When
considering an incentive effort to drive employee wellness, 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, and which award recommended
will always be dependent on what the sales rep is selling.
A
number of factors go into motivating behavior change. And while one is the award itself, it is by
no means the only one. If you think by
simply offering some type $50-$100 fitness device you are going to motivate an
employee to change years of poor lifestyle choices then think again, it
probably won’t. But in combination with
the other pieces of the wellness program (not the least of which is well
designed communications) a choice of awards can be effective.
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%
|
+306%
|
Almost
70% of companies researched use individual awards under $100. A mistake often made in the planning phase is
to only use an award in the fitness related field. 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 for themselves.
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more information on Ultimate Choice Inc.’s products or services or other white
papers please contact us at Ultimatechoiceinfo@cox.net
