Incentives must be clearly defined and understood, measurable against performance, and aligned with company culture and values to be effective. They should be distributed in a timely manner consistent with employees' expectations and feedback, so employees feel in control through their own performance, not surprised. Developing an incentive program with a strategic plan for distribution can maximize its impact.

1. Incentives: by Philip H
Levy

2. Incentives: by Philip H Levy
 Some people are intrinsically motivated, most also benefit from external
incentives.
The question is what makes incentives effective in achieving the desired
outcomes?
I have found that incentives must be: clearly articulated, easily understood,
measurable, and consistent with the company's culture and values. They
must also be distributed in a timely manner that is congruent with the
impacted staff member's expectations and reflect the performance
feedback that they have been receiving. Employees should never be
surprised, rather feel that they are in control of the incentives through their
performance.

3. Incentives: by Philip H Levy
 Remember, it is as important how you give something as what you are
giving. Develop a strategic incentive program and a plan of how to
maximize the impact of the distribution.
Be a strategic rewarder!
Philip Levy, Ph.D. Founder and President
PHL HP Consulting Group &
Managing Director, C2C