Nelson

INCENTIVE PROGRAM

Every company can use a little added motivation from time to time. Doing the same things over and over begins to get very mundane to a workforce. Incentive programs can assist a company in bringing some excitement and enjoyment to the job. “As we all know, a happy employee tends to be a more productive employee who works well with coworkers as well as clients.” (www.send coffee.com) Crossroads, Inc. is screaming for such a program. Elite Foundations Consulting, based on it’s findings of low employee morale and a lack of confidence in management; recommends the following to reverse the situation.

First of all, we need to find out what the employees liked and what they disliked about the previous efforts at motivation. In order to compile information, we will conduct an employee survey. The focus of the survey will be compensation, recognition, morale and any other issues of concern relative to the job. We begin with compensation because “If an employee feels underpaid, an incentive program will not solve the problem. It will not motivate these people.” (www.send coffee.com) That employee will only be satisfied with a significant raise. Once we rule out pay as the real problem, we can then structure an incentive program that will be effective and lasting.

From our survey findings, we will establish a TOP TEN list of worker concerns. We believe this list will enable us to narrow our scope and make some quick changes in the short term. Our group has taken into account that our survey may uncover far more than ten perceived problems. We are sure that by attacking the ten major issues, other concerns further down the list will also be alleviated.

As an on-going process; to track progress; we will require quarterly survey polls. The purpose of polling will be two-fold. It will be a reminder to the employees that their concerns are being taken seriously; and it will show everyone how well the new implementations are...