Measurable results stem from in-depth research, so we make our research content available for you to read as you please.
Webinar
Watch this on-demand webinar to hear Dr. Mike Ahearne, one of the world’s leading experts on sales performance and compensation design, as he challenges thinking about incentives, contests, and spiffs and shows how leaders can design programs that motivate different segments of the sales force in different ways. You’ll learn how to:
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The stronger the alignment between capability and role requirements, the stronger the odds of performance. And when organizations understand why people succeed, they are better equipped to hire, develop, and retain the people who will move the business forward.
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Rewards and recognition for sales teams need to do something different than a traditional all-employee recognition program.
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Sales kickoffs are great at creating energy. The real question is whether that energy turns into changed behavior once sellers leave the room.
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Sales leaders have more ways than ever to motivate performance: compensation plans, SPIFFs, accelerators, recognition programs, contests, and more. Yet many organizations still struggle with a familiar problem: performance plateaus.
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The holiday season may still feel far off, but peak retail performance is built months before seasonal hires ever step onto the floor. Organizations that prepare the frontline now will be in a stronger position when the stakes are highest.
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Cash motivates, but culture retains. Recognition, growth, and meaningful work transform a compensation plan into a commitment plan. To help sales leaders design the right mix, we use a 3×2 total rewards toolkit.
Webinar
Watch this webinar to hear Dr. Brad Shuck, University of Louisville professor and globally recognized expert in employee engagement, as he shares evidence-based strategies to unlock smarter, more effective performance across your workforce.
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A well-designed channel loyalty program takes a fundamentally different approach. It treats channel partners not as anonymous transactions, but as long-term customers with evolving needs, motivations, and behaviors.
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Most Medicaid strategies still hinge on outreach volume and care gap closure. But if the plan is “send more reminders,” you’re missing the real lever for outcomes: motivated members.
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Managing change isn’t about avoiding discomfort; it’s about guiding people through it. When leaders address the “you go first” mentality with empathy, data, and clear communication, they build trust instead of fear. Change done well isn’t just a process; it’s a cultural advantage.
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When organizations recognize both performance and results, they don’t just build stronger teams. They build stronger businesses.