Motivation is defined as the desire to act and move towards a goal (Psychology Today). Motivated individuals are driven to learn and repeat behaviors that are aligned with achieving their goals. When a strategy is put into place to both communicate and recognize desired behaviors and goal achievement, your organization gains a more motivated workforce – driven to succeed personally and as a team.

To achieve maximum success, every person on your team must be motivated and driven to succeed. Learning what motivates your team is critical, then educating managers on how to inspire, challenge, and positively reinforce employees through these motivators. How do you learn what motivates your team and how do you develop a strategy that will encourage them to perform well again and again?

Click here to learn more!



#EmployeeEngagement #EmployeeRetention #CompanyCulture

In today’s economy, there are many opportunities for skilled individuals. This job market offers
employees the freedom to be selective in choosing the perfect job for them.

The motivation behind their choice depends on many factors – pay, opportunities for growth, rewarding work, flexibility, social interactions, manager communications, and more.

These factors are all elements of the most important part of an employee’s time with your organization, and what ultimately makes your organization desirable – the employee experience.

Click here to learn how your organization can cultivate the best possible employee experience to attract and retain top candidates.



#EmployeeEngagement #EmployeeRetention #CompanyCulture #EmployeeExperience



In order to attract and retain top talent, organizations must understand the personalities and preferences of the multiple generations within their company. As Generation Z exits college and becomes the most rapidly growing population in the workforce, it’s important that your organization learn to appeal to this group.

According to the U.S. Census Bureau, this generation will soon comprise 20% of the workforce with over 61 million people. As we see this generation grow, your organization will want a competitive edge to attract and retain motivated and skilled individuals.

Click here to learn what this generation values and how your organization can take steps to engage your most important asset, your people.



#EmployeeEngagement #EmployeeRetention #CompanyCulture #EmployeeConnection

Want to learn more?

Incentive Services University (ISU) is the educational arm of Incentive Services. ISU was established to provide organizations with information and support services on Employee Engagement, the psychology of Motivation, and the core elements of Performance Management.

Is Employee Connection Being Prioritized?

Research finds that employees who receive consistent connection and recognition are more engaged, motivated, and likely to remain with your organization.

Yet, in many organizations, employees find themselves falling under the radar – experiencing inconsistency in employee treatment or even feeling ignored. Because of these experiences, there could be a misconception that their managers are incapable, biased, or disinterested.

But why is this really happening?

The reality is that managers are busy and don’t prioritize the time needed to create a consistent employee connection and provide their teams with acknowledgement and validation through recognition. These are core leadership tasks that managers must be encouraged to schedule time for, while juggling many other high-level responsibilities.

Are recognition and communication being identified as manager priorities within your organization?

Click here or the button below to learn more in the full article!



#EmployeeEngagement #RecognitionSystems #CompanyCulture #EmployeeConnection

Want to learn more?

Incentive Services University (ISU) is the educational arm of Incentive Services. ISU was established to provide organizations with information and support services on Employee Engagement, the psychology of Motivation, and the core elements of Performance Management.

The Importance of Employee Experience in Culture

Culture is the backbone of your organization; it is the character and personality behind the way things are done and affects each and every employee, every day. A positive culture supports your organization’s mission, vision, and values, and delivers a positive employee experience. Employees today are looking for meaning and fulfillment from their work. When steps are taken to deliver a positive experience, you drive employee performance, impact attitudes, improve satisfaction, and increase loyalty. What steps can you take to elevate your company culture and improve the employee experience?

Click here or the button below to learn four strategies to elevate your culture and improve employee experience.



#CompanyCulture #EmployeeEngagement #RecognitionSystems #EmployeeRetention

Want to learn more?

Incentive Services University (ISU) is the educational arm of Incentive Services. ISU was established to provide organizations with information and support services on Employee Engagement, the psychology of Motivation, and the core elements of Performance Management.

Giving thanks throughout your organization is not only noble—it is smart. Mindful business leaders who are wise and generous enough to make it a year-round practice are being rewarded with healthier and more robust organizations.

Yet for a variety of reasons, many of us are hesitant to show gratitude in our professional lives. This reluctance to give praise in the workplace stands in the face of a great deal of research on the benefits of positive feedback. We have to get over whatever is holding us back from giving thanks in the workplace and make year-round gratitude a central feature of our company culture.

#EmployeeEngagement #RecognitionSystems #CompanyCulture

Want to learn more?

Incentive Services University (ISU) is the educational arm of Incentive Services. ISU was established to provide organizations with information and support services on Employee Engagement, the psychology of Motivation, and the core elements of Performance Management.

3 Reasons Employee Engagement is Declining & How Managers Can Improve It

Article from Forbes.com

Employee engagement is one of those management attributes that can be hard to define. Different companies characterize it differently, but there’s one thing they pretty much all agree on: They do want engaged employees. Why? Engaged employees are usually more committed, hardworking, and productive.

There are three measures in particular at the heart of substantive problems management often deals with – problems that if not resolved have far-reaching consequences on employee engagement, productivity and retention. The three measures are: Lack of Employee Recognition, Lack of Transparency, and Disconnection from Peers.

Want to learn more?

Incentive Services University (ISU) is the educational arm of Incentive Services. ISU was established to provide organizations with information and support services on Employee Engagement, the psychology of Motivation, and the core elements of Performance Management.

The holidays are an important time to slow down and express gratitude for the people that make an impact on your life.

 

At work, at home, and everywhere we go – we have the opportunity to do or say something to make a difference in someone’s day.

 

Today, we would like to take the time to wish you happy holidays and a new year filled with hope, joy, and peace.

Happy Holidays from Incentive Services - Footer Banner

Incentive Services Helping Hands Volunteer Event

Incentive Services employees spent the afternoon at Second Harvest Heartland packing a whopping total of 12,864 pounds of potatoes!

What a fantastic event – volunteering is not only important — but it’s fun too! Here are a few photos from the event…

Second Harvest Heartland volunteer event
Second Harvest Heartland volunteer event
Second Harvest Heartland volunteer event

How Incentives Impact Emotions

When it comes to tapping into the emotions that make recognition/incentive programs work, businesses have noted that tangible, non-cash rewards do a better job of attracting and holding people’s interest, getting them excited about possibilities, and motivating them to act in a way that meets business objectives. The theory is that, while cash is nice, and usually needed, the participant feels more “rewarded” when they receive something they have long wanted or may not have acquired otherwise, and it creates a more meaningful, positive, memorable experience.

How are you getting your employees excited about possibilities and motivating them to act in a way that meets the organization’s business objectives? Contact us today so we can help you and your organization!

Want to learn more?

Incentive Services University (ISU) is the educational arm of Incentive Services. ISU was established to provide organizations with information and support services on Employee Engagement, the psychology of Motivation, and the core elements of Performance Management.