MICHELE LEE: In the last few years, it’s been trending upward. I’ve seen a lot of requests for proposals (RFPs) — not just for Singapore, but for Asia
in general, so it’s very competitive for us, but the
future looks bright.
COSIMO BRUZZESE: Some [industries] are returning to the old days of incentives — we’ve done a
few programs now that include full-blown concerts
for high-end groups as small as 60 guests, which
we haven’t seen in seven years. I think the biggest
shift we’re seeing is that the focus now is less and
less on the traditional incentive elements like the
décor. The experience is the primary focus. What
is the Instagram moment? What is the Facebook
KAROLYN GRAVES-RHODES: There’s a younger generation of incentive winners, so you have to shift
what you’re doing to keep them engaged.
INCENTIVE: According to The Conference Board, U.S.
CEOs’ top concern for 2016 was: “What is the role of
inclusion in fostering a culture of innovation?” How can
incentive, loyalty, and motivation programs help?
MARY MACGREGOR: A culture of innovation starts
with a culture of inclusion and a connection to the
organization. Incentives and recognition programs
are a prime tool and a driver that can really help
create that connection. Those programs need to
be diverse and they need to be broad. It’s not just
the sales channels, it’s also the frontline — those
individuals in the call centers on the phone with
the customers, those account managers who are
responsible for retention. Make sure that the programs are broad and diverse enough and I think,
ultimately, that inclusion does lead to a culture
of innovation. When the programs are inclusive,
we’re also seeing the middle-of-the-pack incentive participants perform better, and the upside is
greater for the clients.
JANET TRAPHAGEN: An Incentive Federation study
demonstrated that organizations that reward idea
generation produce 250 percent more ideas than
those that don’t recognize it. In this industry, as we
all know, what gets recognized gets done.
DENISE DORNFELD: We just ran a small incentive
for a company that rewarded the people who produced the most cost-saving ideas or the ideas that
brought the most innovation to the firm. That’s
how they earned the award. It was an added incentive they gave so that everyone could experience
it. I thought that was very ingenious on the company’s part.
SHEREE THORNSBERRY: We’ve done some research
that shows a correlation between the level of
employee engagement and innovation. And obviously, the higher the level of engagement, the
better innovation the company is going to see. Traditionally, innovation is an employee’s second job
after servicing clients or whatever his or her primary responsibility is. How do you bring innovation
to the workplace? I think focusing on engagement,
and using incentives to do that, is really important.
INCENTIVE: Do those CEOs understand the importance of
GARY SLAVONIC: We’ve gone a pretty long way
from 2008–2009, when a lot of CEOs would say,
“You’re lucky to have a job,” and that’s about as
Wayne Robinson of insurer FM Global says C-suite executives are more engaged with their incentive programs
and how they will reinforce company objectives
The Singapore Tourism Board’s Michele Lee sees more
interest in long-haul Asian incentive destinations