The Goal is to engage Garda employees through an ongoing rewards program that will motivate, educate and inspire employees in 3 Key areas:
Recruiting for future Garda Employees (guards). The highest quality of new recruits are internal referrals. (this will also help identify potential future leaders for Garda since the ability to consistently recruit is a main indicator towards powers of influence). There is already a budget allocated to this so we will need to add these numbers to our budget. (Was it $1500 after three months of employment?)
Referrals for Alarm systems. All Garda employees might not have homes of their own but they have friends, family and customers that do. They can receive a finders fee bonus once any referred customers are installed. (around $100 a install)
Recruiting for future Liberty Employees (sales and installers). Liberty will need good people across the country, the more Liberty’s hires are tied to Garda the better so that organic integrated relationships already exist which improves business communication and delivery. ($1000 after 3 months of employment)
There are a couple ways we can reward them through a point system. To use Allstate as an example, Agents are required to achieve 2 points per month through their P&P program in order to qualify for any bonuses that month and they receive specific bonuses once they bank enough total points. This has both a carrot and a stick approach which is always most effective. However they were only able to add the stick after the point system was established after a year.
-Depending on the Garda budget per recruit (say $1500) we should keep $500 which goes to a pot that the team with the most overall points gets. Which will drive internal company competition and build office and company culture.
-monthly points gets you a ticket in the draw for an individual to win the pot (Depending on the Garda budget per recruit (say $1500) we should keep $500 which goes to a pot)This way of doing it might build more individual participation across the country without needing the leadership to buy in but not provide the team opportunity.