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Employees: Case StudiesThe following case studies outline the elements of successful non-sales incentive programs. "Do More Get More"T-Mobile worked with performance improvement company Marketing Innovators to execute an employee initiative that would help them reach their goal of becoming America’s number one wireless service provider. Their target audience of 11,000 customer-facing employees in fifteen call centers nationwide was a diverse group, representing a true cross section of the American work force in terms of age, ethnicity, geography, and job responsibility. The driving force behind the “Do More Get More” campaign was the compelling incentive program. "Leveraging Excellence"Anderson’s thirty-five employees are young, technologically savvy, professionals between the ages of 25-45. Most are married with children and, as a group, the staff tries to maintain a fair balance between work, family, and community involvement. The “Leveraging Excellence” program was designed to motivate positive changes in employee behavior that would improve each employee’s knowledge, increase their performance, and thus, contribute directly to their own success, as well as their organization’s success. ''Dare To Dream'' Campaign Upgrades Customer ServicePick-n-Pay, a South African supermarket chain with 265 stores, opted to rebuild its corporate image, emphasizing such tenets as respect, dignity, and freedom for all individuals. A Trip to Remember - Video Wins Telly AwardUSMotivation produced a documentary-style video to capture trip highlights, South African scenery, and participant reflections during the trip. Shortly after participants returned home from their unforgettable experience, the video diary was mailed to their homes as a keepsake of their South African safari, and Cape Town odyssey. AEIS - Max! Employee Reward & Recognition ProgramAmerican Express Incentive Services (AEIS) needed a short, catchy, and memorable way to link recognition with high performance and to convey the value that it places on its people. The Max! employee recognition program was developed to create and enhance a high performance culture, and was based on the premise that the Max!-imum performance of AEIS employees is worthy of Max!–imum recognition. The Max! Employee Reward & Recognition Program is personified via Max!, a graphic character who embodies the spirit of a champion. The custom-designed, blue-skinned superhero dons a red cape and tie and carries a briefcase in his quest for superior performance. He's helped along the way by AEIS peers, supervisors, and officers who know the value of recognizing and rewarding achievement. Allied Waste "Dedicated to Safety" Rewards ProgramMost of Allied Waste’s 20,000 safety-sensitive workforce either drive or work on trucks. These employees range in age from 20 to 60 and are predominantly male. They had little or no computer access at work. A large percentage of the workforce spoke Spanish as their first language. The industry as a whole is prone to workplace accidents and safety violations. Allied Waste needed to promote safe work behaviors and reinforce safety training and was looking for new ways to reach their audience. An Apple Theme Is ''Successful To The Core''Each employee received a T-shirt imprinted with the company's core values and philosophies, an apple stress ball, and a behavior profile describing the "Successful to the Core" ideals. Employees were then asked to nominate fellow workers who exhibited these core values. The names were placed in an apple suggestion box. Nominees received wooden apples, and their pictures were displayed on a bulletin board labeled "Apple of Our Eye." Every quarter, one nominated employee was presented with an acrylic apple by the division head. Building BonanzaTo encourage current members to recruit new members, Meeting Professionals Internaltional used a construction-themed reward program with three travel awards as top prizes. Checkers/Rally's Hi-Performance Super Human Crew ContestCheckers/Rally’s joined forces with a report-card-carrying super-sleuth who possessed the authority to issue Speeding Tickets. These Speeding Tickets transformed to prizes, which were sourced by GDM, and prizes were to produce employee retention and rising sales. ClickRewards Spur Use Of Online ProgramsCisco began by converting order processing from manual to electronic. In the past, customers faxed orders to Cisco, which sometimes resulted in errors. With the use of Netcentives' online ordering program, order forms became 70% more accurate. Consolidating Programs Yields Revenue IncreaseWhat could be the optimum method for meeting performance-improvement goals? For Diebold, Inc. the answer was D-ICE, a comprehensive incentive management system designed to motivate every company employee. Destination Points Encourage New Business, TeamworkPoints accumulated with each new transaction; double points were awarded to employees who met or exceeded their goals. Branch managers earned points based on the banking office's total performance. If the office met its goal, everyone's points doubled. This encouraged teamwork. Dunkin' Donuts Rewards ''Brilliant Bagel Behavior''An intensive public relations campaign was created to entice consumers to try the bagels. During peak morning hours, Dunkin' Donuts employees conducted waves of bagel sampling, following instructions in a detailed, 15-page manual prepared by the company. Expectant Mothers PromotionThis program was intended to boost awareness and use of a new hospital birthing facility. Incentive Program Powers Sydney's Monorail SystemAs a result, Monorail management decided to concentrate on servicing the tourism and corporate meetings markets. Due to the highly competitive nature of the transit and tourism industry, TNT opted for an employee incentive program that emphasized service and sales goals for workers. Increases in certain high-yield fare products covered the cost of running the incentive program while providing return-on-investment for the company. Ka-chingAdelphia had grown substantially through acquisition over the last few years and, with that, the company acquired a number of different compensation and incentive plans along the way. It was found that sales were reported differently, as well. Lincoln Benefit LifeThe excursion took place on the Royal Pacific Canadian railway, which is comprised of five, three-engine vintage railway cars from the early 1900s. It was a six-day trip, starting at Calgary, Alberta, and going through the Canadian Rockies. The train has meeting rooms, dining car, suites for two, and high-speed Internet access. Listen to the Sounds of ViennaFortis chose a group travel program to accomplish their goals. Knowing their sales force consists of mostly well-traveled and highly cultured individuals who are offered a variety of travel incentives, Fortis knew the program destination would be key to their success. After analyzing the competition, Fortis chose Vienna, Austria, a high-end European destination known for its music, art, culture and history. Fortis Health leveraged this beautiful city's most notable image--music--with the development of its theme: Listen to the Sounds of Vienna. Over the TopTo promote the program, sustain excitement and drive results, a creative communications campaign was designed and implemented, related to mountain climbing. Although the heart of the product rested on a web-based reward platform, the promotion and communication to motivate the sales team was devised to touch the senses in various media, from dimensional premium items, to stimulating visual graphics, to auditory voice mails. Platinum AwardGE Financial Assurance (GEFA), a subsidiary of the General Electric Company, is a consumer insurance and investment business helping 25 million people in 17 countries build financial security. There are over 17,000 Associates worldwide in the GEFA division. Policy PointsThe agent loyalty program "Policy Points" is an on-line program that is customized around GMAC's brand. It was designed to build awareness, loyalty, web traffic and business among GMAC's agents and agency partners. Points are awarded for new business and business transfers. Recognition@DowTo assure the program’s success, Dow developed a comprehensive communications plan to raise awareness of Recognition@Dow, increase participation, boost performance, and most importantly, help to build an appreciation culture. The majority of the launch activities focused on generating content and communicating program messages through existing communications channels such as the Dow Intranet, corporate newsletter and HR website. In addition, training workshops were developed for leaders (managers) to generate program awareness and encourage participation Scratch-Off Cards Motivate 7,000 Bank EmployeesThe "BB&T Birthday Bash Deposit Campaign," a two-month contest using merchandise and travel premiums, was designed to motivate 7,000 Branch Banking & Trust employees to achieve record sales in celebration of the company's milestone anniversary. Sovereign Referrals and RewardsSovereign Bank realized that it needed to streamline its customer referral process and provide its almost 11,350 Team Members at nearly 750 community banking offices with a compelling reason to increase their referral activity. Turn on the Lights for the DOEWest Valley Nuclear Services Company, part of Washington Group International, manages and operates the WVDP. The Waste Minimization and Pollution Prevention Program is an integral part of the effort to educate and encourage employees to both minimize waste and prevent pollution, to protect the environment on a local and global scale, and for providing reports, both at the federal and state levels, on the amount of waste generated and minimized. In November 1999, the Secretary of the Department of Energy issued several national goals for all Department of Energy sites, including the reduction of all types of waste streams (radioactive, hazardous, industrial, and sanitary) through the 3R philosophy of reduce, reuse, and recycle, as well as conserving energy and buying recycled products. Unique Celebrates 25th Anniversary With Travel RewardsA team of three agencies created the reward trip for Unique, which wanted a sophisticated, urban setting that would appeal to its young, dynamic staff. New York City was chosen as the destination, so the trip was themed "Unique Goes Broadway." Windows to the World – Tierra de los Conquistadores (Land of the Conquistadores)USMotivation teamed up with Diebold to develop and implement the 2001 Master’s Circle program, Tierra de los Conquistadores (Land of the Conquistadors), a destination-based theme that would build on the Windows to the World umbrella theme for the program. Motivating performance with travel to Puerto Rico, a repeat destination for Diebold, required additional creativity and branding to keep the interest and attention of its team throughout the year. You've Got the PowerYou've Got the Power was the third in a series of Lowe's employee initiatives designed to build credit card application growth and promote customer loyalty. The promotion successfully combined the power of merchandise incentives and cash to motivate a diverse workforce. |
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