Them various options that are “fun” is important. Straight money is always great, but this . Gives team members the excuse to have some fun and go out for dinner when . Otherwise they might stay in. Nathan: is it possible to run too many incentives and . If so, what is the downside to that?Shannon: you can definitely can run too many . Incentives, or have too many things going on at one time. If there are too . Many incentives running at the same time, it can send mixed messages as to what .
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The true goal is, what they are working towards, and what the most important thing . They should accomplish is. Also, if you are running an incentive, it should obviously be . Meant to accomplish a certain goal. If you are running too many incentives at once . A mentality can develop of “that incentive is too hard for me so I won’t . Try on that one but rather shoot for this other incentive”. The reason for an . Incentive at its core is to motivate, and if there are too many going on .
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It can dilute the effectiveness of running an incentive program.Nathan: what are the keys to . Running a good incentive program?Shannon: it has to be clear – from an agent perspective, . What do you expect of me? What do I achieve if I win? It has . To be fair – everyone needs to tunisia number data feel like they can win, otherwise it is . Going to be demotivating. It needs to boost sales – the goals need to be . A stretch, so for example if telemarketing sales agent is expected to be at % .
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Of goal, the incentive should provide the reward for achieving % of goal. Hitting goal . Is the expectation; we want to reward people for exceeding that goal. The analyze weekly reports game needs . To look fun – be colorful, use pictures, and have themes that revolve around sports, . Holidays, or anything that represents the likes and interests of your team. The goal is . To keep it fresh, exciting, and motivating for the team. If it looks dull and . Boring, it probably will be.
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Nathan: what is the value in individual vs. Team incentives? Competition . Vs. Behavioral?Shannon: the value in team incentives vs. Individual incentives is that with team incentives . You get the entire team to work together, but if a couple on the team . Are not as strong as b2b reviews the others and the team achieves, then you are rewarding . The entire team. You run the risk of someone pulling down the team and earning . A reward that possibly didn’t deserve it, however most people go in with the mentality .