Author: Jeff Edwards

As Vice President of QIC, Jeff oversees daily operations as well as the company’s strategic marketing initiatives. He has 20+ years in the incentive and recognition industry with prior lengthy experience in retail marketing/advertising and consumer loyalty.

Design Flaws: Painfully Frustrating

design flawsDo you notice products or devices that exhibit obvious design flaws?  Could be some tech gadget, household gizmo, or garage tool – when the design is inherently bad, the item is short-lived or practically useless.  This can be painfully frustrating if you purchased it.

Back in 1985 a friend of mine purchased a Yugo – an automobile that was initially imported and marketed in the U.S. as a tremendous value – given its $3990 MSRP.  It was promoted with a 10 year/100,000 mile warranty and free maintenance.  The car had to undergo over 500 design changes to meet U.S. regulations and had a top speed of 86 mph, making it the slowest automobile sold in the country.

The Yugo managed to make several Worst Car lists, including TIME’s 50 Worst Cars of All Time.  As for my friend, he hit a parking lot pothole doing 20 mph and his car was totaled.  Referring to the first paragraph above – this can be painfully frustrating if you purchased it.

In the same context, we spend a great deal of time discussing incentive program design.  Peruse the pages of our website, blog, and collateral material and you will recognize a recurring theme: soundly designed programs for the most part, succeed.  In fact, well-designed programs often grow, mature, and continue to produce favorable results for many years.

This article by Paul Hebert – Take Me to the Pilot discusses the value of good program design.  Citing a recent article on the University of Chicago site, he draws some interesting conclusions about program effectiveness.  As Paul accurately points out-

“More often than not… any discussion on how and why an incentive failed will ultimately come back to a program design flaw.  And for the record – designing incentives isn’t easy. There are a lot of moving parts and a lot of psychology that go into the proper design of a program.”

I encourage you to read his entire article and the referenced study – well worth the time.  Paul sums up his post with this: Rewards work in most business situations.  WHEN DESIGNED APPROPRIATELY.

We agree!  In fact, we so agree with the importance of good program design that we offer our expert consultation at NO CHARGE.  Contact us to discuss your next program – to avoid a painfully frustrating experience.

The Game of Sales

I’ve always enjoyed the game of baseball.  There’s something about its “simple complexity” that separates it from other ball or stick & ball contests.  Baseball is played at a slower pace than other sports and therefore might seem boring to some.  However, the strategic and tactical adjustments made during the course of the game make… Read more »

Safe for Life

When it comes to employee recognition programs, none are more important or impactful as well-crafted, properly executed employee safety programs.  Keeping employees safe at work should be an essential part of any organization’s mission, and we are proud to play a role in assisting our clients with this important responsibility. June has been named National… Read more »

Recognition Made Fun

Designing and managing employee recognition programs is among the most enjoyable aspects of our mission. When employees are recognized for their efforts and achievements, engagement and culture are positively influenced – and we take great pleasure in witnessing the results. One of the more popular and enjoyable features of our recognition platform allows participants to… Read more »

Engagement worldwide is what?

As noted last week, Gallup’s tracking of engagement in the U.S. over the past fifteen years shows little change in the number of engaged employees.  While this leaves much to be desired and much room for improvement, we should have optimism for future results.  According to Gallup, companies with highly engaged workforces outperform peer organizations… Read more »