workers surveyed indicated that they achieved their goals because of incentives.

Source: The Society of Incentive & Travel Executives (SITE) Foundation

After safety fundamentals are in place, such as a formal safety process, management safety accountability, inspections, etc., safety awareness is key. Safety awareness is like the oil in a car: It makes the parts continue to function at a high level.

Source: Matt Forck, Occupational Health and Safety,The Untapped Secret of Selling Safety, July 2008

According to a new survey by WorldatWork and the National Association for Employee Recognition, businesses are expanding their recognition programs and starting new ones with more frequency than ever before. While the majority of past awards have been given for length of service or performance, companies are adding new awards for safety, ideas, team building and efficiency.
Source: WorldatWork and the National Association for Employee Recognition

A recent survey revealed that CEOs cite attracting and retaining talent is the number one barrier to corporate growth alongside HR executives who rate finding and retaining the best talent to be their greatest concerns.

Source: Drake Beam Morin and Society of Human Resource Magazine Surveys

“A motivated staff is the cornerstone of quality customer service and product innovation,” said Max Messmer, chairman of Accountemps and author of Managing your Career for Dummies(r) (Hungry Minds, Inc.). “By acknowledging your employees’ achievements, you let them know their contributions are integral to the organization’s success.”

Source: The National Association for Employee Recognition.

A recent Incentive Federation survey found that on average, 79% of respondents found non-cash reward programs to be fairly to extremely effective in motivating participants to achieve sales and marketing goals.

Source: Incentive Federation.

According to a study by the International Society of Performance Improvement called “Incentives, Motivation and Workplace Performance: Research and Best Practices,” incentive programs that are implemented and tracked correctly increase performance by an average of 22 percent. Team incentives increase performance by as much as 44 percent.

Source: International Society of Performance Improvement.

According to a study produced by The Society of Incentive & Travel Executives (SITE) Foundation confirms the impact of incentive programs employing tangible awards. According to the study, incentive programs increase work performance an average of 22 percent.

Source: The Society of Incentive & Travel Executives (SITE) Foundation.

Andersen Consulting found in a survey of about 500 executives at more than 250 companies that programs to retain and reward leading sales, marketing and customer service people can give a $40 million lift to a $1 billion business’s bottom line.

Source: Andersen Consulting

A recent study by Harvard Business School found that every 1 percent increase in staff loyalty resulted in a half percent increase in customer loyalty.

Source: Ascent Group’s Reward & Recognition Program Profiles & Best Practices 2008 research report.

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