A 5-Part Series:
Avoiding the Pitfalls
of Rewarding in a
Global Business
PART 1
Considerations
& Challenges
By Michelle M. Smith, CPIM, CRP
Vice President, Marketing – O.C. Tanner
Organisational growth – and the growth and
development of incentive, recognition, human
resource, sales and marketing professionals –
more often than not now involves an international
component. We all need to lead the way in
championing workforce cultural sensitivity and
guiding organizations through complex global
reward programs.
International programs are exceptionally
challenging, complex, and fraught with subtleties
that can dramatically derail your best laid plans
if you’re not extremely careful. No leader wants
to take a chance on any recognition or incentive
program, but once you cross a country border,
the odds of something going wrong increases
significantly.
This 5-part series will drive the odds back into your
favor by sharing what’s necessary to avoid risk and
to improve your success levels internationally.
Whether locally or globally, incorporating
recognition and incentive programs into your
corporate strategy has rapidly evolved from a
discretionary corporate initiative to a ‘must have’
business imperative.
Across the globe, corporations are wrestling to
improve productivity in their organizations, reduce
expenses, increase retention of employees and
customers and stem the tide of an increasingly
disengaged and restless workforce.
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