All programs will need to evolve, but frequent stops and starts to a program cause mistrust of leadership. All programs need to be developed with the end in mind.
What is it that the organization is trying to accomplish with this program? Is the program transparent and well communicated through the organization?
A rushed or short-sighted program may appear too top heavy or either too expansive or too narrow in members. Those that are not included may become disengaged and disruptive.
Incentive programs should have at least annual check ups to be sure that the program is still relevant to the organization. A part of this check up must include running scenarios over and over again to be sure the program is acting as an incentive for the behaviors that are really wanted.
In this video series, Courtney Stearns, Sue Weiler-Doke, and David Brown discuss the most common questions we get from contractors about incentive programs, including a bunch of great questions from the audience.
This is Part 11 of a 20-Part Series
Topics Covered in the Series Include:
- Union vs Open
- Mitigating the Talent Shortage
- Prerequisites
- Culture
- Alignment
All relationships start with a simple conversation. Let’s schedule some time to talk about your specific challenges and opportunities.
