Jeffrey Brenner. Senior Director of Corporate Solution Sales Rymax Marketing Services

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2 Jeffrey Brenner Senior Director of Corporate Solution Sales Rymax Marketing Services

3 Who is Rymax? Rymax believes in the power of recognition. Our goal is to inspire growth, enhance performance and develop meaningful relationships to help you drive your business forward. Our unwavering focus is on providing customized solutions for our customers to maximize their loyalty and recognition programs. A Total Solution Provider creating a one-stop-shop for all your incentive product and supplier needs.

4 Involvement vs. Commitment

5 Employee Involvement Model

6 Commitment

7 What Do Employees Want? Recognition and Status Made to feel special Confirmation that what they are doing matters

8 The Power of Engaged Employees 19.2% increase in operating income over 12 months (Tower Watson) Grew profits 3x faster than the competition (Corporate Leadership Council) Potential to reduce staff turnover by 87% and improve performance by 20% (Gallup)

9 The Impact of Disengaged Employees 32.7% decline in operating income over 12 months (Tower Watson) $350 billion lost per year (Gallup)

10 Poll Question Do you use merchandise rewards in your employee recognition program? Yes, in an Online catalog Yes, in a Levels program Yes, in a Points program Yes, as a Service award Yes, for Spot Recognition No program currently in place

11 Why Merchandise Is More Attractive Than Cash Perceived Value - spend less while getting more Trophy Value - recipients feel recognized and appreciated Tangible Rewards - elicit an emotional attachment More Excitement - creates a higher participation rate Lasting Recognition - encourages loyalty

12 Desirable merchandise rewards turn employees into brand advocates, which is especially important given the Paradigm Shift.

13 The Paradigm Shift

14 Lessons from the Innovation Leader Steve Jobs knew how to recognize excellence in employees and foster pride that was directly tied to results. He understood that personalized relevant recognition drove engagement and served to propel people forward to the next goal. Steve Jobs by Walter Isaacson

15 Create a Successful Internal Recognition Program The 5 Building Blocks

16 1. Establish Emotional Drivers Connect Company Goals with Desirable Rewards Employees are consumers with strong connections to brands Incentive products must relate to their lifestyle needs

17 1. Establish Emotional Drivers Connect Company Goals with Desirable Rewards Personalized merchandise assortment for a variety of generations Reward behaviors in meaningful ways

18 2. Motivate Your Audience A recent Gallup study found that engaged organizations have a 3.9 EPS growth rate compared to organizations with lower engagement in their same industry.

19 2. Motivate Your Audience Employees want brand name merchandise that mirror current retail trends Understand the demographic, psychographic and geographic profiles of employees Incorporate goals with relevant rewards

20 3. Build Relevant Differentiation Custom Merchandise Offerings Inspirational yet attainable The Ultimate Man Cave Bundle Luxury, in-demand brands Diverse and trendy

21 Relevant & Desirable Rewards Focus on What s New and What s Hot

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23 Use their rewards as gifts for others Traditionalists Want lifestyle rewards that are not technology based

24 Rewards for Traditionalists

25 Baby Boomers Most likely to hoard their points and wait for that special something Want a tangible reward, not cash

26 Rewards for Baby Boomers

27 Gen Xers Entrepreneurial and self-reliant Looking for rewards that create a balance between life and work

28 Rewards for Gen Xers

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30 Millenials Known as the trophy generation Twice as likely to want to own a private jet or luxury sports equipment because they grew up in the age of dot.com billionaires (Time Magazine)

31 Rewards for Millenials

32 Now that we understand the differences between the generations, let s look at how we communicate with them.

33 4. Drive Inspiration Through Communication

34 4. Drive Inspiration Identify what is inspiring about your program Reach employees at all levels Utilize social media, electronic media, and print collateral Promote brands employees connect with Recognize workers frequently

35 Inspiring Communications Make it POWERFUL Evoke EMOTION Create PHENOMENAL Reactions

36 Is This Your Program? Poorly Executed Catalogs Appear Dated and Undesirable to Employees

37 Create, Implement, Innovate What Do You Need? Imaginative and courageous communications Brilliant execution Superb packaging Captivate, thrill and inspire!

38 Online Engagement Tools The Power Is In Your Program Administrator s Hands Web-based incentives provide instant feedback and gratification

39 Online Engagement Tools Employees Need Constant and Ongoing Feedback Online rewards platforms offer wish lists, reminders, and point balance updates

40 Don t Send This

41 Send This

42 Instant and Ongoing Recognition Spot Recognition Peer to Peer Recognition Service Awards

43 Spot Recognition Give a Virtual Pat on the Back

44 We live in social world where peer to peer recognition is a powerful engagement tool Peer to Peer Recognition

45 Poll Question When is the last time your company refreshed the Years of Service rewards mix? Less then 1 year months months 1955

46 Service Awards Major Shift to One Year Programs

47 5. Delivering on Promises Rewards process begins with employees selecting a gift and ends when they receive their product in-hand

48 5. Delivering on Promises Redemption experience must be: Tailored to recipient A superbly packaged reward Presented to captivate and thrill employee

49 Is This Memorable?

50 This is Memorable

51 Start Assembling the 5 Building Blocks Today! 1. Establishing Emotional Drivers 2. Motivating Your Audience 3. Building Relevant Differentiation 4. Driving Inspiration 5. Delivering on Promises

52 Contact Jeffrey at or