Category Goal Setting

Use Goal Setting to “Pull” Performance

Many incentive programs are simply “do x get y”. Nothing wrong with that. I would probably classify them more like a customer loyalty program instead of a true incentive since they are really designed to reinforce ongoing engagement with the… Continue Reading →

They are a Brain, an Athlete, a Basketcase, a Princess, and a Criminal

Yesterday was Super Tuesday.  Don’t get mad yet – this post isn’t really about politics and this isn’t Facebook. Results from the voting in the various Democratic primaries dominated the news cycle. And a lot of the discussion was about… Continue Reading →

3 Must Haves in Every Incentive Program

Only three you ask?  Okay maybe 5 or 8 would be a better number. Or even 1. It really doesn’t matter. Every program will have its own “minimum” things needed to be successful. Your job is to figure out what… Continue Reading →

If you always hit a goal is it a good goal?

Coming up with something interesting (and new) to write about relating to incentives is getting pretty hard. I usually come up with something I feel I haven’t addressed. I quickly write a positioning paragraph and then go check my posts… Continue Reading →

Do Local if You Can

Speaker of the House from 1977 to 1987, Thomas Phillip “Tip” O’Neill Jr., is credited with saying “All politics is local.” And to a huge degree he’s right. I might try to argue that with social media we’ve expanded our… Continue Reading →

You Don’t Need BIG GOALS

A great post from a connection on LinkedIn this morning said something along the lines of: You don’t need 7 Secrets to Being an “X” Ninja. You just need to do the 80% of the simple things most people don’t… Continue Reading →

The Goals for Your Incentive Program Aren’t in Your Financial Reports

So many incentive programs are designed based on the needs and wants (and compensation goals) of the guy or gal in charge. They need to hit 110% of goal – so everyone is rewarded for 115% of goal (gotta add… Continue Reading →

Incentive Programs Are Many Things – and One Thing

Does your program focus your people on one goal for 12 months? You’re going to lose people very quickly when you do this. Or do you have too many programs with little focus, simply running promotion after promotion after promotion…. Continue Reading →

Ask for the Commitment – Drive More Success

Commitment is a powerful influencer. When you ask someone for a commitment, and they agree to it, that person is much much more likely to follow through and do what they said they would do. Not 100% of the time…. Continue Reading →

Reward the Unseen Work

The beginning of the year (now) is when a good part of what I call “unseen” work gets accomplished. It’s the planning, the list-making, the thinking, the reviewing. It’s when we create starting points for the rest of the year…. Continue Reading →

So, How’s That Diet Going? Yeah, Me Too…

The holiday is behind us. I truly hope your Thanksgiving was filled with thanks (of course), was safe, and included all the trimmings that make for great memories. And for many of you (us?) who didn’t follow our diet plans… Continue Reading →

How Much Should You Reward Someone in an Incentive Program?

How high is up? The amount you should reward someone for achieving their goal, doing the behaviors, taking the test, isn’t a static number. Often clients will ask what the “average” award value is when comparing themselves to other clients…. Continue Reading →

Are You Faster Than a Tiger?

Over the years I’ve read a lot of books, blogs, articles and papers. Some information sticks with you. But a lot simply fades away like a politician’s promise. But one story I read years ago stuck with me. I think… Continue Reading →

It’s Not the Destination – It’s the Journey

How many times have you heard “it’s not the destination, it’s the journey”? A few? And some will ask… “Is it? Is it really?” And short answer might be, Yes. According to research what keeps people behaving and doing the… Continue Reading →

Some Assembly Required

Would you be willing to give your participants a portion of your incentive funds if they hit a personal goal but not their professional one?

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