Jack Martin, HRreview columnist and Director of Payback Incentives, spoke with HRreview about why his HR software company are exhibiting at the HR Tech Conference in Las Vegas next week. In the first of a three part interview with Jack, we look ahead to the US event which is set to attract over 6000 HR professionals and technology providers.
HRreview: Why are you going to the HR Tech show?
JM: We hope to get in front of some qualified HR buyers who are looking to automate their employee recognition programs – or those who want to get one going.
HRreview: What are you hoping to achieve?
JM: We will be displaying our two online incentive management programs – Payback Incentives and Blue Sky e-Pass – and aim to find companies that are in the market for those. We are really hoping this conference will give us some qualified leads and, obviously, convert some of those leads to help make it worthwhile. We’re also looking for additional exposure of our programs – so even if a company isn’t looking for what we have today, they may remember it down the road.
HRreview: Which new HR software solutions do you see emerging as key players over the next 3 years?
JM: We have met and heard from lots of up-and-coming HR solutions at recent events. From what I have seen and read, I believe there’s going to be a variety of solutions that will be geared toward simplifying things for HR departments, which are typically overtaxed with having to manage too many programs. One of the solutions I’ve seen that really reduces the burden is online employee evaluations from SpriggHR.
Completing evaluations is always time-consuming and it seems like no one likes doing them. But when you automate it and give access to the system to both employees and managers as the Sprigg system does it just takes so much of the effort out of things.
HRreview: Why did you get into the online incentive management business?
JM: It really grew out of client need. We started as a marketing communications company – and we still have that arm of our business – but one of our clients (Volvo Construction Equipment) was having difficulty managing a sales incentive program. They were doing everything manually – with faxes coming in and multiple people entering data, making approvals, etc.
We looked at it as just another project, but it really turned into a business unto itself. We have always loved helping solve client problems – no matter what they might be. So when we helped them streamline their program – which ended up saving them a lot of money while driving incremental sales – we realized that other companies must have the same problems.
We revamped our software to make it scalable and added new types of programs (recognition, rebates, customer loyalty, etc.) over the years as well. Since then we added clients such as Delta Airlines, Texas Instruments, Phusion Projects (Four Loko) and many others both large and small. It feels good to solve a problem and make someone’s life easier. Because when you get right down to it, you’re really solving one person’s problem – the one at the company who is responsible for making it work. If we can keep that person employed and prevent them from pulling their hair out – while satisfying the needs of the company – we’ve done our job.
HRreview: Why should companies bother setting up a program?
JM: A lot of companies feel that just having a job is reward enough – and that obviously works for them, and they’re able to keep a certain percentage of their population. But there are enough studies out there that prove some form of recognition beyond salary can have a tremendous impact on a business. Morale, turnover, teamwork, repeat customers, above and beyond attitude – all of those things can be affected by reward and recognition programs. Look, there’s always a certain percentage of people who will do whatever it takes to get the job done regardless of what rewards are attached to it. But even they need a simple “thank you” to keep them motivated. You don’t need to spend a fortune on incentives – in fact, it’s best if you don’t go overboard – but you should be doing something, whether you manage it internally or with a system such as ours.
HRreview: OK, so we get that incentive programs are important. What do companies need to know before they can get going?
JM: Three things: what behavior are you trying to reward; what will verify the achievement; and what do you want to give them as a result.
So many companies come to us and say they don’t know the answers to any of those questions – they just have been tasked with setting up a reward program. We can always give examples of what’s worked and what hasn’t – but it’s really a personal thing and changes by company. I always say that our programs are like snowflakes – no two are ever alike, although from a distance they can look similar. Again, our goal is to solve problems with our programs. So first you should identify what those problems may be: poor morale; high turnover; low sales; lack of customer loyalty. Don’t just say, “We’re going to give everyone $50.” If that’s the case, give them the money and don’t waste your time with a program. But if you want to have an effective program, tie it to verifiable performance factors.
HRreview: You won’t be the only incentives software on show, What sets your company apart from others in the industry?
JM: Well, for one, we don’t care what the reward is – we’re not trying to push our own products or debit cards. We can connect companies to any type of award – but we never force anyone on specific awards. That’s why we can talk about the virtues of internal rewards. Also, I think few companies are willing to setup a pilot program to make sure it makes sense and works first. We also don’t require that you give points to employees. Some companies actually make you use points and, if you don’t, they take the points back (and the dollars associated with them). We also offer the ability to develop company-branded marketing materials within the site. But mostly is that we are totally flexible – we work with companies to set up a program that will work for them. We’re not off the shelf and we don’t force people into programs that may not work for them.
Payback Incentives will be exhibiting at The HR Tech Show next week in Las Vegas, USA. Attendees range from recruiters and HR generalists to functional HR leaders (including systems, of course) to CHROs. – Learn more here.
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