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Motivation & Your Organization

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?

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 #EmployeeEngagement #EmployeeRetention #CompanyCulture

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Is Employee Connection Being Prioritized

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

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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.

Contact us today! Incentive Services - Maximizing Performance Through Peoplewww.incentiveservices.com

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The Importance of Employee Experience in Culture

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.

Contact us today! Incentive Services - Maximizing Performance Through Peoplewww.incentiveservices.com

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The Benefits of Year-Round Gratitude

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.

Contact us today! Incentive Services - Maximizing Performance Through Peoplewww.incentiveservices.com

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3 Reasons Employee Engagement Is Declining

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.

Contact us today!
Incentive Services - Maximizing Performance Through Peoplewww.incentiveservices.com

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How Incentives Impact Emotions

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.

Contact us today!
Incentive Services - Maximizing Performance Through Peoplewww.incentiveservices.com
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Employees Are Being Ignored

Employees are being ignored – and it’s tanking their performance.

Employee productivity is an ongoing concern for organizations around the world. Managers, CEOs, and HR executives are constantly looking for ways and means of driving effective performance while improving levels of engagement. You can invest in all the expensive and complex schemes you like and update each and every workplace process, but before you get carried away, you should ask one simple question: how much attention are you really paying to your employees?

We spend a great deal of our time at work. It forms a great deal of our identity and, for most of us, we genuinely care about the work we do and how we do it. For reasons such as these, it’s difficult and demoralizing when we feel we’re being ignored at work. When our efforts aren’t being acknowledged or appreciated, it can be detrimental in terms of morale, which has a huge impact on a company’s bottom line.

Contact us today so we can help you keep the spirit of recognition alive!

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.

Contact us today!
Incentive Services - Maximizing Performance Through Peoplewww.incentiveservices.com

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Creating the Right Culture Is Possible

Employee engagement has long been a concern in the U.S. workforce, but — perhaps now more than ever — it represents a vital component of employee attraction and retention. For the modern workforce, an engaging work environment is a fundamental expectation, a baseline requirement. Many employees refuse to settle for an organization that does not strategically prioritize engagement.

Creating a culture of engagement requires more than completing an annual employee survey and then leaving managers on their own, hoping they will learn something from the survey results that will change the way they manage. It requires an organization to take a close look at how critical engagement elements align with their performance development and human capital strategies.

How are some highly-engaged organizations focusing on the development of individuals and teams through employee engagement? Contact us today to find out!

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.

Contact us today!
Incentive Services - Maximizing Performance Through Peoplewww.incentiveservices.com

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Getting Employee Engagement Right

Research has proven that employee engagement contributes to increased profitability, yet most organizations still have no formal engagement strategy in place and two-thirds of employees are disengaged. A Gallup study drew the connection between consistently low engagement and team performance and suggested that when an employee’s engagement needs are not met, there is a higher likelihood of turnover — which can cost an employer 1.5 times the employee’s original salary.

Having an engaged workforce is clearly good for business, but there’s no one-size-fits-all strategy to make it happen. So, gaining a better understanding of what your unique employees need is the surest path to success. Companies who have successfully put an engagement strategy into action can offer valuable tips – like ensuring that employees at all levels are recognized, and the importance of employee feedback on the success of your strategy.

Contact us today to have a conversation about how we can help your organization get employee engagement right!

Want to learn more?

Incentive Services is a leading supplier of Incentive, Recognition, and Loyalty Marketing programs. We build custom programs to motivate and reward your employees, strengthen the dedication of your channel partners, and increase customer loyalty.

Contact us today!
Incentive Services - Maximizing Performance Through Peoplewww.incentiveservices.com

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Moving The Middle

In order to maximize performance, it’s important to understand the cross-section of a typical workforce. It’s common for an organization to have 10-15% of its employees in a high performing group, and 10-15% in a lower performing, more disengaged group. This leaves the bulk of your workforce in the 70-80% middle percentile.

Well-designed recognition programs help unite your workforce by aligning all generations toward shared goals. Generational motivators should be considered when recognizing top performers to encourage a culture of satisfaction, employee engagement, retention, and organizational success.

The bottom line results of your organization are dependent on whether this middle percentile can be motivated and trained to improve. Outperforming the top employees may seem unrealistic to this group, so it is important that individuals be presented with attainable, incremental goals, and recognized for improving their personal performance contributions.

Jack Welch, former CEO of General Electric, in his book Winning, said, “Most work in an organization gets done by the people in the middle 70, those solid performers who don’t quite shine but work hard and well, and perhaps could shine with enough care and attention. You just can’t allow the middle 70 to toil way in a form of obscurity, like a well-behaved, mild-mannered middle child in a family of attention-grabbing prodigies and troublemakers. Well-managed companies fight that pull. In fact, they make sure managers spend at least 50 percent of their people time on their biggest constituency, evaluating and coaching them. Further, they don’t forget the middle 70 when it comes to rewards, recognition, and training.” (Winning, Welch, 2005, p. 113)

Contact us today to learn more about Incentive Services’ tips for Moving the Middle!

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