What's New at the PIC

  • Sell In or Sell Out: A Unique Approach to Channel Incentive Program Design

    Well-designed channel incentive programs have consistently proven an effective means of combating downturns in distributor (channel) purchases, market share and shelf space allocation at retail. In most instances, organizations establish a channel program by setting goals around channel or distributor purchases in an effort to stimulate sales, improve market share, or increase shelf space. If the program participants meet the goals, they typically will be rewarded with points that can be redeemed for travel, merchandise, gift cards, or other experiential awards. In effect, supplier companies are using incentives to “sell” their channel partners into the program. »Read the full White Paper

  • 8 Cultural Imperatives for Workplace Safety

    Culture is a big word. It’s an all-encompassing concept that has broad reach and impact throughout the organization. Too often, safety leaders mistakenly believe it has little to do with their sphere of influence and leave it to the Human Resources department. That can prove to be a costly mistake.

    Every leader should feel responsible for shaping the overall culture in their organization, as part of their duties. Safety leaders should especially welcome the opportunity, given the critical role culture plays in creating and maintaining a safe workplace.

    Research finds that a handful of factors have substantial impact on creating a safe work environment, and all of them relate to the overall culture of the company.  More important, the number of safety incidents within an organization will likely relate to how employees feel about those factors, according to a Towers Watson-ISR study. »Read the full White Paper

  • 7 Misconceptions about Employee Retention

    When it comes to employee engagement, there is a first and obvious principle: you can’t engage someone who isn’t there. Employee retention is integral to employee engagement. Having a clear understanding of your turnover rate and why employees leave your company is foundational to your engagement strategy, talent acquisition efforts, and long-term planning.

    A break-up—on any level—is difficult, which is why it’s tempting for organizations to treat each employee departure as either a one-off or a blessing. Instead of looking for root causes and connecting the dots, companies may be tempted to rationalize their employee turnover, by explaining it away with one or more of seven misconceptions. »Read the full White Paper

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