Power2Motivate was asked to provide an “out of this world” idea for Brother International Australia’s key back-to-school high sales period. The Brother $100K Prize Giveaway! Program exceeded all goals for sales, participation, engagement and usage. The program, which increased sales by 28 percent over the previous year, was targeted to printer and hardware resellers across Australia. Travel incentives were selected for the top prizes because of the demographics and location of the business owners, who may not vacation often. For each minimum monthly purchase of Brother hardware resellers earned points toward a travel grand prize. Additional points and instant wins were earned through a “Spin to Win” game of chance where resellers earned instant points toward a wide range of rewards.

Sensis brought in Solterbeck to help boost employee engagement and drive revenue growth across multiple product lines after the company was acquired by a private equity firm. The existing incentive program, which offered 40 rewards, was often maxed out well before year end, thereby not offering the same chance of reward to all sales staff. Sensis was looking for a fresh approach that focused on performance throughout the year. Solterbeck created “Performance First”. Eligible sales team members participate in six different “Sales Sprints”, receive recognition and have their sales commissions calculated for each Sprint. The program offered large travel, medium and small rewards. The sophisticated program relied on three, fully-integrated software solutions that allowed Sensis to provide a single source for all sales and reward activity information in one place. Sensis significantly increased revenue and program participation while greatly reducing costs, and they received many supportive and appreciate comments from sales team members.

(video for the Sales Incentive Program)

(Video includes both winners):

Bupa, a large health insurance and care-home provider with more than 80,000 employees asked Ciloyalty to help restructure and rebrand its aging “Bupa Sales Academy”. Staff surveys and focus groups identified that personal recognition was more valued than prizes. The new “Bupa Boost” program focused on creating a culture of recognition and providing a morale boost to Bupa’s employees who work hard to look after the health of others. While the Academy focused on revenue goals, the Boost program put customers first by encouraging better outcomes for clients through smart business practices and strong customer service. Depending on their roles employees are rewarded monthly, quarterly and yearly. The Boost Reward Team also runs discretionary programs that complement the monthly and quarterly incentives, creating competitions that fill the gaps identified in the business’ capability or performance. Participation in Bupa Boost far surpassed the Academy with more than double the number of participants.'

After introducing a new company vision, mission and core values, Wincanton brought in Corporate Rewards to develop and launch a program to engage employees in the new company culture. Historically recognition had been inconsistent and employee surveys highlighted need for change. Corporate Rewards engaged company leaders in defining program goals and involved them in training and communication throughout the development and launch of the online employee engagement system called “Your Recognition”. The new program allowed every employee to send an e-card to an employee who demonstrated one of the company values. A sporting theme incorporated images of sports medals to convey achievements and performance. Senders awarded points to the recipient by selecting bronze, silver or gold level reward. The highly successful program exceeded all goals including over 25 percent more thank you’s sent.