online exclusives:

"Mistress of Music">>

"Coupon -Clipping CEO" >>

"PINK's Million-Dollar Stock Market Challenge">> 

ONLINE EXCLUSIVES 
Custom-Made Incentives

By Tiffany Meyers


When sales and marketing services company Maritz Inc. conducted a national study on reward preferences, Jane Herod, president of the Maritz Motivation division, expected to see people's preferences cut along gender and other demographic lines. "We wanted to be predictive," she says, "so that we could tell a client, 'Based on your employee population, this is exactly what you need to do to motivate your people.'"

In fact, the study showed that each of six employee types splits rather evenly across gender lines. "We were amazed to learn that from a gender standpoint, there's not a lot of difference at all," Herod says. "That tells us we're right to have a strong point of view around the fact that recognition programs need to be individualized."

 While Herod's clients use Maritz's proprietary tools to determine each employee's "type," you can also simply ask, she says. With your new-hire paperwork, include a survey that asks employees how they prefer to be rewarded.

See if you recognize your employees in the study's six categories:

1. You'd do well to give "Award Seekers" (22% of the working population; 58% female) rewards that have both monetary and trophy value, like gift cards and trips. Because they prefer not to be taken away from their work routines, they won't feel rewarded by opportunities to mentor others or to take on challenging, new projects.

 

2. If you want to reward "Nesters" (20% of the working population; 46% female), don't tear them away from home with trips or conferences. Better to thank these family-focused employees with days off, flexible scheduling or dinners out with their families.

 

3. Verbal or written praise won't motivate "Bottom Liners" (19% of the working population; 59% female), who are concerned with the monetary value of awards. Motivate them with cash bonuses or points they can accumulate to obtain rewards.

 

4. "Freedom Yearners" (17% of the working population; 45% female) have often already achieved a certain degree of success and security. Now they seek personally meaningful work, without a lot of management interference. Reward them with flexible hours, conferences and their pick of challenging projects.

 

5. For a big impact, simply thank "Praise Cravers" (16% of the working population; 46% female) verbally or in writing for a job well done. They want to be acknowledged, with or without an accompanying award of monetary value.

 

6. "Upward Movers" (8% of the working population, 32% female) are the least interested in cash bonuses and flexible scheduling. They love their jobs and want to climb the ladder, so they'll feel motivated by status awards: dinner with the boss, opportunities to mentor others or the chance to work with people outside their areas of expertise.

 

Source: Maritz Inc.