When talking about problems within a given program, Henehan says, “One of the most important [things] is lack of management support. Executives need to be promoting and reminding their participant base about the importance of the program, how it aligns to the company goals and, ultimately, to individual rewards and recognition.” She adds that these programs lend themselves to excitement and promotion at the outset, and then gradually start to lose steam. If the program is truly aligned with company goals, it’s up to management to keep employees engaged and reminded of the importance of these programs.

The article points to a few warning signs to look for within a program that isn’t doing what it’s supposed to. First, if few people participate, that’s an indication that the program isn’t working. Also, if the awards being offered don’t motivate people, there’s another clue that something is amiss. Third, if you’re having trouble discerning whether or not your program is even successful, you’ve got your answer right there: it’s not. Luckily, the article outlines several strategies for designing effective incentive programs and for winning back the employees whose engagement might have gotten lost along the way.

“Programs can fail for a lot of reasons, but a well-designed program tied to a company’s goals and objectives, with ways to measure results, can deliver excellent results and ROI,” Henehan says. “Ongoing measurement, modifying the program to meet changing corporate goals and strategies, tracking performance, measuring results and keeping all channels of communication open are key. It’s important to stay fluid today – things change much more rapidly than in the past, and you have to be able to change with them.”

Get the whole scoop here.

Several great new camping and outdoor items have come through the merchandise pipeline this month, so this Merchandise Monday, we’re hoping these will help whet your warm-weather appetite and start gearing you up for the months to come.

Sevylor® Super Caravelle Three-Person Boat

Don’t get stuck up a creek. The three-person Super Caravelle boat kit includes two oars, an air pump and features DIN and tunnel chambers for safety, an all-around grab line and two molded Double Lock™/Mini Double Lock™ airlocks, which feature the guaranteed-not-to-leak AirTight System®. The boat kit accepts SMB 12v electric motor, has a max capacity of 600 pounds, measures 7’6" x 4'6"and is made from 16-gauge PVC. Grab your friends and go float.

Xscape® Designs Sportline™ Quad-Fold Reclining Chair with Footrest  

Kick back and relax with a cold one. The Sportline Quad-Fold Chair is perfect for camping out for a long weekend, tailgating at the game or just lounging around at a neighborhood get-together. Featuring a sturdy 19mm powder-coated steel frame, 600-denier water-resistant oxford fabric and extra-thick padding in the seat cushion and backrest, you can rest assured you’ll never want to get up from this chair. Make someone else bring you a cold one.

Xscape Designs Vertex 4™ Four-Person Modified Dome Tent

There’s no place like “home.” The Vertex Four-Person Tent features a quick and simple setup utilizing color coded shock-corded fiberglass poles. This tent’s unique four-pole design creates ample floor space and excess headroom. Other features include four large mesh windows and roof vents, zippered storage cubbies, rain-blocking technology and flame-retardant fabric coating. Keeps you safe from the elements as you brave the wilderness.

It’s interesting to note that in such a tech-heavy industry we can feature products that essentially help you get off the grid. Are you planning a camping trip or other outdoorsy vacation this spring or summer? If so, where, and what gear do you plan on packing? What do you think of our featured Merchandise Monday products? Talk to us in the “Comments” section below!

Early in November of 2011, Peer and the IMA strategic planning committee met to review the goals of the organization moving into 2012. Four key initiatives are being focused on this year: industry trade shows and conferences; Return on Performance magazine; membership retention and recruitment; and support of IMA’s legislative campaign.

Peer notes the IMA’s longstanding relationship with the Motivation Show and the fact that attendance has dropped recently with the advent of more specialized trade events. “A task force has been formed to more closely evaluate this subject,” says Peer. “As an association we want to support the events which will recognize the greatest benefit to our industry.”

Peer also mentions the need to better utilize Return on Performanceas a corporate outreach tool and that development of relevant, educational content that will benefit readers as well as IMA members is underway. Supporting legislative efforts and the Incentive Legislation Campaign as Tax Provision 274(j) debate in Washington is also a crucial part of the IMA initiatives this year.

“As we celebrate our 13^thyear, the IMA is maturing and evolving as an organization,” Peer says. “We are challenged by a variety of factors facing our industry and it is important that the IMA maintains a leadership role and stays ahead of these changes. We will work together to support the mission of our association as the premier educator and authority in the incentive marketplace.”

Attracting new members and working more closely with other incentive industry organizations are two additional goals Peer cites as being crucial in 2012. “We are looking at our association and relationships throughout the industry with other players, and we are looking to provide a more team-oriented approach to the problems all of our members face,” he tells PIP.

Peer joins five other newly appointed officers to the 2012 IMA board. Congrats to all and good luck as we all embark upon this New Year together.

“The most efficient way to operate a global incentive program with a technology platform that translates globally, but is personalized at the local level,” Johnson explains. “By that I mean the platform is offered in the local language, supported by local currencies [and] awards are locally relevant and distributed at the local level.”

The article states that some of the best practices to use when establishing a global incentive program include developing a clearly defined, concise strategy for global recognition, offering opportunities for employees at all levels to be able to participate, and listening to what your employees need and want, perhaps inviting them to join in on the strategizing discussion.

With regard to the reward itself, the article states that one of the biggest challenges includes consideration of language, geography and cultural differences. Also, be sure that the reward is structured into your company’s long-term program of recognition and isn’t just a one-time opportunity.

One of the most important things to remember during the process of developing your global program is the cultural and/or ethnic implications that will surely come into play. “There are considerations to be taken in every corner of the world,” Johnson says. “Some award choices may not be appropriate for certain marketplaces, etc. Understanding those nuances is critical for the successful deployment and continued success of a global incentive program.”

Additionally, different cultures respond to recognition differently, according to the article. Language can be an issue, as most employees would want to receive recognition in their own language. Making sure that each employee understands the parameters of the program and choosing the most appropriate award choices are two important considerations that need to be taken within your global recognition program.

The bottom line is that global recognition should be fun and engaging for employees at every level of your company, and should be integrated into your company’s overall culture of recognition. Being aware and sensitive to technological differences and cultural/ethnic values and protocol is essential and should not be a roadblock for your successful program implementation. Your strategizing sessions are also a great opportunity to learn a bit more about the important people in your company and their values and lifestyles!

This month, Hinda is happy to introduce not one, not two, but FIVE new computers into its merchandise collection – four from HP® and one from Compaq. It goes without saying that computers and other techie-gadgety merch items are hot redeemers. (Need more proof? Check out last week’s Merch Monday column). So without further ado, here are five new computers - listed in alphabetic order for ultimate fairness - that are sure to secure those pencil/paper/What’s social media? days firmly in the past.

Compaq

Enhance your life with the full PC performance of the Compaq Presario. With features like HD video support, Altec Lansing® stereo speakers and integrated WiFi®, rest assured your projects will shine effortlessly. A maximum 8GB hard drive holds plenty of documents, homework, music, photos and videos and a built-in setup manager walks you through the process of transferring files from your old PC and backing up your data. Peace of mind is included in the package.

HP Folio 13

HP's first-ever Ultrabook™ features the latest Intel® technology built-in and is fast enough to keep up with everything you want to do, from video uploads to video calls. At less than one inch thick and under four pounds, this ultra-portable notebook is designed for the ultra-mobile life. Folio features a 13.3-inch HD BrightView LED display, Genuine Windows® 7 Home Premium, Intel HD graphics 3000, Intel Rapid Start Technology, Bluetooth® capability, 4GB memory, Internet Explorer® 9 with Bing™ Bar and Skype® and nine hours of battery life on a single charge. You can’t beat that with a stick.

HP Omni 120

This 20-inch, all-in-one computer gives you the PC you need in a modern design that makes your digital life easy, entertaining and supremely stylish. Just plug it in to turn on a world of connections, entertainment and productivity. Omni runs on Genuine Windows 7 Home Premium and has an AMD dual-core processor. The space-saving design is integrated to eliminate multiple cords and cables and the radically improved easel design holds the HD display upright. Connect with your friends online using the built-in webcam and microphone. Now, go brag.

HP Pavilion dv6

Get serious entertainment in a notebook that goes everywhere. The HP Pavilion dv6 gives you Genuine Windows 7 Home Premium, a Blu-ray™ player and SuperMulti DVD burner, and features Beats Audio™ and quad speakers for amazing sounding music, movies and more. Pavilion features a gorgeous 15.6-inch HD display for watching videos, a built-in HD webcam for keeping in touch and an HP SimplePass fingerprint reader for extra security. So no one can access your 640GB of photos, music and HD movies but you. How very 007.

HP Pavilion g4

Keep in touch, get it done, and have some fun on the HP Pavilion g4, which features a 14-inch HD LED display, Genuine Windows 7 Home Premium, a touchpad supporting multi-touch gestures, a built-in webcam, a SuperMulti DVD burner, crystal-clear audio with great speakers and SRS Premium Sound™, and a 500GB hard drive with storage for 116,000 photos, 105,000 songs or 210 HD movies. Whew – deep breath.

What do you think of these latest models? Have you seen them around or heard anything about them? Are you in the market for a new notebook or desktop PC? Let us know your thoughts in the “Comments” section below!

But that would make for quite a short blog post, so let us discuss further. According to our calculations, the top redeemers of 2011 are as follows:

Blu-ray™ Players:  Sony®, Panasonic® and Samsung®

Tablet Computers:  Apple® (iPad®), Samsung® (Galaxy Tab™), Coby® (Kyros™) and Sony (Tablet™)

iPod® Audio Docking Systems

Single-Cup Coffee Makers:  Keurig®, Black & Decker®, Hamilton Beach®, Cuisinart®

Gaming Software:  Wii™, Xbox® and PlayStation®

Portable DVD Players:  Coby, Audiovox™, Sony, Panasonic

e-Readers:  Amazon Kindle™, Sony

Bose® Headphones

Garmin® GPS Systems

Clearly, people enjoy their entertainment systems, whether it’s video games, movies or music that they prefer. Not only this, but they like to be entertained on the go (who doesn’t?). And they want to make sure they know where they’re going and that they’re caffeinated when they get there.

It will be interesting to follow 2012’s trends and see what this list looks like a year from now. What crazy technological advancements will occur over the next 12 months (because you know there will be some)? What are people already anxious to get their hands on? Is this the year the flying car will finally come to fruition (fingers crossed!) and will it be available for redemption?

We’re going to keep our radar tuned on the trends, so stay tuned to Hinda’s blog for updates!

According to the PIP article, the benefits of offering non-cash incentives to your employees are multi-fold – for the employee as well as the company. With regard to the company, non-cash offers more affordable ways for employers to reward or acknowledge employees without breaking the bank, or “do more with less,” essentially.

Regarding the employee, a non-cash incentive holds trophy value that plain-old cash does not. Furthermore, the article points to a report published by McKinsey, which states that “non-cash motivators – including praise from immediate managers – can be more effective than the three highest-rated financial incentives: cash bonuses, increased base pay and stock options.”

This is interesting as it shows that, while necessary, money is not the only motivator when it comes to work. Cash alone is basically enough to ensure that the work gets done, but praise, engagement and other non-cash incentives satisfy the employee’s need to connect, learn and feel part of something that a bi-weekly paycheck does not afford.

Cash is always going to be at the forefront of the compensation discussion. It’s the first thing that’s discussed during the hiring process and represents the initial pact between employer and employee. It’s what the employee expects every payday and what ensures his or her bills get paid. This is what motivates us to get hired somewhere in the first place. But what motivates employees beyond that? What does the employee really want to get from the job? According to Deloitte, they want “rewarding work, meaningful relationships, freedom, flexibility and acknowledgement.”

These are things that money just cannot buy.

Michael Arkes and Dave Peer

As Arkes shared with employees during a company meeting where the announcement was made, “It is important for a well-run company to develop new generations of talent. By promoting Dave to the role of president, Hinda is well positioned to advance to even higher levels of growth than we have seen in recent years.” 

Dave Peer joined Hinda in 2008. He worked at Carlson Marketing Group, Target Stores and Macy’s prior.  He is also currently serving as president of the board of directors for the Incentive Marketing Association. 

“I am incredibly proud to be leading the company that the Arkes family created 42 years ago, and look forward to a bright future for Hinda,” said Peer.

Shopick, a mobile app that gives you rewards and offers for simply walking into stores, has partnered with Visa to add an incentive to buy things once you're there. With Shopkick, consumers collect kicks™ rewards by stepping into millions of stores in America. They can then redeem their kicks™ for cool stuff, like gift cards, Facebook Credits, movie tickets and more.

Now, the new partnership with Visa is giving consumers an added bonus for buying merchandise at participating stores. Consumers will be rewarded with even more kicks points after a purchase is made.

To participate in the program, consumers need to download Shopkick’s app (on iPhone or Android) and then link it to their Visa account. After you buy something with your Visa card, the amount of points will automatically be displayed on your phone.

The more kicks you earn, the better the rewards. With 825 kicks, you can get a $25 meal at a restaurant. Kicks aren't hard to earn - Toys “R” Us is offering 520 kicks with an $85 purchase. You can also get 200 kicks from various vendors just by walking in their doors.

The video below outlines the new partnership. Would you use this? Let us know in the comments.

The ULI program was established as a way to put goals around our core functions (order rate, shipping errors, etc.) in an effort to improve customer satisfaction and maintain quality improvement. Before the program, there wasn’t a formal procedure in place for measuring our business operations.

“By publicizing our goals and getting people to work together, we get a bigger impact,” says Dave Pellissier, Director of Information Technology. “It creates peer pressure and self pressure to attain the goals.”

Now, on a year-to-year basis, the ULI team examines the goals achieved in order to find out ways to improve upon them. Just recently, changes were put in place to make the ULI team a more formalized quality improvement team. They plan to raise the bar even further and breathe new life into the program.

Starting in the warehouse, the ULI team hopes to work with the warehouse staff to optimize the way we’re shipping and improve efficiency. Currently, they’re looking at alternate shipping solutions and automation.

Along with revamping the internal metrics we assess our business with, we’re also looking to upgrade our exterior certifications. We’ve been PCI compliant for three years now. The PCI Data Security Standard (PCI DSS) provides a framework for developing a credit card data security process, including fraud prevention, intrusion detection and appropriate reaction to security incidents. We’re looking to become ISO 27001/2 compliant within the next year. This will establish a more comprehensive information security program at Hinda. ISO 27001/2 is an industry standard security framework which will help with RFPs, security audits and other dealings with large companies.