Case-studies

The Rome MMIV program marked the first time dealers were able to access status statements online, so quarterly printed statements were mailed to each dealer to reinforce the online statements. To help the dealers stay focused on their year-end goal, benchmark goals were established for January, April, and July. Waterford crystal awards with Romanstyle etching border designs were selected to mark these achievements. Multiple communications touch points and ongoing performance feedback kept the John Deere dealers engaged throughout the campaign. more...

This business-to-business promotion was intended to pick up new accounts. more...

West Valley Nuclear Services Company, part of Washington Group International, manages and operates the WVDP. The Waste Minimization and Pollution Prevention Program is an integral part of the effort to educate and encourage employees to both minimize waste and prevent pollution, to protect the environment on a local and global scale, and for providing reports, both at the federal and state levels, on the amount of waste generated and minimized. In November 1999, the Secretary of the Department of Energy issued several national goals for all Department of Energy sites, including the reduction of all types of waste streams (radioactive, hazardous, industrial, and sanitary) through the 3R philosophy of reduce, reuse, and recycle, as well as conserving energy and buying recycled products. more...

USMotivation teamed up with Diebold to develop and implement the 2001 Master’s Circle program, Tierra de los Conquistadores (Land of the Conquistadors), a destination-based theme that would build on the Windows to the World umbrella theme for the program. Motivating performance with travel to Puerto Rico, a repeat destination for Diebold, required additional creativity and branding to keep the interest and attention of its team throughout the year. more...

LJ Hooker Financial Services was established in December 2003 to provide a mortgage broking service to real estate vendors and customers. LJ Hooker had informal relationships with 5000 agents and associated staff in Australia and another 1200 in New Zealand. Across the industry, the relationship between mortgage brokers and their referral contacts was largely based on cash transactions and varied widely in terms of process and value. Cash offers were vulnerable to competitive offers and ad hoc and different cash commission structures meant working with multiple managers and administrators without the benefit of a cohesive strategy or transparent management overview. LJ Hooker required a more structured platform to deploy their strategy to align real estate and finance broking to maximum effect. more...

Relying heavily on advertising revenue and contracts to maintain programming excellence, Viacom knew they needed a special program to combat diminishing business due to the soft economy and failing technology sector. Utilizing the concept of “Themed Time Travel,” Incentive Travel created a program for Viacom that built business with its top advertisers while creating a "once in a lifetime" travel experience even among a well- traveled audience. more...

Managed by Synchro since 2002, the Toyota Sales Society 2007 program encompassed all customer-facing Vehicle Sales and AfterSales (accessories, parts, service) staff in TMC Australia’s 224 dealerships. This includes 3,539 retail and fleet sales managers, retail and fleet sales consultants, parts managers, parts sales representatives, parts interpreters, service managers, service advisors; and used vehicle managers from every state in Australia. more...

To assure the program’s success, Dow developed a comprehensive communications plan to raise awareness of Recognition@Dow, increase participation, boost performance, and most importantly, help to build an appreciation culture. The majority of the launch activities focused on generating content and communicating program messages through existing communications channels such as the Dow Intranet, corporate newsletter and HR website. In addition, training workshops were developed for leaders (managers) to generate program awareness and encourage participation more...

John Deere agricultural dealers sell and service equipment and parts. Loans and leases through the company for these items generate profit and build brand loyalty. So it was logical that John Deere's first credit-related promotion would be designed to increase credit/lease acceptances, market share, and brand loyalty. more...

This consumer promotion used a baseball tie-in and in-store events to boost sales of Oreo Cookies more...

American Express Incentive Services (AEIS) needed a short, catchy, and memorable way to link recognition with high performance and to convey the value that it places on its people. The Max! employee recognition program was developed to create and enhance a high performance culture, and was based on the premise that the Max!-imum performance of AEIS employees is worthy of Max!–imum recognition. The Max! Employee Reward & Recognition Program is personified via Max!, a graphic character who embodies the spirit of a champion. The custom-designed, blue-skinned superhero dons a red cape and tie and carries a briefcase in his quest for superior performance. He's helped along the way by AEIS peers, supervisors, and officers who know the value of recognizing and rewarding achievement. more...

The Braun Rewards program gave dealers a “winning edge” to be better prepared to assist their customers and increase their sales of Braun products. more...

The Bach Collection is sold through distributor showrooms and branches to builders and plumbers. This channel is extremely competitive. Distributors typically sell products from as many as twelve manufacturers and, at any given time, they may be exposed to 5-7 active promotions designed to capture their attention and time. To cut through the promotion clutter, Performance Plus Marketing recommended a high-impact sweepstakes structure for "The Sounds of Success." more...

Anderson’s thirty-five employees are young, technologically savvy, professionals between the ages of 25-45. Most are married with children and, as a group, the staff tries to maintain a fair balance between work, family, and community involvement. The “Leveraging Excellence” program was designed to motivate positive changes in employee behavior that would improve each employee’s knowledge, increase their performance, and thus, contribute directly to their own success, as well as their organization’s success. more...

Shaw Industries stimulated excitement about its floor covering products among 30,000 independent retail sales representatives located in 10,000 showrooms through its "Win Shaw's Money $1,000,000 Sweepstakes." more...

Washington Mutual, Inc., North America's seventh largest bank, selected an incentive trip to the island of Kauai in Hawaii as the incentive reward for its top achievers. The trip would also introduce Washington Mutual's corporate culture to attendees from Home Savings of America, a newly acquired company. more...

MBM Corp.'s sales follow the 80/20 rule: 80% of all MBM purchases are made by 20% of the dealers that sell its line of paper shredders, cutters, and other office equipment. To motivate everyone in its network of 1,800 dealers in the U.S., Canada, and Puerto Rico, the company teamed up with USMotivation to create the "Capture Your Share" campaign. more...

When Mohawk Industries, a $2-billion manufacturer of carpets and rugs, acquired several prestigious brands, it took considerable resources of time and money. The expansion and consolidation process inevitably affected some of the company's key residential dealers. more...

In addition to the company's own sales staff, the program was aimed at 14 manufacturer rep organizations, 3 major distributors, and their respective sales forces, which numbered several hundred people. The program also included almost 3,000 sales staff from computer dealers, remarketers, resellers, retailers, and catalog companies. more...

The program was introduced via an announcement featuring a scale model Harley-Davidson and a chamois cloth, imprinted with information about the "Sellutions" Web site and program rules. Copy invited participants to "Head out on the highway...the information highway," directing them to the Web site for full program details. more...

The "Winners' Circle" program logo and theme were designed around the popular motocross cross-country motorcycle race, and featured the No. 1 plate that is awarded to winners. Honda is a leader in production of off-road motocross bikes and a sponsor of the No. 1 team in the sport. Therefore, the logo and theme were a natural tie-in for use in printed material. more...

The program’s theme was the inspiration for a “Mexican Mosaic Bingo” game that was designed to encourage dealerships to focus on the nine-targeted initiatives. In order to qualify for one trip, dealers had to meet the targets for the three main initiatives, represented by three boxes running diagonally left to right on the bingo card. Once those targets were reached, the dealership had the option to earn another trip by meeting the targets for two other initiatives, giving them another line of bingo running horizontally, diagonally or vertically. Dealers who filled in the entire bingo card by meeting all sales targets qualified for a third trip. The 2005 Mexican Mosaic Dealer Incentive Program achieved record-setting numbers. more...

USMotivation produced a documentary-style video to capture trip highlights, South African scenery, and participant reflections during the trip. Shortly after participants returned home from their unforgettable experience, the video diary was mailed to their homes as a keepsake of their South African safari, and Cape Town odyssey. more...

American Express Incentive Services (AEIS) needed a short, catchy, and memorable way to link recognition with high performance and to convey the value that it places on its people. The Max! employee recognition program was developed to create and enhance a high performance culture, and was based on the premise that the Max!-imum performance of AEIS employees is worthy of Max!–imum recognition. The Max! Employee Reward & Recognition Program is personified via Max!, a graphic character who embodies the spirit of a champion. The custom-designed, blue-skinned superhero dons a red cape and tie and carries a briefcase in his quest for superior performance. He's helped along the way by AEIS peers, supervisors, and officers who know the value of recognizing and rewarding achievement. more...

BigPond relies on a sales force of predominately male, tech savvy young people to sell their internet products to department and electronics stores, independent telecommunications retailers, and inbound and outbound call centers. They were challenged to motivate these GenYs to focus on their products, especially when competitors were undercutting on price. The “BigPoints” dealer incentive program, playing on the BigPond name, was developed online to build brand affinity and keep BigPond visible on the front line of selling. more...