When considering an incentive effort to drive employee
wellness and safety one of the first decisions to make is how much to spend on each
employee. There has never been any definitive analytical proof that will show
you how much it will take to motivate someone to change behavior, or for that
matter what award will induce the most excitement. For years the incentive industry has provided
guidelines to help you decide: example: X% of the salary for the program period, but there has never been any
empirical evidence to support these rules.
The chart below will give you a good idea of what type of budget
companies are using today.
![](https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjA6xgpuHMEx1SA4dhfypg1p6sKYRR4Qb4QNtpll8lXpQu9wLh8ZlEHF9F040KKale5g0IlIdASjAWewH5Mnba6kWnhxwG_ezhwwNzruznm1kFL9Y4qLB33mhdMScGScw3suollvouwNmc/s200/safe+com+mem.png)
Following is a chart published in Incentive magazine comparing how much budget companies invest, on
average, per employees for their wellness programs.
Spend rate
|
2015
|
2016
|
Change
|
Under
$50
|
42.8%
|
40.9%
|
-1.9%
|
$50
to $99
|
18.2%
|
26.3%
|
+7.8%
|
$100
to $199
|
10.2%
|
15.0%
|
+4.8%
|
$200
to $499
|
11.8%
|
5.1%
|
-6.7%
|
$500
to 999
|
11.2%
|
3.3%
|
-7.9%
|
$1000
and more
|
5.9%
|
9.5%
|
+161%
|
Almost 70% of companies researched use individual awards
under $100. When considering awards,
don’t automatically use one in the fitness related field, not everyone wants
one. They may be good for introductory
or communication reasons, but if you want to get the most motivation appeal out
of your award budget, don’t give them what you
want them to have or what you think they want. Let them choose what they want for
themselves. When they can choose their
own award they will make your objectives their own.
For more
information on Ultimate Choice Inc.’s products or services or other white
papers please contact us at Ultimatechoiceinfo@cox.net
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