Without question, the primary factor motivating most donor recruiters is both internal and personal.
It’s a passionate belief in saving lives!
That said, never underestimate the power of productivity incentives. Big companies use sales incentives for a simple reason–they work!
One popular sales incentive used by our clients Pepsi and Corona to motivate both their own sales force as well as retail managers and restaurant servers is consumer electronics.
The pictured Flip Camera is the hottest sales incentive we are currently providing Pepsi and Corona.
When I mention spending hundreds of dollars on incentives to recruitment directors, they understandably question the ROI. The key to ensuring the return is in how and where you position the incentive.
Most managers agree that there is a budget or plan number which it is expected that recruiters or salespeople meet. If you’re not on budget, in theory you’re not earning the money you are already being paid.
Incentives help drive about 1 in 3 or 1 in 4 of your people to truly step it up. Ideally, an incentive is used to recognize 120% or more of budget or plan. In outcomes budgeting, the concept is that just one or two top-performers consistently delivering extra outcomes serves to compensate for several recruiters who might come in just short of plan.
Plus, there will be those who strive for the incentive, yet don’t win it. In their case, your blood center has banked hundreds of extra units of product, with no expectation that you award an incentive, since the recruiter came up short.
Without fail, spending several hundred dollars per month for one or two exceptional people has a big pay off! Just set the bar high enough to be challenging, yet still attainable!