The document outlines the importance of incentive plans in fostering employee accountability and driving company success. It presents various incentive strategies focused on clear expectations, measurable outcomes, and individual contributions, aiming to engage employees as stakeholders in the business. The author emphasizes that well-structured incentive programs lead to improved performance, lower turnover, and enhanced organizational effectiveness.

1. Incentive Plans That Drive AccountabilityPresented by: Warren Dietel

2. About the SpeakerFamily business began in Trinidad as pastry shopEntrepreneurial from the start Professional ExperienceCar Detailing, Puff ‘n Stuff Catering, Disney Weddings, Disney Institute, Scott Kay, back Home!Industry Involvement ICA Board Member, Regular Speaker for Catersource, The Special Event, and NACEWhat drives me

3. The Puff StoryOpened in Central Florida in 1980 as a family-owned businessPurchased in 2003, annual sales of $1.8 million, at operational limitAntiquated infrastructure with inefficient space & poor equipment Tremendous potential + aggressive growth plan = 267% growth in 3 years

4. It’s all about People & Culture40+ Full-Time Team Members and 200+ On-Call Diversified business segments and multiple markets“When employees think, act and feel like owners… everybody wins.” - Jack Stack

5. Build a culture of employee engagementAcknowledgment of individual contributionsTrained leadership delivers supportive feedbackCollaborative working relationshipsEmpowerment that promotes successExpectations that set clear challenging and attainable performance goalsShow you/the company caresTrust and get out of the way Before We Get to Carrots and Sticks

6. Inspirationwww.greatgame.com

7. The Principles of The Great Game of BusinessEvery Employee…Should be given the measures of business success and taught to understand them.Know and Teach the RulesShould be expected and enabled to act on their knowledge to improve performance.Follow the Action & Keep ScoreShould have a direct stake in the company’s success, risk or failure.Provide a Stake in the Outcome

8. Open Book ManagementRunning a company in a way that focuses everyone on helping the business be successful. Employee goals and accountabilities are tied directly to the success of the company. All employees are taught the Critical Numbers and how THEY can make a difference – both individually and as part of a team.

9. Additional Inspiration

10. Building a Case for Incentive PlansWhy do them?

11. What motivates employees?

12. Money

13. Performance pay

14. Recognition/Appreciation

15. Placing value on the behaviors driving company objectives

16. Incentive programs are usually viewed as positive

17. Accountability can be a negative

18. Balance of both is criticalThe role of a good manager/leader is to guide employees to work on what is most important in the most efficient manner.

19. How to do it ... EFFECTIVELY?Clear expectations – upfront

20. Make it measurable

21. Make sure it is right the first time – difficult to change

22. Review by labor consultant/attorney

23. Easy to calculate

24. Campion to manage the process

25. Begin with the end in mind – what is your desired result? Wouldn’t it be great if everyone in your organization had a real stake in the outcome and understood how they were individually impacted by company success?

26. KISSKeep it simple and special (KISS)Good plans = easy to implement and follow Be clear about what incentives are and how employees can earn themPlans that require tracking performance indicators that are too detailed waste management's time and confuse employees

27. What Not to Do!Programs structure is targeted too broadly/ not focused on individual people or teams

28. “All for one” style programs