Close
Learning Methods
Classroom
A traditional classroom couples on-site learning with the added value of face-to-face interaction with instructors and peers. With courses and exams scheduled worldwide, you will be sure to find a class near you.
Interaction
Highly Interactive
On-going interaction with instructor throughout the entire classroom event
Interaction with peers/professionals via face-to-face
Components (May Include)
Onsite
On-site instructor-led delivery of course modules, discussions, exercises, case studies, and application opportunities
Supplemental learning elements such as: audio/video files, tools and templates, articles and/or white papers
E-course materials available two weeks prior to the course start date; printed course materials ship directly to the event location
Duration
One + Days
Varies by course ranging from one to multiple days
Technical Needs
Specific requirements are clearly noted on the course page
Virtual Classroom
Ideal for those who appreciate live education instruction, but looking to save on travel. A virtual classroom affords you many of the same learning benefits as traditional–all from the convenience of your office.
Interaction
Highly Interactive
On-going interaction with instructor throughout the entire virtual classroom event
Interaction with peers/professionals via online environment
Components (May Include)
Live online instructor-led delivery of course modules, discussions, exercises, case studies, and application opportunities
Supplemental learning elements such as: audio/video files, tools and templates, articles and/or white papers
E-course materials available up to one week prior to the course start date. Recorded playback and supplemental materials available up to seven days after the live event.
Duration
Varies by course ranging from one to multiple sessions
Technical Needs
Adobe Flash Player
Acrobat Reader
Computer with sound capability and high-speed internet access
Phone line access
E-Learning
A self-paced, online learning experience that allows you to study any time of day. Course material is pre-recorded by an instructor and you have the flexibility to view content modules as desired.
Interaction
Independent Learning
Components (May Include)
Pre-Recorded
Pre-recorded course modules
Supplemental learning elements such as: audio/video files, online quizzes
E-course materials start on the day of purchase
Optional purchased print material ships within 7 business days
Duration
60 Days - Anytime
60-day access starts on the day of purchase
Direct access to all components
Technical Needs
Adobe Flash Player
Acrobat Reader
Computer with sound capability and high-speed internet access
Close
Contact Sponsor
E-Reward
Online
Paul Thompson
Phone: 1 44 01614322584
Contact by Email | Website
Close
Sorry, you can't add this item to the cart.
You have reached the maximum allowed quantity for purchase in your cart or the item isn't available anymore.
Product successfully added to your cart!
Price
View your cart
Continue shopping
BIG PICTURE |

But Is It Fair? Ensuring Fairness in a Rewards Program

Incentive and recognition programs have the ability to significantly improve the relationship between an organization and its employees. These programs help establish trust within teams, build and deepen relationships and create the foundation of alignment and commitment. At a time when more and more employees are becoming disengaged, now is the time to consider incentive and recognition programs to help your employees feel fulfilled and recognized for their contributions.

But not all incentive and recognition programs have the same impact. These programs must be properly designed and executed to achieve the outcomes you desire, like motivating your team, creating a culture of fairness and, ultimately, working as a group toward achieving your organizational goals. Subpar programs will tarnish your relationships with your employees, decrease employee trust and negatively impact your culture.

So, how do you ensure your incentive and recognition program will be successful in creating a culture of fairness? Effective rewards programs should include the following: 

  • Enhanced program design;
  • Increased communication; and
  • Flawless execution.

Design

The first step to creating a fair incentive rewards program is to include your participants in the planning process. When employees feel like they are involved in the early stages, they will be the biggest champions for the program. There are two ways you can include participants: when you create the rewards mix and when you create the program platform.

Rewards Mix

Do you know what your employees need to be successful? Are they motivated by merchandise like gift cards or event tickets? Would they rally around the idea of a group incentive travel trip for high performers or enjoy an individualized travel experience?

Teams place a high value on non-cash rewards. Employees like the idea of incentive travel that allows them to take part in luxurious experiences they couldn’t easily attain on their own. These moments create the memories that employees treasure for a lifetime. Cash rewards can’t do that.

Understanding what motivates your participants is paramount to the success of the program, and creating a program that inspires behavioral change in your employees is both an art and a science. There’s no one-size-fits-all approach to recognition. Chances are, your employees are different ages and come from a variety of backgrounds. What motivates one employee may not motivate another.

Employees want choices. They want to be able to customize their rewards. By taking these needs into consideration and offering a flexible rewards mix, you can match the person with the reward that motivates them the most, thereby creating an inclusive culture.

Platform Design

Technology is critical to designing an effective employee rewards program that keeps participants motivated, engaged and feeling rewarded. We all desire technology that is quick, responsive and useful. The same applies to the technology that you use for your employee rewards programs. You don’t want to lose participants simply because the platform is frustrating. That’s why it’s critical to apply a user-centered approach to your incentive program technology.

It’s easy to make assumptions. We assume we know how our employees want to navigate a website. We assume we know how they use their phones to make their jobs easier. But we don’t really know until we ask.

By implementing a user-centered design, you are putting the needs of your employees first. To get started, you must involve your employees throughout the design process. The insight gathered will create a technology experience that is truly centered around your employees, which builds trust and engagement along the way.

Communication

A secret incentive program will never be a successful one. Communication throughout the program will ensure your employees understand the key metrics they are working toward and how they can contribute to the overall goal. Transparency is key to helping employees understand how a rewards program is fairly implemented and executed. This means you must clearly and consistently explain how rewards are granted, awarded and distributed.

Using a variety of communication tools is important to reach all employees and keep them engaged. We’ve used a multipronged approach with great success. This included mailing printed materials that encouraged participants to visit a website dedicated to the incentive program. We replicated the printed material into digital forms of communication and email blasts. Then, we followed up with text messages or a gamification component to encourage sustained participation.

After you announce the program, your work isn’t done. This communication should continue at all phases of the program to keep your employees engaged. Continue to remind your employees about the program parameters and metrics to help them remember what they are working toward. After you’ve distributed rewards, communicate with those employees to ensure they know why they received the reward to encourage repeat behavior.

Execution

Finally, do what you say you are going to do. Your employees will lose trust in the program and become disengaged if they don’t see the incentive program executed in the way you communicated. Disengagement among employees is a concern, with Gallup reporting that 68.5% of the U.S. workforce is disengaged. Discretionary rewards and bonuses don’t motivate employees. Employees must understand what they need to do to get that reward, and they must see the fruits of their labor in the end.

Incentive and recognition programs are wonderful ways to improve the relationship between you and your employees. In order for any program to be successful, employees must trust that the program will be fair and worth their time. Including your employees in the decision-making process, communicating with your employees throughout the process and flawlessly executing the program is key to your program’s success.

###

Nicole NealNicole Neal is director, Employee Xperience, at One10.

 

 

 

 

Richelle Taylor

Richelle Taylor is vice president, Strategic Marketing, at One10.