Between 2005 and 2015, regular telecommuting in the U.S. grew 115% or nearly 10 times faster than the rest of the workforce. The rapidly rising number of remote employees means fewer opportunities to publicly recognize outstanding performance in a face-to-face manner. This makes it increasingly important for incentive program sponsors to determine the factors in a reward delivery experience most likely to engage employees emotionally.
In the past, sponsors recognized employees at work normally by calling teammates together and announcing the individual’s accomplishments. This approach multiplies the recognition affect through the accolades of peers in attendance. But how does recognition change when it occurs primarily at the home and only when their award arrives? Can the way a reward is packaged help engage them with the program and the brand? Or is it simply the award itself that determines the value ascribed to the relationship?
With those questions in mind, Hinda set out to learn if award packaging altered the recipient’s perceptions of the program, the sponsor and even the award they were receiving. Using focus groups, Hinda created a reward delivery experience and provided each participant various types of packages to open. Information on their perceptions based on the award packaging was collected and analyzed. An independent firm was hired to recruit focus group participants and to conduct the study to remove any biases. Both a representative of the firm conducting the focus groups as well as another independent analyst who observed the focus programs provided detailed reports on the findings.
Hinda Incentives has a stated mission of assisting organizations in realizing their true potential by providing innovative solutions that engage, inspire and reward their employees and customers. Pursuant to that mission, Hinda has been proving comprehensive sales incentive, employee recognition and customer loyalty programs to clients for nearly 50 years.
More information about Hinda Incentives here.