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.

Safety and Wellness Incentive Programs on the Rise

April 16, 2014 by

safety and wellness incentive programsAccording to the inaugural 2014 Incentive Safety and Wellness survey by Incentive, budgets for safety and wellness incentive programs are increasing.  The survey also found that the primary reason behind companies’ expanding investments in safety and wellness is program effectiveness.

Nearly three quarters – 73.5 percent – of respondents viewed their safety incentive program as either very effective or extremely effective.  22.4 percent said their program was somewhat effective.  Reducing accidents and preventing injuries were the most commonly stated program goals (61.2 percent) with over a third (34.7 percent) listing financial benefits such as reducing healthcare costs, workers compensation costs and absenteeism.

Wellness incentive programs are primarily geared toward improving employees’ health; the reason given by 64.5 percent of respondents.  27.4 percent said improving productivity, reducing healthcare costs and decreasing absenteeism were primary goals.  Wellness incentive programs encouraged employee participation in a variety of activities – with these as the most popular:

  • Physical fitness activities such as walking or jogging – 74.2 percent
  • Regular medical checkups – 61.3 percent
  • Smoking cessation programs – 58.1 percent
  • Health risk assessment surveys – 53.2 percent
  • Monitoring health conditions such as hypertension or diabetes – 51.6 percent

Our clients often maximize effectiveness by implementing wellness with other companywide recognition and incentive initiatives (such as safety).  If you are revising an existing program or designing a new one – consider the following suggestions as best practices.

  •  Management support and involvement is imperative.  Executives, managers and supervisors should all take an active part in the program’s execution and activities.
  • The incentive component isn’t enough.  Safety and wellness incentives can keep safe and healthy practices top-of-mind, but it’s also crucial to reinforce safety training and operating procedures.
  • Award leading behaviors – not just safety performance.  Use incentives to encourage key activities and behaviors.
    • Taking safety training
    • Conducting safety training sessions for team members
    • Reporting near misses and unsafe conditions
    • Participating in safety meetings
    • Identifying workplace hazards and developing solutions
    • Maintaining proactive safety attitude
  • Involve everyone.  Encourage, recognize and award employees who take part in safety suggestion programs, accident investigations, safety committees and inspections – and allow them to participate during their regular work hours.  Wellness incentive programs are most effective when teams are involved.  Social activities and accountability will improve long term participation and results.
  • Program communication is essential.  The program should be communicated globally throughout the company.

Contact us to discuss how QIC’s safety and wellness incentive programs can benefit your organization.

Building Trust with Program Communications

March 27, 2014 by

The design of any recognition or incentive program should be based on thoughtful consideration of the program’s purpose and potential for positive change.  Clearly defined, measurable objectives further increase the odds for successful results.  In addition, you must employ effective program communications to inform, engage and motivate program participants. QIC’s IncenTrac online points platform is… Read more »

Managing to Motivate – Improving Employee Engagement

January 29, 2014 by

Monday I referred to Gallup’s study entitled The State of the American Workplace: Employee Engagement Insights for U.S. Business Leaders – and its finding that managers and leaders hold a powerful influence on workers’ engagement levels.  Employee engagement is enhanced when leaders focus on employee strengths – motivating them to participate in the success of… Read more »

Employee Recognition: Meet the New Boss – Same as the Old Boss?

January 27, 2014 by

The need for effective employee recognition programs is driven by many factors – obstacles to your efforts to improve employee engagement and develop a true culture of recognition.  Some are the result of “external” factors, as mentioned by Sarah White in her article entitled Top 3 Employee Rewards and Recognition Trends for 2014 – company… Read more »

Employee Engagement: Are you In or Out?

January 21, 2014 by

“You’re either in or you’re out.”  A long-time friend and former partner is oft-times heard uttering these words – his way of sizing up situations and dealing with indecision or ambiguity.  While applicable in a good number of life and business scenarios, it doesn’t reflect employee engagement in the American workplace, according to Gallup’s 2013… Read more »

The Rippling Effect of Recognition and Gratitude

January 17, 2014 by

Alison Newman’s post – Expressions of Gratitude: Building Blocks of Recognition – was inspired by January’s designation as National Thank You month.  Alison discusses the positive impact expressions of gratitude and appreciation have on individuals when they and their efforts are valued by others – and the organization.  The individual, however, isn’t the only benefactor… Read more »