Comments on: Incentive schemes that work http://www.callcentrehelper.com/incentive-schemes-that-work-193.htm The UK's most popular call centre magazine Fri, 10 Feb 2012 18:45:46 +0000 http://wordpress.org/?v=2.9.2 hourly 1 By: Muneeb Ahmad http://www.callcentrehelper.com/incentive-schemes-that-work-193.htm/comment-page-1#comment-31428 Muneeb Ahmad Sun, 05 Feb 2012 12:20:19 +0000 http://www.callcentrehelper.com/incentive-schemes-that-work-193.htm#comment-31428 as per mayo and lupton usually the employees are capable of influencing and control system used by management and so can fiddle the figures 2ndly higher targets will alter the basis of future year less earnings Group norms also play his role one will not perform if his colleagues had some problems i.e less efficient so i recommend every org has its own environment first understand it study the human behavior in an org deal, Tam work will be better in some cases , leadership roles should also be study try to minimize the communication flaws , reduce stress Muneeb Ahmad Student Peshawar Pakistan as per mayo and lupton usually the employees are capable of influencing and control system used by management and so can fiddle the figures
2ndly higher targets will alter the basis of future year less earnings
Group norms also play his role one will not perform if his colleagues had some problems i.e less efficient

so i recommend every org has its own environment first understand it study the human behavior in an org deal, Tam work will be better in some cases , leadership roles should also be study try to minimize the communication flaws , reduce stress

Muneeb Ahmad
Student
Peshawar Pakistan

]]> By: Anil Prasad http://www.callcentrehelper.com/incentive-schemes-that-work-193.htm/comment-page-1#comment-31417 Anil Prasad Thu, 02 Feb 2012 10:04:30 +0000 http://www.callcentrehelper.com/incentive-schemes-that-work-193.htm#comment-31417 what field does incentive hold's for an industry what field does incentive hold’s for an industry

]]> By: Muggsy http://www.callcentrehelper.com/incentive-schemes-that-work-193.htm/comment-page-1#comment-31226 Muggsy Fri, 04 Nov 2011 09:59:47 +0000 http://www.callcentrehelper.com/incentive-schemes-that-work-193.htm#comment-31226 I offered 3 members of my team a commission of 25% of any sales they generated. I spent a lot of time and effort setting the schemes up, getting business cards printed, etc. One went at it hammer and tongs, got loads of sales and made some good money. the other two did absolutely nothing. I think it shows thats incentives work for some biut not for others. I offered 3 members of my team a commission of 25% of any sales they generated. I spent a lot of time and effort setting the schemes up, getting business cards printed, etc. One went at it hammer and tongs, got loads of sales and made some good money. the other two did absolutely nothing. I think it shows thats incentives work for some biut not for others.

]]> By: Josiah http://www.callcentrehelper.com/incentive-schemes-that-work-193.htm/comment-page-1#comment-31106 Josiah Wed, 21 Sep 2011 15:05:04 +0000 http://www.callcentrehelper.com/incentive-schemes-that-work-193.htm#comment-31106 It motivate all worker performance in an org,this incentive scheme tools It motivate all worker performance in an org,this incentive scheme tools

]]> By: sammy http://www.callcentrehelper.com/incentive-schemes-that-work-193.htm/comment-page-1#comment-31056 sammy Tue, 30 Aug 2011 09:04:38 +0000 http://www.callcentrehelper.com/incentive-schemes-that-work-193.htm#comment-31056 Awesome article on incentives.Thanks for sharing. Awesome article on incentives.Thanks for sharing.

]]> By: Michael Lindsay http://www.callcentrehelper.com/incentive-schemes-that-work-193.htm/comment-page-1#comment-30819 Michael Lindsay Tue, 10 May 2011 00:21:08 +0000 http://www.callcentrehelper.com/incentive-schemes-that-work-193.htm#comment-30819 I'm an experianced outbound CC manager. We have a the usual problems.. keeping staff focused, on target and well keeping them in general. Alot of "incentives" we have tried have failed, but the ones that work (some have been mentioned previously). Pass the Parcel - Make a lead, take a piece of wrapping off.. works great! Keeps an aura of excitment on the floor. A 9x9 board.. much like Naughts and Crosses- When an advisor bites a lead they pick a square, (when the boards full the replace names that are already on the board) at the end of the shift, if anyone has a three in a row they win a prize Sweep Stake - £2 stakes are placed on the number of Leads made at the start of the shift.. Whoever bet the closest wins all the bets plus a £10 bonus from the manager. Leads that day are kept secret to avoid anyone "getting lazy" when its close to their stake. Crash - At random points during shift the crash is announced. The first to bite a lead gets a prize.. Pointable - Run over a 2 weeks every lead gets a point, bonus points for any sales made those weeks..Prizes are given set points in accordance with value, use points to redeem prizes Pointable also goes towards a team night out.. advisors with enough points over 3 months are invited on a team night out (everyones welcome) but only winners get in on the free kitty.. usually £100.00 drinks on a night out. Reward incentives work for us... recognition is something our staff just dont value... Ofcourse we recognise good hard work but in our business if your good at what you do.. its where you stay.. we will increase your Bonuses but we don't promote internally. Staff have to apply as outside applicants for better positions. I’m an experianced outbound CC manager.
We have a the usual problems.. keeping staff focused, on target and well keeping them in general.

Alot of “incentives” we have tried have failed, but the ones that work (some have been mentioned previously).

Pass the Parcel –
Make a lead, take a piece of wrapping off.. works great! Keeps an aura of excitment on the floor.

A 9×9 board.. much like Naughts and Crosses-
When an advisor bites a lead they pick a square, (when the boards full the replace names that are already on the board) at the end of the shift, if anyone has a three in a row they win a prize

Sweep Stake -
£2 stakes are placed on the number of Leads made at the start of the shift..
Whoever bet the closest wins all the bets plus a £10 bonus from the manager. Leads that day are kept secret to avoid anyone “getting lazy” when its close to their stake.

Crash -
At random points during shift the crash is announced. The first to bite a lead gets a prize..

Pointable -
Run over a 2 weeks every lead gets a point, bonus points for any sales made those weeks..Prizes are given set points in accordance with value, use points to redeem prizes
Pointable also goes towards a team night out.. advisors with enough points over 3 months are invited on a team night out (everyones welcome) but only winners get in on the free kitty.. usually £100.00 drinks on a night out.

Reward incentives work for us… recognition is something our staff just dont value…
Ofcourse we recognise good hard work but in our business if your good at what you do.. its where you stay.. we will increase your Bonuses but we don’t promote internally.
Staff have to apply as outside applicants for better positions.

]]> By: Rob Spaul http://www.callcentrehelper.com/incentive-schemes-that-work-193.htm/comment-page-1#comment-30768 Rob Spaul Mon, 11 Apr 2011 09:56:31 +0000 http://www.callcentrehelper.com/incentive-schemes-that-work-193.htm#comment-30768 Cash incentives like most tools in business thought of as 'traditional' or 'fundamental' seem to be losing their effectivness. I think it's vital for businesses to look beyond the stagnated belief that money is the be all and end all. Let's not forget that for decades now business researchers have been emphasising the importance of other factors to motivation. It's easy to quote Maslow's hierachy of need's but it really does highlight the more humanistic needs employers have. Recent evidence in particular has definitively shown us that trust is probably the most important factor for teams to work as a cohesive team, rather than a set of individuals in the same environment. I think real time information is a great tool for everyday use but how about a rewarding day out for everyone? After all teams need collective rewards otherwise resent and hostility can become rife. Cash incentives like most tools in business thought of as ‘traditional’ or ‘fundamental’ seem to be losing their effectivness. I think it’s vital for businesses to look beyond the stagnated belief that money is the be all and end all. Let’s not forget that for decades now business researchers have been emphasising the importance of other factors to motivation. It’s easy to quote Maslow’s hierachy of need’s but it really does highlight the more humanistic needs employers have.
Recent evidence in particular has definitively shown us that trust is probably the most important factor for teams to work as a cohesive team, rather than a set of individuals in the same environment. I think real time information is a great tool for everyday use but how about a rewarding day out for everyone? After all teams need collective rewards otherwise resent and hostility can become rife.

]]> By: Leon du Plessis http://www.callcentrehelper.com/incentive-schemes-that-work-193.htm/comment-page-1#comment-30642 Leon du Plessis Mon, 07 Mar 2011 10:33:12 +0000 http://www.callcentrehelper.com/incentive-schemes-that-work-193.htm#comment-30642 I have recently been placed in a position whereby I must manage a number of sites where the company has contract work the scope of work on all these sites differ and I now sit with the very difficult task of creating a universal bonus sceme that is fair to both the employee and the employer all the sites are in the mining industry.It needs to be a very simple bonus model for everyone to understand and one that is measurable on a daily base.Is there ayone out there with an idea.Thanks. I have recently been placed in a position whereby I must manage a number of sites where the company has contract work the scope of work on all these sites differ and I now sit with the very difficult task of creating a universal bonus sceme that is fair to both the employee and the employer all the sites are in the mining industry.It needs to be a very simple bonus model for everyone to understand and one that is measurable on a daily base.Is there ayone out there with an idea.Thanks.

]]> By: Clare Baldock http://www.callcentrehelper.com/incentive-schemes-that-work-193.htm/comment-page-1#comment-30145 Clare Baldock Fri, 22 Oct 2010 09:12:00 +0000 http://www.callcentrehelper.com/incentive-schemes-that-work-193.htm#comment-30145 Many of the comments here emphasise the greater need for recognition than just reward, although a combination of both goes a long way to increasing agent motivation. The issues for most is that Incentive schemes take up precious management time as most schemes are manual and also require the purchase of suitable rewards. At Incentivise we take a Realise, Recognise, Reward approach. Once an opportunity for achievement has been identified our systems can be rapidly and easily deployed as a stand alone or integrated to accept sales data from internal systems removing the manual process and reducing management time spend. Points based Recognition can be determined automatically by pre-set rules that convert achievement into reward. We also believe that team leaders and managers should retain the ability to make ad-hoc rewards to those who they wish to recognise for other reasons. Having a system that is fully auditable, linked to a campaign budget is important. This means all campaign inputs can be fully accounted for and traced to the individual agents with information on how the reward was achieved. When the agent has earned enough points they can spend these in your dedicated and branded reward shop. These can be specific to team, location etc. Having a whole host of rewards on offer as part of a reward catalogue helps to engage and appeal to the mass, these can include items like, experience days, vouchers, flexi-time, days off, cash, pamper days, wine, flowers. Many of the comments here emphasise the greater need for recognition than just reward, although a combination of both goes a long way to increasing agent motivation. The issues for most is that Incentive schemes take up precious management time as most schemes are manual and also require the purchase of suitable rewards.

At Incentivise we take a Realise, Recognise, Reward approach. Once an opportunity for achievement has been identified our systems can be rapidly and easily deployed as a stand alone or integrated to accept sales data from internal systems removing the manual process and reducing management time spend. Points based Recognition can be determined automatically by pre-set rules that convert achievement into reward.

We also believe that team leaders and managers should retain the ability to make ad-hoc rewards to those who they wish to recognise for other reasons. Having a system that is fully auditable, linked to a campaign budget is important. This means all campaign inputs can be fully accounted for and traced to the individual agents with information on how the reward was achieved. When the agent has earned enough points they can spend these in your dedicated and branded reward shop. These can be specific to team, location etc. Having a whole host of rewards on offer as part of a reward catalogue helps to engage and appeal to the mass, these can include items like, experience days, vouchers, flexi-time, days off, cash, pamper days, wine, flowers.

]]> By: James http://www.callcentrehelper.com/incentive-schemes-that-work-193.htm/comment-page-1#comment-30137 James Thu, 21 Oct 2010 12:50:57 +0000 http://www.callcentrehelper.com/incentive-schemes-that-work-193.htm#comment-30137 A fun game is to give people one card from a pack every day and play poker with the hands on Friday. Can reduce absenteeism, or at least incentivise attendance, if it becomes popular. A fun game is to give people one card from a pack every day and play poker with the hands on Friday. Can reduce absenteeism, or at least incentivise attendance, if it becomes popular.

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