Juliet Caswell, Product and Proposition Director at CR Worldwide, details the importance of incentivised learning to help create brand ambassadors out of staff.

When your brand uses a sales channel to sell its offering, it needs to stand out from the competition. But as your channel staff sometimes sell products or services for other brands which are similar to yours, this can be easier said than done.

Making sure your sales channel staff know and understand your brand and keep it front of mind is fundamental to standing out. They should also adapt the right attitude to want to do more for you, over your competitors. Behavioural change is key to your channel staff achieving these things. And this where the idea of incentivised learning can help.

Learning with incentive

Incentivised learning takes the concept of e-learning and brings it into a reward system, such as for a sales channel incentive scheme. By doing this, it builds upon the idea of online learning, as a way to help upskill your staff, but also encourages employees to behave and perform in the way you desire.

With traditional e-learning, an employer will give their employees some online training to complete in relation to an area of their job. While research shows this form of training, which is growing in popularity, can help upskill staff, the approach of just giving employees the training creates the idea that a business expects their employees to complete it. Knowing the purpose of the training is to benefit the wider business, the employee might also wonder, what’s in it for them?

Rewarding the employee for successfully completing said training can help overcome this hurdle. It takes away the idea that staff are just expected to do the training without question, and instead, shows that the employer values and appreciates them and the time and effort they have put into it. It also helps communicate the importance an employer places on completing the training successfully.

Learning that changes channel behaviours

So how does all this help your brand help your sales channel staff achieve behavioural change?

The way incentivised learning works means brands can use it to reward sales channel staff for building knowledge of everything from their latest products and core services to their company history and business objectives. Incentives could include points that staff can collect to claim a bigger reward, like a personal gift or experience. Staff can also be set goals to help put into practice what they have learnt in their training, such as using their new knowledge to sell a brand’s latest product to a new customer.

By creating sales channel staff who know your brand well, you can achieve behavioural change – that is, the ideal behaviour you want staff to embody to become an effective salesperson for your brand. For instance, how they perform, how well they can sell your products, and how they view your brand over your competitors.

There are different ways incentivised learning could be used to help achieve this behavioural change.

Building mindshare

By providing training that comes with an incentive, you can encourage staff to want to learn more. They know that there is a reward each time they complete training, so there is an incentive to keep building their knowledge. Moreover, the more learning programs they complete, the higher that knowledge can become. As a result, you can create staff with greater mindshare of your brand that can more effectively help sell your offering and convert more customers.

Keeping your brand front of mind

Using incentives to encourage staff to complete training across your business can constantly remind them of your brand, helping to increase brand awareness. For instance, they could associate the rewards they win with your brand, making it feel more prominent than your competitors and helping to keep it front of mind. In doing this, while sales channel staff will have targets to hit, selling for your brand might feel like a priority.

Creating brand ambassadors

Over time, your channel sales staff can become proud experts on your brand. This, paired with the right knowledge, mindset and attitude, will encourage employees to feel loyalty towards it, enough to become a brand ambassador – embodying your brand and everything it stands for. They will speak highly of your brand, not just in their daily job, but outside of their working hours, like in their social circles, at company events and on social media.

Ideal employees to further your brand

Adding a strong learning program to your sales channel can only be a good thing when aiming to build brand awareness and team knowledge. When an incentive is attached to that learning, it doesn’t just help create highly skilled staff, who are better equipped to sell in your sales channel. It helps those staff achieve behavioural change, becoming the ideal employees to take your brand further.

Established in 2002, CR Worldwide helps companies grow by enabling them to reward best behaviours from the people most valuable to their success – employees, customers and partners. In creating award-winning recognition, incentive and event programs, the company’s solutions help companies to engage these people and improve performance.

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Alex Agertoft, Sales & Marketing Executive at Black Tomato Agency details five ways to ensure great team performance.

It’s a challenge that faces every organisation – how do you motivate your staff and keep them striving to smash ambitious company targets?

At Black Tomato Agency we spend our days crafting experiences to motivate and inspire global audiences in far-flung parts of the world. And while there’s no denying the power an incentive can have when it comes to team performance, we know that’s only one part of the puzzle. It’s accepted that a motivated employee is a productive one, but in this age of information overload, as expert opinions flood every blog, magazine and white paper, sometimes it’s difficult to know which advice to listen to. So let us help, with a distilled run-down of five effective ways to engage and motivate your staff.

1. Managerial Recognition
Manager behaviour is often the make or break of a business’ success. As the saying goes, employees join companies, but leave managers and the stats support the bumper sticker. A Gallup poll of over one million US workers confirmed that 75% of those who left their jobs voluntarily did so because of their immediate manager. While a survey by Tjinsite found that more than 35% of employees consider lack of managerial recognition at work as the single biggest hindrance to their productivity.

Everyone responds well to a pat on the back for a job well done. It confirms that their work is valued and that they’re contributing to company goals. Whether it takes the form of a simple thank you email from a manager, a public toast at after-work drinks or an elaborate double-page ad in the FT, the effect is the same; tap into that fundamental human need for appreciation and you’ll see a positive response.

 2. Peer Recognition
Peer recognition is another vital building block in fostering a positive company culture. It generates a sense of loyalty amongst a team, improves motivation and creates a sense of working towards a shared goal. Encouraging a team to look up from their desks and appreciate the successes of those around them can mean just as much, if not more, than recognition from management themselves.

The golden rule for recognition is the earlier it happens after an event, the better it is. It’s no good thanking someone a month after the fact, so if you can successfully weave a culture of peer recognition into the fabric of your company, you’re in the best possible position to provide instant feedback. This will, in turn, encourage behaviours that you value and help align your business goals with employees’ performance goals.

 3. Rewards
Over the course of 10 years, Sirota Consulting surveyed 2.5 million employees in 237 private, public and non-profit organisations in 89 countries to reveal that only 51% of workers were satisfied with the recognition they received for a job well done… so how do you up the ante? In reality, the impact of the recognition model can only go so far, a Market Tools Inc report revealed that 77% of employees said they would be more motivated if their hard work was rewarded rather than simply recognised – people are looking for a return on their extra effort.

What this reward looks like is the big question in itself – the key is finding out what makes an employee tick. Historically, people have been motivated by money so it stands to reason that if you offer someone a financial results-based reward then they’ll work harder to achieve those objectives. Research by TED favourite Dan Ariely and his collaborators clearly demonstrates that financial rewards increase productivity. Interestingly, however, once the reward cycle had run its course, productivity actually dropped below pre-reward levels. Not exactly the long-lasting legacy – or return on investment – we’re all looking for.

So how do we avoid the competition ‘hangover’? We lose the cash. Studies show that employees respond best to well-designed reward programmes that distribute non-monetary rewards. This might seem counter-intuitive since cash is the most flexible prize, but people tend to recognise that they’re likely to spend the money on something either mundane or instantly forgettable. So, whilst it’s unlikely that anyone’s ever going to hand back that cheque from Sandra in accounts, the self-motivation and superior levels of performance you’re looking for could be a plane ticket away.

The real value of an experiential reward comes from the opportunity for winners to make emotional connections, create lasting memories and reinforce positive associations with the organisation behind it. According to a 2013 survey by SITE, 96% of employees are motivated by the prospect of a travel incentive, and of those who earn that sought-after seat on the plane, 72% feel an increased sense of loyalty as a result. These are impressive figures even before taking into account the effect on productivity.

A study by the International Society for Performance Improvement found that incentive travel programmes increased individual performance by up to 22% and of a team by 44%. Similarly, the Incentive Marketing Association’s Recognition Council notes that companies that recognise their employees in this way outperform competitors by 30-40%. We may be biased, but you really can’t argue with the stats.

4. Employee Wellness
We know that companies can benefit from increased productivity by focusing on the physical, mental and social well-being of their workforce – and that poor mental and physical health costs British companies an estimated £26-40 billion per year. That’s the equivalent of more than £1,000 per employee, a figure that doubles when we take presenteeism into account – a term used for people who are physically at work but not actually engaging with it. So how do we turn wellness into a motivator? Just make it a priority.

Employees are increasingly looking for companies that prioritise that all-important work-life balance; that’s why the likes of Asana’s nap rooms and unlimited paid time off, as well as Google’s onsite chiropractors and guitar lessons regularly see them attract the top talent (and keep them there). Look at wellness initiatives as an opportunity to take care of your bottom line as well as your employees’ health and happiness and it’s a win-win all-round.

5. Clear Roles & Progression Plans
Companies with a highly engaged and motivated workforce have 37% fewer sick days, 30% higher productivity, and up to two-and-a-half times better customer satisfaction than the average business. So what’s one final tool that is well within your managerial powers to influence? Clearly defined job roles and plans for future progression. Quite simply, talented people want to progress.

If your employees don’t have a clear idea of how they need to work or what they’re working towards, they’re unlikely to ever get there. Implementing both short and long-term development plans is one of the best ways to demonstrate your commitment to your staff. Through honest, two-way communication you can highlight achievements, pinpoint development areas, improve team effectiveness and boost retention – all ingredients that fuel an employee’s fire to succeed.

So be a fire starter. It’ll make the boat go faster.

Black Tomato Agency are specialists in delivering world-class prize promotions and reward campaigns. They create, manage and fulfil boundary-pushing prize experiences for the world’s most demanding brands. With an in-house team of travel experts, videographers and event planners, they work with the biggest brands and agencies to deliver ‘wow factor’ solutions, ranging from once in a lifetime experiences to unique and engaging prizes to brand experiences for multiple guests.

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Valassis, the UK’s largest coupon and voucher services provider, has launched Cashback & Rewards, a new multi-channel promotional solution that facilitates direct payment between the brand and the promotion’s beneficiary, removing reliance on third parties to fulfil the promotion.

Valassis says cashback has significant and broad-reaching promotional applications – research has found that nearly 20% of shoppers made a purchase or spent more than planned because of a cashback offer. Cashback & Rewards can be implemented for any number of target audiences – shoppers, merchants or even staff, as an employee benefit – the company adds.

The Cashback & Rewards mechanic has been designed to be simple for the shopper, the company says. Once they have bought a product, the shopper inputs their details online along with a picture of the receipt and is then sent a cashback or reward payment.  Payment can be delivered via a number of methods – cash, PayPal, cheque or coupon. Rewards can also be product samples or entry into a prize draw.  This direct fulfilment allows brands to reinforce messages, which often is not possible when fulfilled via a third party.

Valassis has worked with brands across Europe to deliver Cashback & Rewards for products in the pharmaceutical sector, with cashback given to both merchants and shoppers. The service is now being made available in the UK.

Charles D’Oyly, Valassis’ Managing Director, observes: “Our new Cashback & Rewards solution means that brands can deliver benefits directly to intended beneficiaries and without involving point of sale.  It taps into existing interest among consumers for cash back and represents a flexible and compelling promotional tool to engage shoppers via an easy and seamless customer experience.”

Valassis Limited is the UK’s largest coupon and voucher services provider, performing crucial data management and financial clearing services. Responsible for handling most of the UK’s coupons and vouchers, Valassis Limited is uniquely positioned to deliver insights on UK consumer promotions and is regularly quoted as an expert in the media. Valassis is a wholly-owned subsidiary of Harland Clarke Holdings, a US provider of payment solutions, multi-channel marketing campaigns, and secure data-driven lead generation and critical communications.  In addition, Harland Clarke provides promotional products, call centers, and governance, risk and compliance (GRC) solutions.

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The Institute of Promotional Marketing (IPM) has announced the shortlist for The IPM Awards 2018, the promotional marketing industry’s most prestigious recognition programme.

Richard Pink, Head of Awards at the IPM, says: “We’re delighted to reveal The IPM Awards 2018 entries which have been selected by our first stage judging panels as being worthy of consideration for a Bronze, Silver or Gold trophy, or for one of our three special Awards. Our awards programme showcase the latest and greatest campaigns and work being delivered within the promotional marketing industry. We’re looking for those exceptional promotional campaigns that have displayed effectiveness, creativity and innovation in their field. We want to recognise and reward the blood, sweat and tears that go into delivering the best that promotional marketing has to offer.”

The IPM Awards 2018 shortlist – which can be seen in full on the IPM website – shows the breadth of mechanics, techniques and channels covered by promotional marketing, including classic promotions, shopper marketing, experiential marketing, partnership marketing, digital, and motivation and incentives.

The winners of the coveted IPM Awards – Bronze, Silver, Gold and the Specials, the Brand Owner of the Year, the Agency of the Year and the Grand Prix, for the best campaign of 2018 – will be revealed at The Awards Gala Dinner on 14th June 2018 at the London Hilton, Park Lane. Table Bookings are now open for what will be the biggest networking event for the promotional marketing industry in 2018.

The IPM Awards are the premier recognition platform for the UK promotional marketing industry and have been going for more than 40 years. The Headline Sponsor for the IPM Awards 2018 is Sodexo.

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Ovation Incentives, the London-based technology-focused performance improvement agency, has signed a strategic marketing alliance with GC Incentive, a leading US incentives and rewards company based in Omaha, Nebraska.  The agreement will enable customers of both companies to benefit from the combined technology, reward and motivation solutions offered by these industry-leading innovators.

The move is designed to take advantage of major trends facing the incentives and recognition industry.  With increasing numbers of US companies demanding global reward and recognition solutions and European companies seeking comprehensive US reward coverage, the alliance brings together these recognised market specialist firms to deliver a single-source solution.

The sharing of knowledge, technology and relationships between the firms brings a combined 36 years of customer experience to the marketplace, having successfully served customers in over 100 countries.  This strength of heritage will be evident as the companies begin to market their combined solutions in the coming months.

Jonathan Grey said the alliance with GC Incentives will extend the reach of Ovation Incentives, which he founded in 2001: “This alliance is a very natural fit for Ovation.  In GC Incentives we see a company that shares the same values of innovation and customer success that we endeavour to follow ourselves.  The business methodology behind our technology and product offerings are very similar, and I’m sure that our customers will see this alliance, and the strong connections that it brings, as a win-win for all.”

For GC Incentives, the opportunity represented by the alliance with Ovation Incentives is one that CEO Rick Buer said will provide strategic benefits to customers.

“We already know how important having a global footprint is to those who look to the incentives industry for leadership,” said Buer. “Working with Ovation Incentives is one more step forward in delivering that global perspective in our business.”

The alliance enables GC Incentives to market Ovation’s Encore platform for global employee recognition solutions, as well as their Universal Voucher System for global reward solutions. GC Incentives will make its GiftPass reward fulfilment technology available for use in the U.S.

As part of the alliance, Ovation Incentives’ Universal Voucher technology will be further developed to meet various client needs for both companies, an example of which would be initiatives to promote corporate wellness programs and sales incentive solutions.

Both companies have agreed to align their sales and marketing tools and assets for their mutual benefit.

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Inflexion Private Equity has announced that funds managed by Inflexion have completed the buyout of Virgin Experience Days, the UK’s leading experiences business.

Virgin Experience Days offers curated experiences to consumers and corporates, from flying Spitfires to short luxury breaks, selling over 750,000 experiences annually. A high-growth business, revenue has doubled to £50m in three years, driven by a seamless tech-enabled customer experience and the ongoing consumer shift to sharing experiences over tangible goods.

Virgin Experience Days operates B2C and B2B divisions. Virgin Incentives, the B2B division, offers experience days for employee rewards and recognition programmes, with clients such as Barclaycard and Samsung.

As part of the buyout, Inflexion introduced leisure sector expert, Simon McMurtrie, as Chairman and the highly experienced Commercial Director, Matthew Briggs. Both will work alongside CEO Paul O’Brien who has led the business for over a decade. Inflexion will work closely with this team to create long-term sustainable growth.

Capitalising on our international reach, Inflexion will help accelerate sales into new markets with growing demand for personalised experiences, and support the re-launch of Virgin Incentives in the multi-billion-pound employee rewards and recognition market. Inflexion’s digital expertise will also help advance the company’s digital marketing strategy.

Paul O’Brien, CEO, Virgin Experience Days, says: “It’s been a pleasure leading Virgin Experience Days over the last 12 years, and I am proud of the successful business it is today. Inflexion shares our vision for growth, backed by their digital expertise and international reach; we look forward to a prosperous partnership.”

Tim Smallbone, Head of Enterprise, Inflexion, adds: “Virgin Experience Days is a globally recognised and respected brand with international growth potential. We’re delighted to back an ambitious management team in a sector where Inflexion has a strong track record, with businesses such as On the Beach, Reed & Mackay and Reward Gateway. This is the third investment this year for our Enterprise Fund that partners with high-growth businesses in the lower mid-market.”

The Inflexion deal team comprised of Tim Smallbone, Tom Pemberton, Shiva Tiwari and Robin Senivassen. Smallbone and Tiwari have joined the Virgin Experiences board on completion.

Inflexion is an award-winning UK mid-market private equity firm, investing equity of £10m to £150m in high growth, entrepreneurial businesses with ambitious management teams and working in partnership with them to accelerate growth. A mid-market specialist with bespoke teams and dedicated capital, Inflexion backs majority or minority investments in the lower mid-market, mid-market buyouts and provides minority solutions for larger mid-market companies through its dedicated Partnership Capital offering.

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Jonathan Grey, Founder and CEO of Ovation Incentives, the technology-led global rewards and recognition specialist, has been named as the new President of the Incentive Marketing Association Europe.

Grey has been an IMA Europe Board member since the inception of the association eight years ago and succeeds Brian Dunne, Managing Director of Action Solutions, as President. The IMA Europe is part of a global IMA network of over 500 agencies and suppliers committed to promoting, creating, and managing the use of incentives and recognition programmes to improve business performance.

Since founding Ovation 15 years ago, Jonathan Grey has been an active participant in the business communities that seek to promote standards and foster relationships in the gift card and business incentive markets in the UK and Europe.

Grey says: “It is a tremendous honour to be appointed to the role of President of IMA Europe.  Under Brian Dunne’s leadership, IMA Europe has grown from strength to strength with members from the Atlantic coast to the Ural Mountains actively engaged in developing standards and driving results for all our clients and colleagues.”

He adds: “In the coming year, I hope to build upon the solid foundations that we have laid down for our industry and continue our traditions of bringing together great people from all over Europe to connect, learn and develop the next generation of incentive marketers.”

Brian Dunne comments: “I am delighted that Jonathan will be taking over the reins and I look forward to supporting him and the rest of the board in the role of Past President.” Dunne will also continue to serve on the IMA Global Board.

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The entry deadline for the Institute of Promotional Marketing Awards 2017 is in less than three weeks on February 28^th – and agencies and brand owners who want to enter their promotional campaigns from 2016 are being encouraged to get their submissions together now.

The IPM Awards 2017 Call for Entries booklet plus top tips on how to write entries and examples of ‘best-in-class’ award-winning campaigns can be found in the awards section of the IPM website.

Richard Pink, the IPM’s Head of Awards, Judging & Entries, says: “Our judges are looking to reward campaigns that stood out in an incredibly competitive market during 2016, that worked hard for the brand and that delivered exceptional results. Tell us your stories and let us know why you deserve to win!”

The IPM is the industry body for promotional marketing, and its awards, which have been running for 40 years, have been created to showcase and champion the best work created in the previous year.

Any campaign which included a promotional element and which ran in the UK during 2016 is eligible for entry. Campaigns which ran outside the UK are also eligible, if they were created by a UK agency or for a UK-based brand or company.

To qualify, campaigns must have been running at some point during 2016; they can have started in 2015 and carried on into 2016, or they can have started in 2016 and run on into 2017. While the IPM would ideally like to see full results, Pink acknowledges that that may not be possible for campaigns which continued into 2017 (or which are still going).

He says: “Obviously, we’d ideally like to see full results, but we realise that, particularly with campaigns which are still live in January and February, that isn’t always going to be possible. In cases like that, we’re encouraging people to enter and explain clearly why they can’t provide absolute results. The judges will understand.”

Further information and advice on this topic is available on Richard Pink’s LinkedIn page.

The IPM also has its own YouTube channel, which features videos from a number of this year’s judges providing their Top Tips on how to create the best possible award entry.

Brands and agencies do not have to be members of the IPM to enter, although IPM members get discounts on their entry fees.

The trophies will be presented at the IPM Awards 2017 Gala Dinner on June 7^th 2017 at the London Hilton on Park Lane.

The headline sponsor for the IPM Awards 2017 is SODEXO and its subsidiaries Protravel, Filmology, Fotorama and Entice. Other partners include Promotional Handling Ltd, Sykes and i-movo.

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The Institute of Promotional Marketing, the UK industry body for promotional marketing, has just celebrated the latest graduates on its key training courses, the IPM Certificate in Promotional Marketing, the IPM Diploma in Promotional Marketing and the IPM Incentive & Motivation Diploma.

Students on all three courses collected their certificates at a graduation ceremony at the House of Commons on Wednesday February 1^st 2017 from IPM President Lord Black of Brentwood and IPM Chairman John Sylvester in front of an audience of 120 people, including fellow students, family, friends and colleagues and course markers and mentors.

In her welcoming address, IPM Managing Director Carey Trevill stressed how important it is that marketers are fully grounded in all the skills, disciplines and mechanics that can be deployed in promotional campaigns.

Trevill said: “An IPM Diploma means expert. It means specialist. It means you understand your subject like no other and you have the right skills and grounding in the law, regulatory system and best practice to promote your clients and their brands effectively. It means that you are qualified to invest their money in activities that will grow their brands.”

In his speech, John Sylvester pointed out that the graduation was taking place on the same day as the historic vote in the House of Commons to trigger the Brexit process. “For marketers, expertise and professionalism have never been as important as they are in these historic times.”

The IPM Diploma is seen as the best possible grounding for anyone responsible for running promotions within the UK and mainland Europe. The course involves a series of assignments and a set brief that has to be completed within a six-month period.

Candidates leave the course with a foundation knowledge of promotional marketing necessary to understand the discipline’s role within integrated communications campaigns, including planning, instigating and managing effective promotional marketing concepts with confidence.

The IPM Incentive & Motivation Diploma is a qualification specifically designed for the reward and recognition industry. It takes the form of a distance learning programme with a range of modules covering different specialisations and a set brief, all of which have to be completed over a five-month period.

It provides a thorough understanding of incentive and motivation techniques and is widely recognised within the industry as the benchmark for best practice, ensuring that candidates are able to confidently plan, instigate and manage Incentive & Motivation campaigns.

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The entry deadline for the Institute of Promotional Marketing Awards 2017 is in just 40 days’ time – and agencies and brand owners who want to enter their promotional campaigns from 2016 are being encouraged to get their submissions together now.

The IPM Awards 2017 Call for Entries booklet plus top tips on how to write entries and examples of ‘best-in-class’ award-winning campaigns can be found in the awards section of the IPM website.

Richard Pink, the IPM’s Head of Awards, Judging & Entries, says: “It’s time for brands and agencies to submit their Awards entries and help us celebrate the amazing talent, the hard work and the promotional successes of 2016! As the industry body for promotional marketing, the IPM is here to proudly showcase and champion your work over the past year, and ensure you and your peers receive the industry-wide recognition you deserve.”

The IPM has just run an online Masterclass on crafting the perfect IPM Awards entry, hosted by Richard Pink, which attracted nearly 100 attendees from agency, service companies and brands.

One issue which the Masterclass highlighted was a concern over results from campaigns which started in 2016 but which continued on into 2017 and either finished close to the February 28^th entry deadline, or which will still be running after that.

Pink says: “Obviously, we’d ideally like to see full results, but we realise that, particularly with campaigns which are still live in January and February, that isn’t always going to be possible. In cases like that, we’re encouraging people to enter and explain clearly why they can’t provide absolute results. The judges will understand.”

Further information and advice on this topic is available on Richard Pink’s LinkedIn page.

The IPM also has its own YouTube channel, which features videos from a number of this year’s judges providing their Top Tips on how to create the best possible award entry.

Marketing campaigns which ran anywhere in the world are eligible for entry to the IPM Awards 2017, so long as they included a promotional element and they were created and run either by an agency based in the UK or on behalf of a brand based in the UK.

Brands and agencies do not have to be members of the IPM to enter, although IPM members get discounts on their entry fees.

The trophies will be presented at the IPM Awards 2017 Gala Dinner on June 7^th 2017 at the London Hilton on Park Lane.

The headline sponsor for the IPM Awards 2017 is SODEXO and its subsidiaries Protravel, Filmology, Fotorama and Entice. Other partners include Promotional Handling Ltd, Sykes and i-movo.

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