I just checked – this is post 753 for our little blog. Averaging 500 words that’s 376,500 words (including this post) about incentive, rewards, recognition, influence and behavior. While that can’t compete with War and Peace (560,000 english words) or Gone With The Wind (423,575) it does double the count in the Bible (New Testament - 180,552.) That’s a lot of words.
I can't comment on the quality of my words – especially in the context of those other tomes. But I can say this with complete certainty – 99% of the words on this blog were not about selling our services.
They were about helping you understand how you can better influence your audience.
But It’s Not All Alturism
But really, what’s the point of those 376,500 words if we can’t make a little green off of the effort? So in honor of St. Patrick’s Day and staying with the whole green theme – I’m going to point you to a little document just released by the Incentive Research Federation called: “Motivating Today’s Workforce: The Future of Incentive and Recognition Program Design.”
The document (a lot less words than on this blog) is a summary discussion of the input from a Delphi Panel of industry experts and research sources focused on the “evolving body of knowledge regarding the use of incentives and recognition programs to motivate today’s workforce.”
I bring this to your attention for two big reasons...
- I was on the Delphi Panel and provided some input into the process (quoted on page 15 of the study by the way.)
- They arrived at the same place this firm started three years ago.
And that place is...from the paper, under Conclusions...
"There is little doubt that incentive program design and implementation, including measurement and ROI, is critically important in today’s workplace environment. And while the incentive plan designer must consider the overall context, including the type of worker or team they are attempting to motivate, it is far from agreed that in designing an effective rewards program ─ even for knowledge workers ─ that one or the other of intrinsic or extrinsic, contingent rewards must be used. We are seeing the evolution of an effective blend of both, or a more inclusive approach of any appropriate reinforcer that is contingent, valued, and top of mind.
What is clear from our research, including the opinions of the great majority of our experts, is that incentive, reward and recognition programs must be more tailored today than in the past. Careful design must make allowance for the many different ways in which workers are motivated."
(emphasis mine.)
To net that down for those of you in Rio Linda – design is the key element of program success. Not the toaster, not the trip, not the gift card, not the logo-identified whizzy-whig.
The design.
And design is what we do – without regard for the award (if there is a need for one at all.)
.
Go For The Green
Therefore, to honor St. Patrick – I’m promoting our services – going for the green so to speak.
We analyze and design incentive, reward and influence programs with your goals, objectives and outcomes in mind. We do it via an unbiased approach. We don’t worry about what kind of award (again, if any) is attached to the design outcome. Pure design.
If you want the same thinking we provided the Delphi Panel applied to your organization – call, write, stop by. We’d love to help.
And by the way – overall the document is a well-researched and good summary of what you need to consider when designing an incentive/reward strategy. It gives equal time to incentives – and equal time to Dan Pink/Alfie Koh/Deci et.al. – folks that may not always agree with me. So you got that going for you.
Check it out. You can download it here at the IRF web site under Research.
Happy St. Paddy’s Day!
(and... our contact info is at the top of the page – but here it is again - +1 864 . 286 . 6780 or connect@i2i-align.com )
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