WE DESIGN INCENTIVES FOR ORGANISATIONS AROUND THE WORLD

PERFECT PROGRAMS FOR ALL TYPES OF GROUPS

DISCOVER A POSITIVE DIRECTION

PART OF FUNEVENTS.COM

TALK TO US ABOUT EMPLOYEE INCENTIVES

BENEFITS BEHIND INCENTIVES

Incentives within an organisations DO WORK. The secret is understanding prior to any travel, what it was that bonds people within a set group. For example, Accountants (Analytical Cultured) & Sales People (Open minded) are two extremes of the work spectrum in that one mindset would be about balancing and forcasting and how best on saving current revenue and financially streamlining an organisation versus spend, spend, spend and convert results from any marketing campaign .

Take a close look at how we as an organisation add real value in helping corporate organisations increase their bottom line profits.

HOW CAN AN INCENTIVE COST NOTHING?

HERE’S A BESPOKE STAFF INCENTIVE IDEA FROM 2 NIGHTS

FIRST… Lets define the term incentive. – A reward bestowed on either an individual or a group of individuals (TEAM) as a sign of appreciation. This is how incentives work within corporate organisations.

THE THREE STAGES

Assuming that there are over 100 employees and all had decided to compete for the reward. The reward could be a 2 night expenses paid weekend in location A (example: Monaco). In order to qualify, individuals would need to do is beat their own given production targets in order to compete to be within the top 20 qualified.

STAGE 1 – THE PRE-GAUNTLET. Always allow a minimum lead time of three months. There is a good reason for this. By introducing a three or even a six month track period, you allow individuals to digest the value of the prize being offered. (Examples of incentives shown below- scroll down). The only condition being that only the top 20 will be selected.

This above is known as the build-up-excitement period. This is as important as the event itself. Once an individual has been awarded a place, you would need a space between time of being notified and the actual departure date. This time difference allows that key individual to have enough time to have told everyone he or she would know.

STAGE 2 – THE EVENT ITINERARY. This is what the 100 would be be competing for. These are designed on client guidelines to determine the rewards being provided. (SEE NOTE A BELOW).

STAGE 3 – ENCOURAGED TO ENTER NEXT INCENTIVE PROGRAM. The first day back in the office. The gossip, the experienced excitement shared amongst the 20. Besides, the bragging stage, often leads to envy and other employees to work harder in order to get themselves on the next corporate incentive.

NOTE A – All incentives are categorised as an allowable business expense and as this goes towards helping an organisation grow. In turn will help an organisation also reduce their corporate tax bill. (YOUR ACCOUNTANTS WILL CONFIRM THIS)

We are all aware that 100 originally participated, yet only 20 were permitted.

What about the 80 that did not qualify… In fact is that cost for the 20 would should have at the time of booking been subsidised by the excess profits achieved by the 80 participants that fell short.

Additional information is available through our office.

How To Motivate Teams

Success in business is rarely down to technical skills or knowledge alone. Getting the most from your team is the sign of a successful manager and can lead to a successful business. The key to this is motivating people and giving them space to develop themselves to their full potential.

Being able to motivate your team successfully starts with wanting the best for people. If you care to find out about them and their needs and ambitions, you will find what motivates them. This will keep them performing at their best.

In-Depth Outline

These are some suggestions for motivating your team:

You have to be motivated yourself to motivate others.
Motivation needs to be focused on clear, specific, realistic and achievable goals.
Seeing progress towards those goals gives a sense of achievement and helps revive motivation.
Motivation never lasts – there are always hurdles along the way that drain energy or distractions that take your eye off the ball.
Everyone has different motivations – you just need to find what they are. They may well be different from yours and will give you useful insights into what drives people. Ask your people what they want from their job, and for the business as a whole. Also what do they want for themselves in life overall?

Your staff may say money is a motivator – but look closely and you will find that it is a stepping stone to another goal. For instance, a desire for power, recognition, early retirement or travel.

A sense of belonging motivates – the smaller the group to which someone belongs, the stronger the loyalty, motivation and effort.
Participation motivates – people feel more motivated when they feel their involvement in a project is important and valued. Often we exclude our greatest assets – the people around us, from decisions in which we could include them.
Challenges motivate and people often rise to the occasion. However, it can also be demotivating if they are unobtainable, or conversely, too easy to achieve.
Motivation needs recognition and reward – even something as simple as a thank you.

What causes demotivation?

Constantly moving goalposts – people lose sight of goals, or feel they will never reach them and so cease to care about them anymore.
Not knowing what is going on. If you do not bother to tell people what is happening, you can demotivate and possibly alienate them too. Uncertainty is a very destabilising emotion in a group.
Not showing faith or trust in people.
Arbitrary decisions which are not consistent for all members of staff, and humiliating people in front of their peers.
Pay, work conditions or available facilities can affect motivation and often small changes can bring large differences.

Some signs of demotivation

Increased absenteeism/sickness.
Incomplete or careless work.
Lack of concentration.

Motivate yourself

Before you can inspire others to extend themselves, you need to develop your own sense of motivation. Here are some tips to help you.

Build your confidence and develop self-belief. Success doesn’t always go to the strongest person, but to the person with the greatest conviction.
If you work alone, identify an understanding person with whom you can talk through business issues and who will encourage you. A mentor can help here.
If you feel overwhelmed by a daunting task, such as sorting out your tax or personal finances, it tends to affect the rest of your attitude. There are three ways you could deal with a large task:
Divide it up into smaller chunks and start immediately on the first chunk.
Use an independent specialist who can relieve you of the anxiety of dealing with the task and will have more knowledge on the subject than yourself.
Delegate the task to a member of your staff. Delegation can be a great motivator – but dumping an unwanted job on someone isn’t.
Assess, plan, act. Write a plan for yourself for the next year, both in business and personal terms. Set tough, but realistic objectives with timescales. We all react positively to these.
Also write down why you want to do something, even if the reasons hardly seem valid. Something as simple as ‘I want a clear desk so I don’t have to start the day in a mess’ is valid. Clean it up tonight and start tomorrow afresh.
Use picture power or imagination to ‘fix’ your goals. Have you ever seen something in a shop window and longed for it? It is easier to visualise having something that you can see, so visualise the result you want. Savour the emotions you will feel when (not if) you land that order. Also, collect pictures that summarise these emotions – your dream house, boat, car or holiday – and pin these round your desk to remind yourself why you are doing it all.
Tell people what you are going to do – it will make you feel more committed.
Compile a record of past successes. When you feel you are achieving nothing, review your records to remind yourself what you have achieved!
Finally – give yourself a pat on the back. You deserve it for having the strength of character to go out and make things happen.

Solutions guides

We have a range of solutions guides covering all areas of business.

Event Add-ons

Event – Add-ons

Subject to the type of event and location, we can often add add-on’s that enhance the event experience.

Private Coach Transfers – From hotel/office to the event location
Private Catering team – For any on-site for small groups requests
Tour Guides / Event Facilitators – These help gel the groups
Addition Venue Sourcing – From private boat charters on rivers to party venues and bars
First Aid Response – Just to prevent any ankle sprains where grass events take place
Any Other Addition As Requested By The Client

ECO TOURISM

FOR HOLIDAYS & RETREATS

Global Event Vouchers Available

PLEASE NOTE THAT THESE ARE ONLY A SMALL SAMPLE OF IDEAS

TO DESIGN SOMETHING SPECIFIC CONTACT OUR OFFICE FOR IDEAS

WE DESIGN INCENTIVES FOR ORGANISATIONS AROUND THE WORLD

PERFECT PROGRAMS FOR ALL TYPES OF GROUPS

DISCOVER A POSITIVE DIRECTION

PART OF FUNEVENTS.COM

TALK TO US ABOUT EMPLOYEE INCENTIVES

BENEFITS BEHIND INCENTIVES

Take a close look at how we as an organisation add real value in helping corporate organisations increase their bottom line profits.

HOW CAN AN INCENTIVE COST NOTHING?

HERE’S A BESPOKE STAFF INCENTIVE IDEA FROM 2 NIGHTS

FIRST… Lets define the term incentive. – A reward bestowed on either an individual or a group of individuals (TEAM) as a sign of appreciation. This is how incentives work within corporate organisations.

THE THREE STAGES

STAGE 2 – THE EVENT ITINERARY. This is what the 100 would be be competing for. These are designed on client guidelines to determine the rewards being provided. (SEE NOTE A BELOW).

STAGE 3 – ENCOURAGED TO ENTER NEXT INCENTIVE PROGRAM. The first day back in the office. The gossip, the experienced excitement shared amongst the 20. Besides, the bragging stage, often leads to envy and other employees to work harder in order to get themselves on the next corporate incentive.

NOTE A – All incentives are categorised as an allowable business expense and as this goes towards helping an organisation grow. In turn will help an organisation also reduce their corporate tax bill. (YOUR ACCOUNTANTS WILL CONFIRM THIS)

We are all aware that 100 originally participated, yet only 20 were permitted.

What about the 80 that did not qualify… In fact is that cost for the 20 would should have at the time of booking been subsidised by the excess profits achieved by the 80 participants that fell short.

Additional information is available through our office.

How To Motivate Teams

Success in business is rarely down to technical skills or knowledge alone. Getting the most from your team is the sign of a successful manager and can lead to a successful business. The key to this is motivating people and giving them space to develop themselves to their full potential.

Being able to motivate your team successfully starts with wanting the best for people. If you care to find out about them and their needs and ambitions, you will find what motivates them. This will keep them performing at their best.

In-Depth Outline

These are some suggestions for motivating your team:

You have to be motivated yourself to motivate others.

Motivation needs to be focused on clear, specific, realistic and achievable goals.

Seeing progress towards those goals gives a sense of achievement and helps revive motivation.

Motivation never lasts – there are always hurdles along the way that drain energy or distractions that take your eye off the ball.

Your staff may say money is a motivator – but look closely and you will find that it is a stepping stone to another goal. For instance, a desire for power, recognition, early retirement or travel.

A sense of belonging motivates – the smaller the group to which someone belongs, the stronger the loyalty, motivation and effort.

Participation motivates – people feel more motivated when they feel their involvement in a project is important and valued. Often we exclude our greatest assets – the people around us, from decisions in which we could include them.

Challenges motivate and people often rise to the occasion. However, it can also be demotivating if they are unobtainable, or conversely, too easy to achieve.

Motivation needs recognition and reward – even something as simple as a thank you.

What causes demotivation?

Constantly moving goalposts – people lose sight of goals, or feel they will never reach them and so cease to care about them anymore.

Not knowing what is going on. If you do not bother to tell people what is happening, you can demotivate and possibly alienate them too. Uncertainty is a very destabilising emotion in a group.

Not showing faith or trust in people.

Arbitrary decisions which are not consistent for all members of staff, and humiliating people in front of their peers.

Pay, work conditions or available facilities can affect motivation and often small changes can bring large differences.

Some signs of demotivation

Increased absenteeism/sickness.

Incomplete or careless work.

Lack of concentration.

Motivate yourself

Before you can inspire others to extend themselves, you need to develop your own sense of motivation. Here are some tips to help you.

Build your confidence and develop self-belief. Success doesn’t always go to the strongest person, but to the person with the greatest conviction.

If you work alone, identify an understanding person with whom you can talk through business issues and who will encourage you. A mentor can help here.

If you feel overwhelmed by a daunting task, such as sorting out your tax or personal finances, it tends to affect the rest of your attitude. There are three ways you could deal with a large task:

Divide it up into smaller chunks and start immediately on the first chunk.

Use an independent specialist who can relieve you of the anxiety of dealing with the task and will have more knowledge on the subject than yourself.

Delegate the task to a member of your staff. Delegation can be a great motivator – but dumping an unwanted job on someone isn’t.

Assess, plan, act. Write a plan for yourself for the next year, both in business and personal terms. Set tough, but realistic objectives with timescales. We all react positively to these.

Also write down why you want to do something, even if the reasons hardly seem valid. Something as simple as ‘I want a clear desk so I don’t have to start the day in a mess’ is valid. Clean it up tonight and start tomorrow afresh.

Tell people what you are going to do – it will make you feel more committed.

Compile a record of past successes. When you feel you are achieving nothing, review your records to remind yourself what you have achieved!

Finally – give yourself a pat on the back. You deserve it for having the strength of character to go out and make things happen.

Solutions guides

We have a range of solutions guides covering all areas of business.

Event Add-ons

Event – Add-ons

Subject to the type of event and location, we can often add add-on’s that enhance the event experience.

Private Coach Transfers – From hotel/office to the event location

Private Catering team – For any on-site for small groups requests

Tour Guides / Event Facilitators – These help gel the groups

Addition Venue Sourcing – From private boat charters on rivers to party venues and bars

First Aid Response – Just to prevent any ankle sprains where grass events take place

Any Other Addition As Requested By The Client

ECO TOURISM

FOR HOLIDAYS & RETREATS

Global Event Vouchers Available

PLEASE NOTE THAT THESE ARE ONLY A SMALL SAMPLE OF IDEAS

TO DESIGN SOMETHING SPECIFIC CONTACT OUR OFFICE FOR IDEAS