We are specialists in providing incentives for businesses to motivate their employees to perform at their best, and therefore improve your bottom line.There are several ways in which this can be accomplished, such as raffles for highest performance, monthly awards, etc.
Please contact us and we will be happy to meet with you and illustrate the various ways we can help you improve your employee’s motivation and performance.
Please see attached information sheets which will help you understand the importance of employee incentives.
Incentive Program Basics Every company needs a little extra motivation now and then. Incentive programs or Appreciation programs can assist you in helping your employees enjoy their job a bit more, and happy employees are more productive and work better with each other and your clients. Before considering an Incentive Program, have a look at your pay-scale. If an employee feels under-paid, an Incentive Program is not the answer for motivation. Steps to building a good program: Communication ~ Pick a Reward ~ Suggestions ~ Goals
Communication Incentives on their own aren't enough. Opening up the lines of communication is the major goal for managers and upper management. An employee must know they can discuss work issues with 'the boss' without fear of being ignored, patronized, or hearing about it later from someone whom it doesn't concern. If an employee comes to you with a concern, get directly to the heart of the matter. Don't ignore their concern, appear dismissive, or tell them it will pass. Ask the employee what resolution they suggest. Make sure they know you will consider all your options for solving the situation. Work towards open communication between all your departments - staff and workers - and try including workers in management meetings to show there are no 'secret agendas'. The least expensive motivational tool is giving your employee more say in his or her assignments. Find out what procedures they think could be changed for efficiency, productivity, or ease and see if it's possible to make those changes. Give your employees more freedom in their work environment and make changes only when real problems begin. Incentives and rewards will be completely disregarded if your employees believe management doesn't care what they think. They will see the incentives as a carrot on a stick.
Pick a Reward Once your communications are open, suggest an incentive program and make a list of possible rewards. Have your employees vote to determine which rewards they would like to receive. Pay attention to the voting. If few employees vote, few care, and you may have other issues to resolve with your employees before implementing the program. If a company pays its workers fairly, cash is rarely good motivation. It may win you a new hire, but current and long-standing employees prefer appreciation and rewards which don't seem like a paycheck or bonus. Think of how many people consider a year-end bonus as part of their normal pay. To motivate them you need more, not to spend more, but something that can't be tossed in with a paycheck. Don't throw the rewards around aimlessly. There are only so many gold stars you can give out before a gold star doesn't mean anything anymore.People who are happy while at work enjoy their work more and everyone benefits. Below is a list of some possible reward ideas. Some you can use to make your own list for your employees to choose.