Evaluating Your Travel Incentive Program To Ensure Success

To attract top talent to join them, business organizations often dangle competitive salary and benefit packages. However, when it comes to retaining these top performers, most organizations offer something beyond cash rewards – opportunities for career advancement, recognition and a unique company culture.   Recognition programs like a travel incentive program appeal to a lot of employees due to varied reasons. However, one major reason why this type of reward program works is that it gives top performers an opportunity to indulge. When organizations give monetary rewards to their key performers, these employees typically use the money and forget how they spent it. With a promise of a luxurious reward, however, employees strive harder because most people are guarded against spending their own money on such indulgences.   Other appealing qualities of travel programs include the opportunity to create a memorable experience, the psychological value of competing and winning, and the overall buzz created.   That is not to say that all travel programs become successful or maintain their success overtime. Some programs fail during the year they were launched while others simply fail a few years later. If you want to avoid failure or if you want to sustain program success, there are several tasks that need to be done.   If your current reward scheme failed to deliver the expected results, the first task that needs to be undertaken is to eliminate any confirmation bias on the part of those who are involved with its implementation. This will allow the organization to properly assess where the program took a nosedive.   It is also worthwhile to conduct a survey, preferably anonymously, among the program participants and inquire after the type of reward that they'd prefer more. Whenever possible, give the survey participants a chance to name a specific reward option that they would like to receive but is not included in the given list. After the survey, those who implemented the program can gauge whether the selected reward is indeed appealing to a broad number of people or the reward should be changed the next time it is implemented.   Ideally, the survey should be conducted at least a month after the awarding. The advantage of waiting a bit further is that for those who will participate in the survey, the excitement of the event has worn off and they are now in an objective mind-set.   If there are winners of the program who did not redeem their awards, it is important to inquire why they did not take advantage of the rewards.

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  • Evan Polin
    Sandler Training

    "I've been working with Bruce and his team on two projects and they've been great to work with. Bruce has helped us set up a referral/incentive program for us to roll out with our clients and strategic partners. Bruce was great to work with. He's set up a 7 tier program that allows for flexibility and he's also helped us to market the program."

  • Kevin O'Keefe
    Vice President World Wide Sales, Maginatics, Inc.

    "Beverly arranged and managed the early Envivio Sales incentive trips for us. Each of our events was an outstanding and motivating experience Our Sales team appreciated the attention to detail and to fun. Qualifying for the "trip" was a motivating factor behind many end of year sales pushes. I will use Beverly again in the future."

  • Mickey Poorman
    Laird Technologies

    "Peak Performance’s attention to detail and personal service made me feel like I had a true corporate meeting planning partner that I could rely on throughout the planning process right up until I was on site. I look forward to doing more meetings with them."

  • Marco Lopez
    C& J Energy Services, Inc

    "I have used your services two years in a row and you all have made my vacation a great one. You have the most helpful and considerate employees. Always very friendly, respectful and willing to make my travel experience a good one. Thank you and keep up the great job."

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