Over the last few decades several organizations have continually surveyed and tracked the results and impact of business incentive reward programs. The groups listed below have become recognized within the business world as the guideposts for reporting qualitative data analysis, financial results and organizational impact of incentive programs;

• Incentive Federation
• Wyatt Watson Worldwide
• Society of Incentive & Travel Executives
• Harris Interactive
• Gallup Polling
• Maritz Research
• Human Capital Institute
• Luxury Institute

The research and findings that these organizations have found overwhelmingly
supports the fact that the reason successful companies employ high-impact reward
programs is………….THEY WORK! Incentive Programs are proven to:

• Attract Stars and “A” Team Performers
• Motivate Stars and A’s to Excel
• Motivate B’s to Ascend to the A Team
• Retain Top Performers….who are the ones proven to build a company’s market value the fastest.

 

of the companies on the these lists report using Non-cash Incentive Programs; INC 500 FORBES 2000 INC’S FASTEST GROWING COMPANIES FORBES LARGEST PRIVATE 200

 

Why is it critical to retain and attract Stars right now?

Because the largest pool of experienced talent, the Baby Boomers, is shrinking rapidly and the next pool, the Baby Bust generation, is significantly smaller.

Consider that:

• The post-WWII “Baby Boom” generation is the largest generation in the
  U.S. and has dominated the workforce of most organizations for decades.
• As the “Boomers” retire their positions will be taken over by members of
  the “Baby Bust” generation and there is simply not enough of them to fill
  the positions.
• There were 9,500,000 less births during the “Bust” generation than during
  the “Boomers” generation.
• The U.S. Bureau of Labor Statistics forecasts a shortfall of 10 million
  workers by 2010, with the greatest deficit to occur in the 25-44 age
  group.

The Broader Talent Challenge

	Every day, 10,000 Baby Boomers turn 55 years old
	1 experienced hire will enter workforce for every 2 that leave
	Current graduates will experience 11 to 13 jobs in their lifetime
	85% of jobs today require education beyond high school, compared to 61% in 1991
	Less than 70% of public high school students graduate on time; only 38% of US labor force holds at least a 2-year degree
	60% of new jobs require skills possessed by 20% of workforce
	79% of companies see significant gap in talent pipeline; 40% say this is an acute problem
	Only 14% of workforce is highly engaged