Not Just Tchotchkes Anymore!

Though standard ballpoint pens, coffee mugs, key chains and tee shirts will always stay in the mix, there is a growing desire for corporate gifts, give-aways and “leave-behinds” to make a statement and lasting impression on recipients.

Corporations and their marketing departments are expressing a bigger interest in products that “fit” the brand and demonstrate creativity and marketing expertise even though product is more expensive.  Many ASI suppliers have added brand names to their product lines to enhance their offerings and attract these higher end shoppers.  The rule of thumb in most every product search is “high perceived value” at the best possible price.  Brand Name Merchandise Awards that Motivate

“Promotional” grade items are less popular and even unacceptable to some.  There is a growing appeal for the association of corporate brand recognition with brand name gifts.  Useful, high quality items that will last and be utilized over and over, therefore extending the exposure of the company logo, are sought after more often than not.   The old adage, “you have to spend money to make money”, is taking on new meaning.  Instead of making purchases to get as many as you can for the dollar, more money is being spent per item on lower quantities in order to make a better impression on sought after prospective customers.

But, whether it is a need for 5,000 BIC® pens, 500 Tervis Tumblers® or 50 High Sierra® backpacks, you can depend on All Star Incentive Marketing to find those top quality items for the best price.

In economic terms, the multiplier effect refers to the proportional increase or decrease in final income that results from an injection or withdrawal of capital. In terms of Safety Reward Programs, the multiplier effect might refer to the ROI² (Return on Incentive Investment). A properly structured program significantly impacts overall employee engagement and safety culture, where employees are attuned to safety-related issues, inspired to display “Above & Beyond” safe behaviors, willing to be safety ambassadors, and encouraged to promote learning and support continuous improvement. Such best-in-class programs are designed to promote group objectives and reward individual behavior, engaging, motivating, and rewarding the people behind your success.
 

Fortunately, there are thousands of companies in high-risk industries that have excellent safety programming, training, and coaching in place. Many include safety in their list of core values and have invested heavily in EHS (Environment, Health, and Safety) technology, training, telematics, and personnel. However, too many miss the opportunity to incentivize and recognize individual safety contributions, behaviors, and performance.
 

Programs featuring tangible and experiential awards as the reward currency can have a multiplying effect that pays dividends. Benefits include a more highly engaged workforce, fewer accidents and incidents, reduced claims and losses, lower turnover and absenteeism, better communication, increased productivity, visibility to leading and lagging indicators, incremental coaching and training opportunities, and improved profitability.
 

So, what’s the rub? Are engagement programs focused on employee safety, health, and wellness expensive to implement? Do they only make sense for companies with thousands of safety-sensitive workers? The answer to both questions is no. Properly structured programs can be cost-effective and right-sized for companies with as few as 100 safety-sensitive workers up to those with 10,000 or more. The ROI² of these programs can be expressed as a ratio (in this case, 4:1), with quantitative results showing a savings of $4.00 for every $1.00 invested and qualitative results revealing higher employee morale, which serves as a catalyst for productivity. Safety Reward Programs help to mitigate risk, elevate employee engagement, and improve overall safety culture. They also present an excellent opportunity for companies to simply say thank you to their employees for being safe, committed, and engaged.
 

People have an inherent need to know that their efforts do not go unnoticed. Safety Reward Programs provide the stimulus and energy that encourage employees to perform at their best and achieve new heights.

cindy

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