All Star - Blog listing page

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.

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.

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.

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

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.

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.

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.

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.

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

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