When asked whether their non-cash program design was structured with the goal of rewarding and recognizing the truly exceptional performers (exclusivity) or if it was structured with the goal of each participant receiving a recognition or reward in the program (reach), top performers were statistically more likely to say “reach” regardless of program type. While 56% of top performing companies said they prioritize reach for both employee and sales programs, only 36% and 28% of average companies said so respectively.To get the best effort of the entire force, it’s important to design for reach, instead of exclusivity. This is perceived by the field as fair and earns their commitment. By giving recognition and rewards in proportion to effort and achievement, you create momentum across the team, even among those who many never reach the highest goals. Our whitepaper, “Designing and Implementing a Successful Sales Incentive Program,” provides more information on how to create a program that’s FAST (Fair, Achievable, Simple to Understand, and Tied to Objectives). Or give us a call to discuss how your program can have the greatest impact on sales force engagement and results.
As Vice President of Engagement Strategy & Corporate Services at Next Level Performance, Susan serves on the board of the Incentive Research Foundation (IRF), and chairs the IRF Research Committee. She has also served on the board of the Incentive Marketing Association (IMA) and is a past president of the Recognition Council, and a past member of the Performance Improvement Council and the Incentive and Engagement Solution Providers (IESP). She is interested in the strategies and benefits of employee engagement, incentive, and recognition programs. An avid traveler, she is also passionate about the art and science of incentive travel.