Incentive travel is all about the ‘wow factor’. The world is getting smaller and people are becoming more well-travelled, especially those who work in global businesses, so this means that incentive event boundaries need to be pushed to provide a money-can’t-buy adventure which will motivate people to strive to earn a place. In addition, the experience must also create a lasting memory for those delegates involved and create a legend in company culture to motivate for the year after the event has taken place.

It’s often called the most important meal of the day, but often breakfast time can be the most frantic of times in many homes. That rush around each morning to get out of the house on time, sort the kids out, get to work, find the car keys, purse/wallet, phones, etc. can mean we don’t always give breakfast the priority it deserves.

Don’t we just love a conundrum? Even though the world of work is a place where rational thinking, solutions and objectivity rules, it is also a place of riddles, paradoxes and immense subjectivity.

Do we consider the delegate as much as we should?

Having enjoyed the roller coaster of emotions the Olympic opening ceremony served up, I recalled a pitch delivery some years ago when, for the first time, I was presented with the ‘emotional journey’ of a conference. How the three day conference, culminating in a product launch, would unfurl, and the many emotions attendees would experience along the way.

The benefits a more highly engaged employee workforce delivers for an organisation is common knowledge these days and part of the general language of business. More and more companies proudly publish their increased engagement survey results and the good work they are doing around getting their employees more engaged. But here’s an interesting anomaly – 90% of business leaders acknowledge the importance of engagement and its impact on business success, yet 75% have no plan or strategy to do anything about it...

A Tweet appeared the other day from a rail company proudly proclaiming a steady rise in their employee engagement score, but no mention of any consequence of this. Are customers getting a better experience, has their satisfaction risen, are trains more full, more often and with more delighted customers, are trains more reliable?

What makes business better? At BI WORLDWIDE we're obsessed with this topic - why do some people strive to achieve more than others? Why do businesses spend billions on incentives, yet not get the returns they could? ...

Within any incentive programme communication and motivation work intrinsically together and therefore communications are fundamental to positively influencing the behaviour of the audience. However, the nature of those communications and the media by which they are delivered is key to ensuring the message get put across effectively and understood.

How motivation programmes are critical to the business strategy for automotives.

The current climate has brought a difficult trading environment for car manufacturers and with it an even greater focus on sales activity. The ability to motivate a sales force to hit sales goals becomes extremely important. In these demanding circumstances, a proven incentive mechanic that is entirely measurable and delivers exceptional results becomes essential. Nothing achieves this more effectively than BI WORLDWIDE’s GoalQuest, a performance improvement solution designed specifically to improve the performance of sales people.

Rewards or incentives can prove a highly effective means of motivating staff or channel partners to achieve certain objectives or behave in a certain way. But what automated solutions exist to enable this, and how can you find the right one for your requirements? 

There are many existing automated solutions offering rewards and incentives which serve as an attempt to encourage employees to work harder.  When considering which automated incentive system would be most effective in rewarding employees and channel partners, companies should be aware that this sort of incentive solution does not necessarily motivate employees to change their behaviour. 

Motivation is about improving performance through positively influencing people’s behaviour; simply offering rewards alone may not be enough to achieve this.  Therefore, a reward solution should simply be a single component of a structured motivation programme.