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How you can Strengthen your Business by Turning Cynics into Players

Wouldn’t it be lovely if all your employees were motivated, positive, love their job and are fantastic at it too!? Now you may be lucky enough where your entire team genuinely feel this way and if they do – congratulations, you’re obviously doing something right!

But…

Not every employee feels motivated all the time. There are people out there that go to work just to pay the bills. Others may work hard and are good at their job but might be feeling pretty negative toward the business. Some may like their job, but do just what’s needed to get by, and never go above and beyond.

The energy investment model (which we’ve made look a bit more Incentivesmart…) organises employees in to four groups – spectators, players, victims and cynics. These are then split on two axes by whether the attitude is positive or negative, and whether your employees are passive or active in their job.

Employee types

Players – “I make things happen, take the initiative and see things through.”

These employees are the ones who regularly go above and beyond. They are ambitious, challenge the status quo and always perform well. “Players” love to share ideas and make a difference. They don’t over-promise and under deliver – they always stick to their word and deliver great results.  This type of engaged employee is what all businesses aspire to attract and retain!

Spectators – “I like my job. I do what I have to to get through the day.”

These people are content with their jobs. They tend to do the task at hand but don’t go above and beyond to impress. They might just need a little extra targeted reward and motivation, and they’ll soon be contributing even more to the business.

Victims – “I don’t like my job and I can’t be bothered.”

This type of employee is not what a business wants! They are not ambitious or determined to succeed, and they are there to earn their money and go home. They don’t contribute to your culture, and they can often de-motivate other employees just through negligence.

Cynics – “I work hard but I’m cynical about work and I don’t mind who I tell.”

And lastly, we have the cynics. These people might be good at their jobs and work hard, but might have a few core gripes or disagreements with the business, and they aren’t afraid to share their negativity with others! These employees can do massive harm to your culture as they stick around, but can spread ill-feeling like wildfire. These employees might feel disconnected or underappreciated, so understanding what their issues are and solving them is essential… and quickly!

The goal, as a business, is to have as many employees acting as “players” as possible, and there are foundations that will contribute towards attracting this type of person and nurturing your employees to feel motivated. You may recognise the pyramid below. It’s our adaptation of Maslow’s hierarchy of needs. Maslow’s theory is all about what humans need for survival, security and satisfaction. Our version is the foundations of creating an engaged employee.

  • Salary – This is the basic expectation when it comes to having a job (unless you volunteer of course!)
  • Environment – Things such as culture, atmosphere and workspace are all considered within the working environment. Having somewhere nice to work provides higher job satisfaction.
  • Benefits  – These are all the additional benefits to your salary and the environment, so things like pensions, healthcare, perks and discounts.
  • Rewards & Recognition – Often confused with benefits, reward can be used to shape positive behaviour. Leaders should also recognise those who go above and beyond.
  • Communication & Education – Engaged employees trust the business, and trust is established through understanding and relating with your values and goals through open and honest communication.
  • Consistency – And last, but certainly not least, consistency is key! Continuing to invest in your employees by providing a good salary, positive environment, extra benefits, rewarding and recognising good behaviour and regularly communicating and educating.

 

Everyone is unique and people are motivated differently, so there isn’t a “one-size-fits-all” approach when it comes to increasing employee engagement. However, here at Incentivesmart, we know that recognising and rewarding behaviours is a key driver to improving engagement and performance and an employee engagement programme enables you to do just that.

To see our employee engagement platform for yourself, book a demo and we’ll be more than happy to have a chat about your employee engagement strategy and see how we can support you.

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