Instant vs Delayed Gratification in Rewards

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Many of our Merchandise Monday posts focus on larger awards. We talk about Tablet PCs, printers, bikes and televisions. These are all great rewards that could be used to help drive certain behaviors. In a points-based recognition program these type of rewards aren't typically earned quickly Larger rewards typically require more points, resulting in point earners delaying their gratification for a big reward.

On the other hand, there are smaller rewards. They require less points but more importantly, take less time to earn and have more of an "instant gratification" aspect behind them. This results in those point earners getting that "trophy" much quicker. Is one of these better or more effective than the other? Let's take a look:

Americans Prefer Instant Gratification

According to a poll run by USAToday, most Americans prefer instant gratification and results. This poll mainly pointed towards circumstances like waiting in line, being on hold for a call or driving through traffic. These don't talk about redeeming points sooner or later or spending money sooner than later but it does give us insight on a growing mentality. Looking at the way businesses run in the digital world, customers expect feedback and help even quicker now. Being a fast responder isn't a unique trait for a company, it's now an expectation.

Knowing how quickly many consumers expect things, it would only make sense that rewards that are quickly achieved would make the most sense right? Yes and no. The following experiment shows that there is a good mix of both.

The Stanford Marshmallow Experiment

This is probably the most referenced psychology study on instant gratification. Summed up, children around the age of four were placed in a room and given a marshmallow. The psychologist (Walter Mischel) performing the experiment said he had to leave the room. He gave the children two options: they could eat the marshmallow while he was gone or have a second one if they held out on eating until he returned. Some of the children waited it out for a second marshmallow while others sought out the instant reward.

This experiment mainly to study the psychological tendencies of these two groups of people, those who wait for rewards and those who want it now. It does show us this: even at an early age, it's apparent that there isn't a universal truth to what sort of reward is best. Different things motivate different people.

Which is best?

So which is the best sort of reward to add to your program? Smaller, quicker-to-earn awards or larger, long-term ones? Both.

It really depends on who you are trying to reward. What motivates them? It's good to have a mix of both smaller and larger point-value items in your rewards options. Some people may want to save up for that flatscreen for the family room or that new grill for next summer.

The main thing to learn about instant gratification is applying this to recognition. Take away the rewards aspect and think of why you're giving them in the first place. You are recognizing a job well done. If you have a performer that went over and beyond the expectations set before them, they expect to be recognized quickly.

It's not necessarily all about quickly earned rewards. Quick recognition is what will drive people. What do you think?

**Check out a follow up to this post by @annbares on Compensation Force

Canon Taps Into Wi-Fi Printing: Merch Monday

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Hooking up computers with cables to print is so 2005.

Wireless printing has become a popular (and necessary) trend for home printers for the past year. Many devices now are including less and less port hookups and require more dependence on Wi-Fi networks to do almost any task, including printing. Right now, Canon is ahead of the curve in regards to printing.

Canon's PIXMA MX870 printer is a prime example of what can be done with wireless printer technology. This new device allows users to print from anywhere in there home at any time. What makes this printer even cooler? It even allows you to print straight from your iPad, iPhone or even iPod Touch with the Easy-PhotoPrint  App. Not shabby.

Regarding printing specs Canon doesn't disappoint. The PIXMA prints double-sided jobs without having to manaully flip the paper yourself, has 9600x2400 maximum resolution and has a 35-sheet Auto Document Feeder to make scanning that much faster. Newer Canon printers will include Intelligent Touch technology that allows users to only see buttons associated with the function they need.

There's a lot of fun technology coming down the road with printers. What other type  of printers are coming down the pike?

Hinda Featured on {Grow}

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 We jumped in on the social media thing about a year and a half ago. Over time, we've grown a community of those who share information about technology and performance behavior. Recently, we were asked to tell our digital story on @markwschaefer's {Grow} blog. His community is one of the fastest growing blogs on the web right now, sneaking into the

Advertising Age top 100 in six months time. Special thanks to Mark for reaching out!

Want to learn more about our digital story and how we're leveraging social media for success? Our resident blogger @drewhawkins tells our story on {Grow} today.

Click here to view the post.

Company Snow Days

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Here in Chicago this week we had a blizzard of epic proportions. According to the Twitter trending topics on Tuesday night, we were bigger than Bieber. That's a big storm.

An employee standing out in front of our office this AMMost of you all who watched the news saw how Lake Shore Drive, one of the busiest commuter roads in the city, was completely shut down. People coming home from work were left stranded out on the road for hours and hours, some having to completely abandon their cars on the road and finding some other way home, whether that was by snowmobile or walking home in the 60 mph winds.

Here at Hinda, we took the warnings seriously. We closed down the office a few hours early on Tuesday as the storm started to approach the city to give all of the staff ample time to get home. Though it took most people forever to actually get  home, they still made it without the 6, 8 or even 18 hour delays that many faced. The next day we shut down for the weather, not wanting anyone to take unecessary risks trying to get to work. Most employees that could worked remotely. The office doors opened today and we're even providing free lunch to our employees who were able to make it in.

Though we're not trying to toot our own horn (okay, maybe just a little...), it's good to raise the question on what your company would do at a time like this? Would you try and go on business as usual, costing your staff time and potential headaches with commuting? Or would you be forgiving of the elements and shut things down as need be? Sometimes a demand in productivity in dire circumstances could kill morale and kill productivity and engagement levels later.

How else could companies look toward their employees best interest?

Gamifying Groupon for Loyalty

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Groupon, to the shock of onlookers, recently turned down a $6 billion buyout offer from Google. Yes, that's billion with a "B." They apparently have a lot of faith in the growth of their business model despite the threat from competitors like LivingSocial.

In an article from CustomerThink.com, Bryan Pearson talks about the future of Groupon from a loyalty standpoint. He makes the point that Groupon is doing great now but needs to plan how to retain that loyalty and enthusiasm down the road. One of these suggestions is offering free Groupons to loyal users or rewarding them loyalty points for frequently buying deals. Definitely a few solid point of suggestions from Pearson.

Why couldn't we take that idea a step further. With gaming elements becoming more prevalent in loyalty and rewards, what if you were to add a game layer to Groupon loyalty?.

Part of the appeal to Groupon for a business offering a deal is increased brand exposure. Sure they are giving steep discounts but I assume the goal is to have more people walking through the door that may not have otherwise. In return, that "preview" of their business may result in more return customers.

Groupon Meets Location-Based Services

If the goal is increased brand exposure for the business and in addition - more Groupon loyalty - why not tie both in together through a location-based marketing campaign? SCVNGR has already shown ways it can add a game layer to "check-ins." One could incorporate a check-in style like SCVNGR's that would both promote the business offering the deal while rewarding points to Groupon users. Let's explore that:

SCVNGR's game model is built mainly on a progression dynamic, meaning that one has to complete a series of tasks to achieve some ultimate goal. We talk more about that dynamic on this post. Let's say a Groupon buyer wants to earn a free Groupon. They could not only buy X number of deals to ultimately earn a free deal (like the Subway sticker card or punch card for a free hair cut) but could also ask for brand interaction in return. They could have a game set up on SCVNGR asking customers to "check-in" using SCNVGR to earn points, giving that particular business an online shout out. In addition, deal buyers could earn more points by taking a picture of their Groupon deal, mentioning what they're ordering (if the deal is at a restaurant), taking a pic of that venue etc.

The Object of the Game...

Ultimately, the "game" on SCVNGR would be to earn enough points to land a free Groupon deal. By participating in the above tasks (checking in, snapping photos etc) deal buyers could earn points. Using the progression bar provided by SCVNGR, these consumers would be able to see how many tasks or deals they would have to redeem and participate in to earn a free deal. This game function would not only improve brand awareness for businesses offering deals but increase engagement and loyalty for Groupon.

Obvoiously, this concept could be taken in many different directions and would require more marketing specificity and could involve other services. What do you all think? Could LBS help improve Groupon loyalty? How else could Groupon create loyalty?

Bose Enters the Bluetooth Headset Space

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They have surround sound, mini stereos and headphones. It only makes sense that the next step is a bluetooth headset.

Bose, the master craftsmen of sound, have unveiled their new Bose Bluetooth Headset. Famous for their noise-cancellation technology, Bose brings this feature to the bluetooth table. One of the disadvantages of many bluetooth devices is the ability to hear each other in a crowded or slightly noisier area than others. Bose's new product tackles that issue.

According to a personal test done by this ComputerWorld writer, she uses the device in an overcrowded party room with high ceilings and still has relatively little trouble being able to maintain her phone coversation. Bose added noise-rejecting microphone filters to cancel out any unecessary background noise and focuses in on your voice alone, helping the person on the other end. Also, as the previously noted author mentioned, you can hear your calls better as the Bose technology is constantly adjusting the voice levels in your ear to rise above any background noise around you.

The device itself is sleek, attractive and more comfortable to wear than most other bluetooth devices. In addition, its rechargable battery allows for over 4.5 hours of talk time and 175 hours of standby time. Not shabby at all.

So what do you all think? Will Bose's new headset outperform the rest?

Carson Palmer and a Lesson in Employee Retention

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With rumors of the economy being on an uptick, a huge focus has been on employee retention. After all, when hiring steps up and employees aren't landlocked in their jobs due to a recession, what's going to keep them from jumping ship?

Employee engagement through communication, recognition and rewards can help you in improving retention in the near future. The ultimate goal is to create a work environment that entices people to stay loyalty to your company and not actively seek out greener pastures.

Even with all of that engagement effort, assuming it's done effectively, what do you do if one of your employees is bent on leaving? Do you still want them there?

Let's take a page out of ESPN's NFL news. We rarely view professional athletes as "employees" but let's try to wrap our heads around that for the next few moments. Carson Palmer from the Cincinnati Bengals is currently asking to be traded. He is apparently tired of his tenure with the Bengals and wanting to move on elsewhere. The catch is - his coach won't let him go. Even at the point of threatening retirement, his coach is bent on keeping him regardless of his attitude towards the organization.

We know retention is obviously important to any organization but at what limits? Sure the search for a new candidate (quarterback in this case) could be costly. However, what's the cost of a disengaged employee? If someone is willing to leave but not allowed, what do you think that would do to their work effort inside the office after that? Do you think that individual would be motivated and productive?

A willingly less engaged and productive employee could do more harm than good....and ultimately be more costly than replacing them.

What do you think? Is the Bengals' coach making the right move forcing Palmer to stay? Would any manager be wise in doing the same?

For those out of the loop, below is an ESPN report on the matter.

For those of us who get "Bengals" and "Bangles" confused,  this link here is for you.