How to Release the Drive to Innovate

Which reward system can you design and implement that will activate all four drives of human behavior?  

Believe it or not, the one program that will incorporate more of these drives to acquire, bond, innovate and defend is a company wide suggestion system.  No, not a traditional old box on the wall suggestion system, but a completely innovative approach to obtaining cost savings or revenue generating ideas you’re your employees. 

In the early 1980’s Maritz Motivation Solutions developed and patented a program called IdeaSystem.  It was a short term high intensity all employee suggestion program that garnered thousands of ideas from client companies which then rewarded employee teams with prizes when the ideas were accepted, evaluated and implemented.  These programs produced dramatic financial results for the sponsoring companies and provided tremendous employee engagement as well.

Here are just a few of the ways that these well designed suggestion systems incorporate the four drives of human behavior:

Drive to Acquire:  There are significant tangible and intangible awards offered to every employee from participation, to being on a team, to be on an evaluation committee, to formulating ideas and presenting them to management.

Drive to Bond:  Every employee has the opportunity to be involved in self formed teams that collaborate on a variety of revenue generation to cost saving ideas.  The interaction and cross functional entrepreneurship is significant.

Drive to Innovate:  Working with company material, and through relationships encouraged throughout the company, teams meet and formulate uncanny ideas that produce dynamic results.  It is innovation at its finest.

Drive to Defend:  A suggestion system of this nature reminds employees often of their importance to the organization’s mission and the dramatic financial results can provide the company with decided profit outcomes and competitive advantages.

With all the digital advances within the incentive industry today, we have the expertise to help design and coach a company through the process of developing a suggestion system of this nature and will be glad to assist at any level. 

For more information on Ultimate Choice Inc.’s products or services or other white papers please contact us at Ultimatechoiceinfo@cox.net

How to Activate the Four Human Drives in a Recognition & Rewards System

According to Professors Nohria and Lawrence from Harvard Business School we are all motivated and guided by four drives: acquiring, bonding, learning, and defending. In a recent paper from the Incentive Research Federation, they discussed how you can activate these drives within a well-designed reward and recognition system. 

Some of the ways include:

Drive to Acquire

• Set clear with well-defined rewards for achieving them
• Train managers to recognize and reward positive behaviors aligned to performance
• Set high, yet realistic targets broken into sub-groups with awards for results
• Measure performance toward objectives and communicate progress to participants.
• Make recognition public where appropriate
• Provide rewards as close to achievement as possible
• Use spontaneous recognition spontaneous which is personal and heartfelt   
• Provide down time after long periods of extensive effort to achieve a goal
• Provide tangible rewards to supplement intangible recognition
• Provide group goals and celebrations

Drive to Bond

- Have employees create online profiles that are socially available for all to see

- Create randomized dyads of employees encouraging mutual-mentoring

- Ensure each instance of reward and recognition has a face-to-face element

Drive to Innovate

- Give all employees at least a small amount of time to innovate within their sphere of knowledge

- Ensure each instance of reward or recognition reinforces valued behavior 

- Encourage managers to have an “open door” to hear new ideas

Continue to encourage employees when an idea does not come to fruition

Drive to Defend

- Maintain openness and transparency in all communications regarding determination of all organizational incentive and rewards

- Gather employee input on incentive, reward, and recognition efforts to ensure they are perceived as fair

- Remind employees often of their importance to the organization’s mission

For more information on Ultimate Choice Inc.’s products or services or other white papers please contact us at Ultimatechoiceinfo@cox.net

How to Design a Great Corporate Gift Program

Can you think of the perfect business gift?  If it is the perfect gift for you, will it be a perfect gift for others?  Have you ever received the perfect business gift?  When you receive gifts what do you do with them?  Put them on display, use them if they have utility value, put them in a drawer, consume them, immediately put it into the re-gift pile, or worse, give it to someone else, relegate it to the yard sale box, or worse yet just throw it away?

The problem is that giving a meaningful business thank you gift to an employee, a key vendor or a client, one that is truly appreciated, isn’t as easy as it may have been.  We’ve seen lots of them come and go over the years, some stay gone, some reappear after a time, some seem to be always likeable and come around every year.  Many just get set aside and forgotten, or worse

But it’s the thought that counts, right?  You get pluses for just giving the gift, regardless of how it is received by the recipient.  You hear about the ones they liked, not so much for the ones they didn’t.  Regardless, you got it done; it’s off the checklist until you have to go through it next year.  We’ve all been in that predicament; we all go through endless searching for just that one gift that will be a hit.  We all do because we want to thank our most valued people over the holidays.

After going through the process for over 40 years, I am convinced that you really can’t go wrong with what you choose use as a gift, (well, maybe some are ridiculous) as long as it is given with true appreciation and you show that appreciation in the quality (not necessarily high cost) communication, making it something personal, and giving a choice.

Believe it or not, according to Incentive Magazine, the largest singletype of business gifts by over 65% are gift cards, and of those, the most popular gift card systems that allow the recipient to choose from the hundreds of gift cards available in the country.  And as about 50% of the business gifts given are under $50, gift cards are ideal and very cost effective.

Just remember, that in business one thing has not changed: the value of recognition of people for a job well done. No matter how fast technology races us along, it will never replace good relationships. People will always remain the foundation of any successful business.

For more information on Ultimate Choice Inc.’s products or services or other white papers please contact us at Ultimatechoiceinfo@cox.net

How Neuroscience of Behavioral Economics Affects Employee Engagement

In a recent paper, researchers from the Incentive Industry Foundation suggest how behavior economics can help explain why some incentives are more effective than others and how program planners can strategically apply these principles to their own companies.

The white paper “Using Behavioral Economics Insights in Incentives, Rewards, and Recognition: The Neuroscience,”describes the behavior economic principles that connect emotions to performance. The research states that the majority of human decision-making is emotional as opposed to rational. While we were initially skeptical about this last statement, a complete review of the research makes it very understandable and eye-opening.

A completely oversimplified recap of the research would be to say that it proposes four drivers that complement our biological drives and regulate virtually everything happening in the workplace. And when you combine a good understanding and how all forms of awards are likely to affect these drives you will be in a position to build reward systems that can change employee engagement.

Over the years we have seen most of the research conducted by the Incentive Research Federation aiming to move incentive and recognition into the strategy sessions of the executive floor. Most fell short of this goal with little or no change in the reward industry, and as a matter of fact even some complacency currently exists.

This paper offers a concise guide to use applied behavioral economics in the recognition and reward industry, and will help you understand the reasons and motivations behind your employee’s actions and behaviors. By applying this guide to your everyday business life, we believe that you can make significant changes to your reward and recognition programs which will in turn make them more and more effective.

If you have an interest in making a change, a complete review of this paper will be very beneficial. We actually read it over a few times before concluding that this will go down as industry changing research if reward practitioners embrace the concepts and incorporate them into their programs.

For more information on Ultimate Choice Inc.’s products or services or other white papers please contact us at Ultimatechoiceinfo@cox.net