Compensation managers know that, although budgets are tight, top performers still insist on being rewarded. This complimentary SuccessFactors white paper shows how you can create a strong compensation program. Download it today.
How can a corporate wellness program get your employees motivated?
Motivation is essential to maintaining positive behavior changes, especially when it comes to achieving health goals. But how do employees get motivated, and most importantly, stay motivate? Simply put—it depends on the person and why they want to get healthy.
Download our white paper, “The truth about motivation and what makes healthy habits stick” to learn:
• The ins and outs of motivation
• The importance of motivational interviewing
• What motivation means for wellness incentives
You’ll also get your hands on motivational messaging tips to apply to the various fitness levels at your company.
Get your team on a path to wellness today. Download the motivation whitepaper now!
Published By: First Data
Published Date: Apr 25, 2013
Traditional direct mail campaigns often deliver anemic response rates and direct mail campaigns sweetened with discounts don’t fare much better. Poor results combined with escalating printing and mailing costs and changing consumer expectations means that businesses must find more effective ways to get consumers’ attention.
Published By: Allscripts
Published Date: Sep 16, 2014
Download this case study to learn how a network of Federally Qualified Health Centers (FQHCs) partners with Allscripts to improve overall clinical results, meet Meaningful Use and earn an estimated $6.3 million in incentive funding.
This guide will not only help you understand how Xactly Objectives can help you step up your productivity game, but will also share the amazing power that incentives and objectives have to change the world, as well as fill you in on some entertaining productivity hacks from well known historical figures and regular 9-5 workers.
Keas surveyed more than 100 Human Resource Executives across the United States via an online survey between July 31 and August 16, 2013. This survey tracked HR executive opinions on HR topics and plans and priorities for the 2014 calendar year. The survey revealed health and wellness programs are taking center stage in employee engagement and retention. With healthcare costs and obesity-related diseases on the rise and wellness incentives baked into the Affordable Care Act (ACA), this will be the first year health will play a major role in health benefits as organizations integrate preventative care programs to manage costs.
Published By: Red Hat
Published Date: Jun 23, 2016
The traditional technical and cultural challenges that large, hierarchical IT organizations face become more visible during times of IT transformation, such as the adoption of cloud technologies, DevOps practices, and agile methodologies. Persistent organizational culture is organic, and it can be extremely difficult for IT leaders to dictate it effectively from the top down. IT leaders can, however, use technology to encourage proper incentive structures in all levels of the organization. This paper explores the role of OpenShift by Red Hat in creating an atmosphere where creative and passionate developers can succeed frequently and quickly. Their success means decisionmakers can impact organizational culture and more rapidly achieve their goals. In this way, IT leaders can harness the efficiency and persistence of spontaneous organization, despite the inherent limitations of hierarchical systems.
Compensation managers know that, although budgets are tight, top performers insist on being rewarded. Like never before, the pressure is on to structure incentive plans that ensure that rainmakers stay with an organization. This complimentary SuccessFactors white paper shows how to create a strong compensation program. Download it today.
Wish you could get more employees to use their benefits? (And use them wisely?) The Ultimate HR Guide to Promoting Benefits Programs, Tools, and Resources can help you get started. This handy eBook from Castlight Health and Jellyvision explains how to 1) avoid sounding like an insurance robot, 2) find incentives that work (and that don’t bust the budget) and 3) promote your benefit programs — everywhere.
The number of employees still engaged after their first six months on the job is roughly 40%. As the workplace continues to evolve, it’s more important than ever to develop an engagement strategy that will combat the fatigue you’ll see among the other 60% of your employees. You can’t rely on 20th-century strategies for 21st-century challenges. Download our article to learn the top 6 workplace trends you’ll experience in 2015, as well as best practices to follow to drive engagement.
Many people view middle managers as having the ultimate “cushy” job. In reality, middle managers are the key to turning top-line strategy into day-to-day action. Successful middle managers keep their teams motivated by using recognition that is timely, specific, sincere and positive. Learn how to harness the power of your middle managers to develop a culture of recognition in your organization.
Everyone likes to be noticed. Recognition and rewards help people feel good about what they are doing and things they have accomplished. Recognizing employees will keep them focused, directed and willing to repeat the behaviors they were recognized for. Learn 10 reasons why recognizing your employees really works.
Every day, people are showing up to work for your channel partners. Some of those people are disengaged, which can have a significant impact on your ultimate success as a manufacturer or franchisor. Engaged channel employees deliver better customer experiences, stay longer with their employer and are more willing to talk their employer up as a great place to work. You’ve worked hard to develop outstanding products and services that are being distributed through your channel. Don’t let disengaged employees put your brand at risk. Download our article to learn how to drive and sustain engagement among your channel employees.
As a manufacturer, your uncontrolled distribution channel has a lot of places to focus their attention. So how do you break through the clutter? Reward and recognition programs have long been used to engage channel partners and align their activities with manufacturers’ goals. Applying behavioral economics to your program design will drive extra focus and effort. Learn ten best practices to follow when designing your next channel reward and recognition program.
The current loyalty program environment is challenging but rife with opportunity. Many poorly designed programs are driving loyalty fatigue and mercenary loyalty. However, there are more loyalty memberships than ever before and those companies that are successful in driving engagement and true loyalty are experiencing significant returns. The programs that “get it right” and earn genuine loyalty don’t just repurpose an old tactical model or copy the competition – they are unique and create or reinforce differentiation in the marketplace. Learn how to design a loyalty program that focuses on the entire lifecycle of a customer.
If you’re a sales manager, you’re probably feeling stuck in the middle. On one hand, you have a huge employee engagement movement going on with HR departments focusing on developing leaders and recognizing achievements with substantial budgets. On the other side, marketing departments are using technology and creativity (and also large budgets) to connect with and educate customers about their products, solutions and brands.
The trend is to challenge every dollar spent on sales compensation to maximize ROI. HR departments are treating salespeople like all other employees. And customers are going online to avoid anyone with sales in their title.
Based on our research and applications we see in our customers’ leading sales initiatives, if you’re a sales manager, you are trying to maximize results out of your sales team by increasing your teams engagement to meet company goals. Download this white paper to see which eight trends you should consider as you strategize for the year.
This best practice is enabled by analytical insights, social collaboration, and real-time access to information on any device, so you can better manage sales performance, motivate sales people and mentor best practices, while ensuring that incentive compensation plans supports your strategy.
If you're reading this, you are likely paying out some form of base-plus-commission to your quota-carrying reps or channel partners. But are you deriving the maximum business value from a holistic Sales Performance Management (SPM) approach toward your incentive -oriented people, processes, and technologies?