More and more these days, we find ourselves heading into a corporate marketplace which is returning to and recognising the value of personal relationships.
Establishing, building and retaining a meaningful rapport with today’s employees, partners and customers requires a substantial investment from company management in terms of time, effort, focus and long-term commitment.
Recognising and rewarding employee’s achievements through a corporate incentive programme has a significant role in cultivating and maintaining relationships.
Incentivising staff has a strong impact not only on individual motivation, retention and performance, but also on fostering an overall positive corporate culture within an organisation and the achievement of optimal business results.
Historically, organisations have used rewards and recognition programmes to help them achieve business objectives. Incentive programmes are defined as a motivational tool to enhance productivity, or achieve business goals in which participants earn the rewards based on a specific level of achievement.
Employees are motivated by both the incentive they can earn and the recognition afforded to them by management and most importantly colleagues when they participate in the event.
Matching value with reward
Cape Townbased company, Giltedge Incentives, offers incentive travel solutions to South African clients across a wide variety of industries including the financial services, advertising, IT, healthcare, motor, liquor brands, mining, chemical, pharmaceutical, property and consumer goods sectors.
Giltedge Incentives’ MD, Hector van der Walt, believes a successful incentive programme matches value systems with reward solutions.
He says: “Understanding the company values and corporate culture is necessary for providing a worthwhile incentive reward experience, but understanding the individuals who are participating in the program is absolutely essential. A successful incentive programme should offer an authentic ‘life enhancing experience’ to the participants.
“Consideration should be given to the demographic of the participants – for example, senior executives may respond better to an upscale destination with fewer inclusions, as opposed to less affluent participants who might prefer an all inclusive package, even if it is closer to home.
“A younger target audience may respond to adventure activities, such as white-water rafting, quad biking or horse riding. Busy international destinations likeNew YorkorLas Vegas, and adventurous local destinations such as theWildCoastcould also be an option.”
Across the board
Incentive programmes are not only limited to incentivising staff and employees, they can be offered to distributors, dealers, agents and resellers. Programmes that enhance your brand image or complement your products can be a very powerful marketing initiative, and not only benefit your participants but the company as a whole.
For more information about incentive travel visit www.giltedge-incentives.com
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