Trends in engagement, incentive and recognition

1. Tangible results

More and more companies , in addition to gaining the involvement and commitment in their incentive events , translate those emotional and intellectual connections , they want tangible results .

What until now was invested in building what some call ´culture of assessment´ is directed to seek the commitment of the participants in immediate, recognizable goals , and generally related to income . Such as brand authenticity, effective change management, efficient collaboration between companies or leading innovation within the workspace.

In this sense, the actions of non-monetary incentive, raised more strategically highlighting the most direct results, such as sales, productivity and customer satisfaction.

2. Battle for talent

Despite the high rate of unemployment, skills shortages and demographic changes, leading to an underground and aggressive pursuit of talent among companies, making transfer of solvents other companies and professionals leading to increasing labor mobility. Fact: 60% of new jobs will require skills that only has 20% of the population.

Replacing retiring professionals do not cover the baby boomers that are incorporated, not to the extent that companies need. In other words, the talent will be reduced gradually by 40 %. The next wave of workers is not sufficient to fill vacancies in a stagnant economy, and help companies allow themselves to grow aggressively when markets start to heat up again.

In this context, incentive shares and commitment to take on new business value and justify investments in this segment.

3. Ensure leadership

Incentive travel and recognition programs offer an interesting platform for building leadership. The addresses of the companies are being advised to take advantage of all its resources to grow and retain key employees.

Despite unemployment, companies still struggle to attract and retain talent, especially those professionals, in addition to talent, have a high capacity for leadership. A couple of details: 60% of companies feel constrained by the shortage of leadership and Deloitte says that developing leadership in organizations is one of the three biggest challenges that businesses face today.

What can companies do? Aberdeen challenged HR executives to rethink their current practices in leadership development and adopt a multifaceted approach to the identification, development and retention of key talent.

Many are using the existing systems such as rewards and recognition platforms. Events are also being used such as incentive trips to gather the best , clues to learn from each other , to grow, and to engage them in solving key business problems. Even they are using those attending these events as catalysts and mentors to the next rung of leadership within their organizations.

4. Digital revolution and talent

The digital revolution is transforming consumer knowledge about products and services and is having a transformative impact on the future of business .

Social networking, cloud and mobile devices are easy to use and give individuals unprecedented access to information. Enterprises are now facing increasingly informed customers, who know all the prices of competitors in the experiences of previous consumption.

Over the next two or three years , the most tangible investments in electronic commerce will focus on promoting efficient digital promotions , development of attractive and original content, and the use of big data .

These trends impacting digital commerce industry heavily on incentives. For example, customizing the experience and analysis of previous actions : monitoring of previous awards , alternative prizes based on personal preferences, incorporating mining digital analysis to enhance the experience of the prize winner , connect to the network social perceiver , provide 24/7 accessibility on multiple mobile platforms, etc.

5. Big Data. Growing expectations

All organizations need to expand their data access points and also incorporate data flows in their decision making process. For McKinsey, the ability to collect, classify and understand a data will be “the next frontier for innovation, competition and productivity”.

The challenge for companies will also be on wading through pages and pages of information to determine what is just ´noise´ and what is important, and will use this information to make business decisions.

For the organizers of incentive programs, this raises similar issues. Businesses and vendors alike must be prepared to expand their access points to match data sources available to them , for example, not only to sales or the date of the program, but also social media metrics platform mobile, the preference of individual participants and demographics , among others.