To drive sales and increase revenue, it is sometimes necessary to offer incentives to your employees. Incentives can be financial rewards, prizes or other things that have value, such as extra paid time off. When you develop incentive games, you can add to the motivation by including a competitive element.
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Dialling for Dollars
Even if you already have a system of metrics to monitor the outbound phone activity of your sales force, you can still use outbound calls as an incentive game. When your sales staff makes contact with more potential customers, the possibility for revenue increases. Create a "Dialing for Dollars" game where you pay an incentive to the sales representative who makes the most outbound sales calls above the minimum they are obliged to make. This will push all sales representatives to perform above their minimum requirements, but you will only need to reward one representative per day, so your incentive costs remain low. Track the phone numbers the calls are going to, and how long the calls last, to make sure they are legitimate calls and not a sales associate calling home to pad their statistics.
A recognition game promotes teamwork among your staff. Develop a form where one employee recognises another for a job well done. It can be for any job-related task. Employees submit their forms to their manager, and the manager posts the forms on a company message board to acknowledge the work of the nominated employees. At the end of the month, the names of all employees who were nominated are placed into a drawing for a prize. To prevent employees from pairing off and nominating each other for imaginary tasks, require that each form be signed by two additional witnesses. The prize could be an additional paid day off.
Jelly bean Game
The jelly bean game requires participation by all managers. Fill a clear jar with jelly beans, and keep it in the human resources office, where it can be on display but no one can touch it. Managers give tickets to employees whom the managers deem to have done an outstanding job. Each ticket is a chance to guess how many jelly beans are in the jar. At the end of the month, the employee who is closest to the number without going over wins a prize. Managers can give as many tickets per day as they see fit, and they can reward the same employee repeatedly if that employee continues to perform at a high level. The prize should be something valuable such as a weekend getaway at a local resort, or tickets to an upcoming sporting event.
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