Author: JNR Incorporated

I’ve been reading a lot of great information about ROI and ROE in the incentive and meeting publications. Obviously, these are two very real and very important measuring criteria for making informed business decisions. In the simplest terms, Return on Investment refers to how well your investment of resources–such as money, time, personnel–performed against your desired results. To measure ROI, you might ask yourself, “What did this incentive competition/meeting/special event make people do?” Return on Experience strives to measure more intangible results, such as increasing loyalty, likelihood for improved performance in the future, capturing mind share, and creating enduring memories that sustain, solidify and build relationships. To evaluate ROE, you might ask yourself, “How did this event/meeting/special offering make people feel and how will that impact future business success?”

Personally, I like to employ one additional gauge of success when it comes to establishing working relationships, selecting supplier support, and building strategic partnerships. I call it “ROA”– Return on Anxiety. I believe it to be an essential measurement tool when deciding who to work with… and who to avoid. When choosing suppliers, I need to know that I am working with competent, creative experts who are passionate about what they do—people who share my high standards and can meet my high expectations. Accuracy, time lines, budgets and details matter to me as a Marketing executive, so I expect these to matter to my vendor partners as well. If I find myself having to worry that my supplier partner is not attending to these “big four” essentials, my stress level begins to rise and my ROA meter starts to radiate heat. If I have a suddenly sinking feeling, or a lack of confidence in my supplier partner is sneaking up on me, or if I’m taking heat from higher ups for the underperformance of my support team, then the ratio of anxiety to success is out of balance. What’s more, ROA has a trickle-down effect: When ROA is good, it can invigorate a working team; when it’s bad, it can be demotivating. My ROA results from each completed project will definitely impact whether or not I choose to work with that organization, agency, company or individual again.

You probably have an ROA expectation without even knowing it. ROA may be invisible, but that doesn’t mean it doesn’t exist. ROA is relatively easy to measure. A good ROA yields gifts of additional time in a day, peace-of-mind, less frustration, improved health, more smiles, better sleep at night, and a glorious sense of achievement. If you’re finding that your Return on Anxiety ratio is out of balance—that you have greater stress and less results—it’s likely that you have not found the right supplier partner to share your vision. Maybe it’s time for a change.

A 14-year veteran of JNR Incorporated, Maria Dales is
Vice President of Corporate Communications.

Anyone, at any age, can have innovative ideas and offer creative solutions, and it is important to remember that no one generation is needed more or is better than any other.  Sharing and exchanging knowledge, experiences and perspectives leads to the initiation of new ideas, unites the workforce and develops a positive culture.

Every generation has created commotion as it has entered into the adult workplace. And, every generation says the same things about other generations — “They don’t get it” or “They have it so much easier than we did.” Each generation has been influenced by the historical events, social trends and cultural phenomena of their time, which leads to different expectations, perceptions, and actions. Discussing these differences can lead to a respect for generational diversity and create communication channels allowing people to express themselves and accept each other for who they are and what they bring to the table.

It is essential to have a balanced workforce. As new technology and new customer preferences emerge, it is important to include younger generations in the innovation process, but not exclude the more seasoned professionals.

Good business is based on understanding others. The younger generations bring vitality, technical abilities and innovation while the more mature generations bring knowledge of management practices and efficiencies, life experience and an understanding of customer service.

Intergenerational integration leads to company-wide involvement, equal engagement, improvement of internal relationships, and a better culture. By combining the wisdom of the past, and creative innovation of the present, we will nurture the spirit of engagement and enterprise that is necessary to achieve success in the future.

Human. Performance.™ In the workplace, most all individuals and groups strive to do their best and aspire to achieve success. Through maximizing intergenerational integration, creativity and innovation will flourish, respect will grow, productivity will increase, satisfaction and feelings of accomplishment will improve morale, which leads to better retention, and the end result will be profit, recognition and rewards for everyone involved.

LuAnn Jalet,
COO at JNR Incorporated.

Using Recognition and Reward Techniques Motivates Employees Even In Challenging Economic Times

Understanding your employees and what motivates them to show up to work on time day after day will directly affect your bottom line. Smart managers have always understood the importance of a dedicated staff Continue reading “Ten Ways to Motivate Employees without Breaking the Bank”

Every company can benefit from a tactical incentive system for employees. How do you promote employee motivation, engagement, inspiration, performance, and appreciation? What are you compensating your employees for? What are the behaviors you want to reward?

The most effective incentive or reward programs use data to engage employees directly relating to your companies objectives. The first step is to identify your objectives, do you want to increase sales, motivate continued education, or inspire green living through a ride share program? Each organization has unique goals. Each type of goal requires a
different form or reward or recognition.

Many businesses have found longer-term rewards for key individuals to be extremely beneficial to their organization. What are longer-term rewards? An Annual Partners Retreat in Kauai, an Award Ceremony for top sellers, or an exclusive Jacket for individuals recognized with innovative ideas.

Our experience has proven using incentive programs to motivate employee performance is a cost effective means for boosting sales,
and driving your company’s success. We challenge you to review your current rewards system. Does it address the goals of your organization, recognition of your employees, and appreciation for specific actions?

JNR Incorporated specializes in creating innovative incentive programs—our services range from creating unique and memorable incentive travel programs, planning Musical Productions, to building one-of-a-kind websites and issuing Prepaid MasterCard^® Reward Cards.

Give us a call at (949) 476-2788 to discuss the needs of your organization!