Individual versus Team-Based Incentives

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“The Effects of Incentives on Workplace Performance: A Meta-Analytic Review of Research Studies” shows that on average, a team incentive program will increase performance by 49% while individual plans increase performance by 19%.  On the surface this looks pretty straight forward, however there is a catch. Over time, team performance incentives …

SUCCESS STORY: Regence 2006 Case Study

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In October 2006, Regence (BCBS in the Pacific NW) began their journey with Snowfly. Ten years later, Regence is still a satisfied customer and continues to benefit from their program which was featured as a Snowfly Case back in November of 2006! “In October 2006 a real-time, automated, behavioral, game-based …

SUCCESS STORY: Major Hotel Brand Call Center Case Study

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A 600 person call center for a large multi-national hotel chain needed a program that could: Reward achievement of corporate performance objectives. Provide a structure whereby managers are able to give out rewards at their own discretion based on performance levels and real-time individual achievements. Create a way in which …

The Incentive You Can’t Count On…

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Incentive programs should be designed to achieve a company’s objectives, reward the participant and get the most from the program budget. Research shows that variable rewards drive greater program engagement, increase motivation, and improve emotional response to being rewarded. Every incentive program should be specific and individual to your company. Your culture, your history, your product, your market and your services all play an important role in how you design your incentive program.