In the safety award systems we recommend and implement, we often suggest using some type of game element. They are fun to use, can capture the short term attention of your workers, and almost everyone loves a game and likes to win. They are somewhat easy to administer, are usually “all inclusive” and contain communications that are fun and catchy. However there are some things you need to be aware of before you decide to implement one of the “all-inclusive ones you see in the marketplace.
If they contain a “group earning” rule, this can easily bring the element of non-reporting of incidents into your workplace because of the peer pressure workers can feel to not want to hurt the chances for their team to earn the “grand prize.”
These types of programs are rarely long term and difficult to sustain. They wear out their excitement rather quickly. Your safety needs don’t wear out and you’re your often tasked with trying to come up with something new.
The “all inclusive” aspect makes it extremely difficult to determine the cost of your awards per person. Some game companies say that their programs are non-taxable. But the only way they can be is if 10% or less of your workers receives a meaningful award. That’s just one simple IRS stipulation for being non-taxable.
It is rare for these companies to use anything other than merchandise items or trips as their awards. This may be fine, but the pricing of these awards are always hidden in the “card” or “point” formula and you are usually paying prices for these awards substantially above a normal retail as they have to amortize the high print cost of the communications and other program material.
So use some caution. Be careful when considering these types of games. We’ve analyzed most of them and they haven’t changed their pricing structure in years. There is no “free lunch.”
For more
information on AwardSafety products or services or other white papers please
contact us at awardsafetyinfo@cox.net
No comments:
Post a Comment