Gift Cards Preferred Gift for Incentive Programs

In 2017, research by InComm, the market leader in new payment technologies and solutions, found that consumers turn to gift cards for many life events not just the holidays

For years the award industry judiciously fought the onslaught of gift cards as a reward in incentive or recognition programs.  They asserted that because they are cash like, they are the same as cash and should not be used for awards for the same reasons you really shouldn’t use cash for awards.  The real reason for that debate was that the traditional incentive award companies had profits exceeding 80% on merchandise awards and 10% or less on gift cards. 

Gift cards succeeded because they have become a way of life in our culture.  They are particularly suited for safety awards in behavior based safety systems, where the lower denominations of $10 or $25 are easy to use to reinforce positive safety behaviors on an ongoing basis.  It’s what many award winners want because they can get the award they really want in the most cost effective way.

Now, according to the research we find that gift cards are being used for 82% of birthdays, 39% for graduations and 52% as a thank you. 

In these instances the 92% of the survey respondents gave two or more gift cards and 54% gave five or more.

In addition, 82% said they would appreciate receiving a gift card for those occasions as well.

Younger consumers are finding even more occasions in which to give a gift card.  Millennia respondents between 25 and 34 noted they often give cards for things such as new babies and new home ownership.

Gift cards are appropriate for any number of occasions, alleviating much of the stress that can come with shopping for “just the right gift.”  This versatility benefits both the giver and the recipient. 

For more information on AwardSafety products or services or other white papers please contact us at awardsafetyinfo@cox.net

The Journey to Zero!

 “Whether you think you can, or you think you can't - you're right.” – Henry Ford

That quote has been referred to so many times, it may have lost some of its power, but it is just as true today as it was when Henry Ford first said it. Our beliefs dictate our effort. When it comes to keeping workers safe, we need a goal of zero accidents.

A good place to start the journey to zero accidents is to uncover those unsafe behaviors that lead to accidents.  This can start with a well-defined communications effort to explain your goal and what you are going to implement to achieve it.  It’s important to set forth the targets of incremental improvement you are seeking and consistently provide feedback of the performance to the workforce.  Tell them what you want and tell them how they are doing, as often as possible.

How many unsafe behaviors are acceptable?  That goal must be zero. When management and the workforce focus on eliminating unsafe behaviors, amazing things can happen.  You create the habit of safety. 

When communicating you goal in this manner you can focus on identifying the leading indicators (unsafe behaviors) that occur in your workplace.  They can include behaviors like:  

• Short Cuts
• Snap Decisions
• Complacency
• Unsafe Behavior
• Unsafe Conditions

 This process is the same used by the Japanese car manufacturers so many years ago to improve productivity.  It was unquestionably the reason that launched them to prominence in the auto industry.  It is called Kaizen (improvement) and refers to activities that continuously improve all functions and involve all employees from the CEO to the assembly line workers.

Henry Ford had it right. It begins with belief that if you think you can achieve zero accidents, or believe you can’t achieve zero accidents - you're right.”

What do you believe?

For more information on AwardSafety products or services or other white papers that can help you build a zero based goal please contact us at awardsafetyinfo@cox.net

Can a $5 Tee Shirt Really Produce Safety Results?

Many safety managers ask a great question …

“Do safety incentives really produce results?”

There are at least two schools of thought voiced by safety managers:

1. Tangibly appreciating and recognizing individual behaviors that improve specific safety performance and outcomes have a measurable and dramatic impact on the overall safety and financial performance of a company.

2. We pay our people to function in a safe manner and get the results the company wants.  They are already paid to work safe.

Before you determine which answer is the right one for your organization, there are certain aspects you need to consider.  These are founded in the answer to the following key questions and the criteria stated below …

Key Questions:

Does your organization actively measure, analyze, and broadcast safety performance and outcomes in terms of …

Ø The related costs of workers compensation claims.

Ø Healthcare costs increases or decreases due to incidents and accidents.

Ø The impact on operating expenses due to lost time and added labor costs.

Ø Is there a well-communicated and understood correlation between safety behaviors, performance, and the overall financial performance of your organization?

Can you relate the personal safety behaviors of your employees on-the-job performance to the above four safety issues?

If the answer to the above is YES! You are in a great position to measurably and expediently improve your safety behaviors, performance, and related outcomes by implementing a behavior based awards program using positive reinforcement to change behavior. 

For more information on AwardSafety products or services or other white papers please contact us at awardsafetyinfo@cox.net