June 2017
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June 2017
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Incentives Drive Engagement, but Programs Shouldn’t Be One Size Fits All

Tuesday, June 20, 2017

Regardless of industry, happy and engaged employees are a tremendous asset. Unfortunately, a very low number of employees would say they are actively engaged at work. Gallup revealed in 2016 that only 34 percent of U.S. employees felt connected with their jobs. Ensuring that workers feel engaged has proven to be an elusive goal, however, with organizations across the country wasting valuable resources on ineffective programs. To truly engage a workforce, a company must make it clear where it is going, and how an individual employee fits into that process. Employees must feel connected to the corporate culture and believe their contributions matter. They must also feel fairly compensated for their work. Incentives really matter here, but a good incentive program doesn’t just mean traditional bonuses or high commission percentages. Instead, an organization needs to recognize and reward employees on an individual basis, taking into account what that employee does for the company, and their interests and desires. Incentive programs should be easy to access, with different delivery and redemption avenues to suit varying lifestyles and preferences. Participation in the program should be easy and enjoyable. Several different reward options should be available, and incentives should be delivered in a timely manner.

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