BI WORLDWIDE

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Benefit From Giving Your Employees A Chance

Goals are individualistic. Every person has his own set of aims. And the passion to achieve them makes them a perfectionist in their efforts. Self-selection of goals makes such a difference in performance, so why don’t organisations allow everyone to choose their own?

Does that sound silly?

Without the direction and leadership of the higher authorities, corporations cannot afford to allow everyone in the organisation to set their own goals. In other words, rogue goals just won’t do. Right?

If you are thinking the story ends there, then no.

Choice Architecture

Choice architecture is a technique developed by Richard Thaler, PhD, from the University of Chicago which helps people make choices that are exactly what is desired by the organisation and are in-line with the sponsors’ direction. With this tool, the only choices that are offered are those that meet the sponsors’ preset requirements.

An example of choice architecture is the value meal menu at McDonald’s. Of all items available at McDonald’s restaurants, the most popular and the most profitable items are arranged on the value meal menu. They have made value meal simpler and easier to order from, by organising them under a single name. Thus, it is liked by the customers and ordered more frequently than a la carte items.

When this method is applied while setting goals, employees see only a few of them. Three is a great number of choices – options that are fixed by management. As the management has decided the level of goals ahead of time, any goal chosen by the employee will be acceptable to the organisation. Thus the organisation gets to keep the employees happy as well as they have their objectives attained.

If we think about it, we come across choice architecture every day. Some apps require us to opt in, others to opt out; the way the food is organised in the supermarket, the order and level that food items are displayed on grocery shelves; the order and options of available food items in a cafeteria, consequently, we are subjected to choice architecture every day. While it may sound artificial, we experience choice architecture in many aspects of our lives.

Give them a chance

When the goals were offered in this framework of choice architecture, 98% of all employees were seen selecting goals and 58% of them performed better than their expected performance.

Ultimately, people who select their own goals perform and accomplish 37% better than those who can earn the same rewards for the same effort but with no requirement to commit to their goal.

So, all Managers out there– Get thinking and create relevant goals that are attainable by your employees for them to choose from. Always remember, by utilising this technique, you will benefit from giving them a choice. To know more about the

employee engagement

strategies,

contact BI WORLDWIDE

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A Look Ahead: Employee Engagement Trends for 2016

It’s almost the end of 2015! Are you prepared for the coming year? With the advancing times, the workplace is changing and so should your engagement strategies to keep up with the changing trends! Strategies and ideas that worked 5 years ago might not be as effective, if executed today. With the changing dynamics and people’s likes; needs and preferences keep evolving and it is imperative to be aware of this so that the right strategies are put to action and the desired level of engagement is achieved.

How well do you know the people who come to work for you every day? Do you know what their personal likes are? What is your plan to engage them in the next 12 months? Read on to know what you can do to design and execute the best engagement program for your organization.

Top trends in engagement for 2016:

1.Focus on happiness -

Organizations tend to push engagement. However, are you doing it right? What employees really want is happiness, pure and simple. Gone are the days when monetary rewards took the front seat! People now crave for a happy life.

So, what can you do?

Acknowledge contributions and efforts with unique recognition. If not recognized, employees tend to underperform. Recognize service and performance early (before the traditional 5-year mark) as people now have no patience to wait until that long in a single company if they do not feel happy and motivated. Enhance your culture so that your organization is a place where employees ‘want to be’, not ‘have to be’.

 2.Ask more from managers -

There’s always a greater perceived value when an immediate supervisor or manager recognizes excellent work. Provide the managers with the right tools to recognize and reward their employees in the best possible way.

So, what can you do?

Your managers might not be fully aware of the importance of engagement and the employees might be low on confidence. Train managers on why recognition is important and how it is best given to reinforce key behaviors. Build awareness about the program by communicating often with the managers and measure how much or how little they are using the tools that they are given to recognize their employees.

1.Make work meaningful -

Employees now are looking for more than ‘just a job’; personal satisfaction is increasingly taking importance. Employees are seeking work that’s personally meaningful. If they feel they aren’t using their skills and being challenged, they will look for other options. Hire managers who will hire people not only to complete tasks immediately but who also make sure that the entry-level jobs provide them with opportunities to learn, contribute and grow.

So, what can you do?

Ask, don’t tell. Instead of dictating the process to team members, challenge and motivate them to find improvements. Let your team members get the opportunity to run with an idea that you haven’t had the chance to explore. Give them some basic parameters to follow, and then let them lead.

2.Lead with compassion -

A compassionate leader, one who is authentic and has a sense of dignity, is always the best thing a team can have! 74% of employees who work for compassionate leaders say that they are unlikely to leave their current organization in the next five years.

So, what can you do?

Make individual goals. This requires listening to your employees and having a willingness to be flexible and adaptable. Focus on developing their skills as well and communicate to create credibility, trust and influence.

3. Meet them where they are -

Inventive technologies allow employees to speak and be spoken to with relevance, and relevance certainly leads to better results. Employees are habituated to checking their mobile devices whenever they have free time and crave instant, easy access to news, apps, pictures, videos, statuses – all on their terms. They expect the same of their recognition program.

So, what can you do?

Start with a clear direction and use multiple channels and touch points to communicate with your employees. Give them the ability to recognize each other on devices with which they are comfortable. Also, don’t miss to incorporate social elements like news feeds, comments and sharing that’s built using responsive design or in a native app. Provide several ways to communicate to employees, including traditional methods like company intranets as well as mobile, social recognition platforms and data visualization boards in areas where employees gather, such as break rooms and pantries.

1.Train more, with less –

Research shows that today’s learner is overwhelmed and impatient. Most of them don’t have enough time to do their jobs properly and can devote just a few minutes during an average work week to learning.

So, what can you do?

Make it short and sweet! Divide the learning data into ‘learning snacks’ - 2 or 3 minute learning bites about a single task. Be aware that they almost unknowingly reach for their mobile phones first. So you could make your learning content mobile friendly as well. Introduce customized learning. Each of your learners has previous knowledge and expertise. Use this to dynamically configure the learning experience for individual learners.

These are some of the most important trends for 2016. Follow them wisely, engage your employees and have a happy work life together as a team.

For more information on how BI WORLDWIDETM India can help you engage your employees in the year ahead, contact us.

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4 Fundamental Elements to Grab your Channel Partner’s Attention

Time is on the run. And also, it has set everyone running. Every little time that you find is consumed to connect, engage, read blogs, articles and books, take a survey, listen to a podcast, view YouTube video, talks or attend a webinar. It not only keeps you and your channel partner engaged, but also overwhelms you both.

So, how would you attract your channel partners to spend some quality time to enhance your partnerships? Trust, communication or programs, which one would work best?

Trust

Like any relationship, ‘Trust’ is the key basis of every personal or professional connection. This further helps when the changing economy and spends bring in sudden storm of events. ‘Every human being wants to trust those in close interaction and wishes the same in reciprocation’ – as stated by behavioral scientist.

Upon sharing work history, you need to establish trust on your partners that they will sell your products in good faith and at a fair price, ensuring that the end-user has a quality experience. The channel partner in turn, needs to trust that any information they share with you will not be used by you to go directly to the end-user and cut them out of the mix.

Trust is earned and then preserved. Make yourself to be a trust-worthy partner by being highly professional, completely ethical and respectful of your partners’ situations.

Communication

Make certain to keep any form of communication open, two way and transparent. It is honesty and frequency that helps to inaugurate a good communication culture. If you have a channel web portal, hire someone to keep it updated on par with company standards by uploading new and fresh content continuously that has actionable meaning for your partners. Then push that content out to your partners. Just because you build it, doesn’t mean they will come.

When it comes to communicating with channel partners, silence is not golden. It is up to you in keeping communication positive, ongoing, relevant and usable.

Programs

Your partner’s expectation from you to support them with innovative, fresh and current programs to upkeep their sales and marketing efforts is a given. In today’s competitive global environment, a ‘one-size fits all’ program strategy is unlikely to work anymore. Insist on applying idiosyncratic fit methodology to your program strategy by providing programs that are flexible, so your partners can customize them to their specific needs.

Plug and play programs are no longer valid. You need to give your partners lots of leeway to pick what works, discard what doesn’t. Provide a fluid array of choices to match their individual needs.

Keep it real

It is very noisy and fluctuating in every marketplace. But by establishing trust, communicating assertively and providing flexible programs, you can inherit, and more importantly, maintain your channel partners’ attention.

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3 Key Factors of Employee Engagement

Employees are the most important part of any organisation. Employee at every level has to feel motivated and happy to give his best to his responsibilities. Engaging them helps a company achieve this, which in turn leads to the company’s success. 

Executing any task is like a sport. Employees work hard towards it, collectively execute it, and finally we have the result of the combined work of the team. For easier understanding, let us see how we can relate ‘employee engagement’ to sports and know the key factors -

1. Employees need something for motivation (Besides money)

Consider any sport. Sure, the winners make a lot of money. But what drives them is something much bigger than the mere paycheck. It’s the moment when they’re crowned the winner! When they feel that their hard work has been recognised in front of everyone.

Your employees deserve and need the same, and more often than not, they themselves will not know this. Make them feel like their contribution is important for the success of your team and give them the feeling of taking the team to success when your team does well.

2. Unity

Consider yourself the team leader and your employees the supporters. Now, in any sport, even though it’s the leader who takes the team to success, it is actually a team effort. Similarly, each member of your team has his own responsibilities. But in the end, they’re all working towards a common goal, i.e., making your business successful.

Therefore, it is important to maintain unity in the team and have the team members respect and value each other. A well-planned employee engagement program will help your employees stay motivated and remember that they are proud members of a great team.

3. Wellness is the key!

It’s not enough for any sportsman to be in a good physical shape; mental well-being has an equal priority! If not, any healthy person would be a sportsman! Similarly, you need to figure out how your employees are feeling, especially at workplace. Their overall health plays an important role in how well they perform at work.

Consider integrating wellness programs to keep your employees informed about their health and how to maintain it. You can even devise some stress busting programs to relax your employees and make them perform better. They will be at their best when they feel the best!

An efficient employee engagement program takes care of all the above factors and makes sure every employee feels motivated and strives to give his best. Get in touch with us and we will help you devise an employee engagement solution that works best for your company.

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NFA BIWorldwide Goalquest

BI WORLDWIDE employs innovative solutions to increase revenue based on the scientific principles of Behavioural Economics.

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Employee Service Anniversary Program

Learn how BI WORLDWIDE helped changed the culture of an energy company through the implementation of a Service Anniversary Awards program.

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Buzz Horizontal Final

BiWorldwide introduces the Buzz Software - The Recognition app for Millenials. We're the global leader in engagement solutions and employee Recognition Programs that drive measurable results for our clients around the world

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BUZZ

BiWorldwide introduces the Buzz Software - The Recognition app for Millenials. We're the global leader in engagement solutions and employee Recognition Programs that drive measurable results for our clients around the world

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BI WORLDWIDE Values

Our mission is to put our engagement expertise to work for you. We understand how to engage employees, channel partners and customers better than anyone else and we have the tools and resources to help your business tap into that knowledge to drive employee engagement programs and sustain measurable results.

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4 Fundamental Elements to Grab your Channel Partners’ Attention

Time is on the run. And also, it has set everyone running. Every little time that you find is consumed to connect, engage, read blogs, articles and books, take a survey, listen to a podcast, view YouTube video, talks or attend a webinar. It not only keeps you and your channel partner engaged, but also overwhelms you both. So, how would you attract your channel partners to spend some quality time to enhance your partnerships? Trust, communication or programs, which one would work best? Trust Like any relationship, ‘Trust’ is the key basis of every personal or professional connection. This further helps when the changing economy and spends bring in sudden storm of events. ‘Every human being wants to trust those in close interaction and wishes the same in reciprocation’ - as stated by behavioral scientist. Upon sharing work history, you need to establish trust on your partners that they will sell your products in good faith and at a fair price, ensuring that the end-user has a quality experience. The channel partner in turn, needs to trust that any information they share with you will not be used by you to go directly to the end-user and cut them out of the mix. Trust is earned and then preserved. Make yourself to be a trust-worthy partner by being highly professional, completely ethical and respectful of your partners’ situations. Communication Make certain to keep any form of communication open, two way and transparent. It is honesty and frequency that helps to inaugurate a good communication culture. If you have a channel web portal, hire someone to keep it updated on par with company standards by uploading new and fresh content continuously that has actionable meaning for your partners. Then push that content out to your partners. Just because you build it, doesn’t mean they will come. When it comes to communicating with channel partners, silence is not golden. It is up to you in keeping communication positive, ongoing, relevant and usable. Programs Your partner’s expectation from you to support them with innovative, fresh and current programs to upkeep their sales and marketing efforts is a given. In today’s competitive global environment, a ‘one-size fits all’ program strategy is unlikely to work anymore. Insist on applying idiosyncratic fit methodology to your program strategy by providing programs that are flexible, so your partners can customize them to their specific needs. Plug and play programs are no longer valid. You need to give your partners lots of leeway to pick what works, discard what doesn’t. Provide a fluid array of choices to match their individual needs. Keep it real It is very noisy and fluctuating in every marketplace. But by establishing trust, communicating assertively and providing flexible programs, you can inherit, and more importantly, maintain your channel partners’ attention. Contact our experts if you have more doubts about how to engage your channel partners.

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BI WORLDWIDE India Diamond Sponsors The Total Rewards Conclave 2015!

BI WORLDWIDETM India, the global provider of employee engagement and reward solutions is honoured to be one of the diamond sponsors of the Total Rewards Conclave 2015, presented by PeopleMatters! Designed specifically for talent management professionals, the Total Rewards Conclave 2015 gives insights, resources, innovations and solutions you need to move your reward system strategies to the next level. Business leaders, rewards strategists and practitioners will share their experiences and field questions to catalyze change. The conclave is a learning-sharing environment consisting of high impact keynotes, bistro sessions and Total Rewards Expo by leading industry experts and service providers. Siddharth Reddy, Managing Director, BI WORLDWIDETM India will be one of the key speakers for the bistro session - THE RADICAL CHANGES IN EMPLOYEE NEEDS. The session includes discussions on how the needs and expectations of people have changed from rewards programs. Mr. Siddharth will also throw light on what today's globally and demographically diverse workforce expect from rewards. Participate in the session to make note of what organisations are doing to keep up with the changing scenario of needs. This energetic conclave provides ideas that will help you grow your personal and professional success, while evolving your talent management strategies. When: February 3rd, 2015 Where: The Leela Ambience, Gurgaon Register here: http://www.totalrewardsconclave.com/ Come, join us to fuel productivity, encourage loyalty and discover the benefits of a good reward program!

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6 Best Practices to Drive 21st Century Employee Engagement Programs

Employee engagement is the rational, emotional, and motivational state that leads employees to higher levels of performance. In this era, do not rely on 20th century strategies for 21st century challenges. Work has changed and so have the rules. Below listed are some evidence based best practices to drive engagement. 1. A person performs best when he understands the end to end logic. Hence, create and make work more meaningful and challenging. 2. Value your employees regularly. Express your trust in them through a relational currency. 3. Ensure those at the managerial and leadership positions are transparent and supportive. 4. Deliver authentic recognition with purpose. 5. Ensure your work requires skill and experience. In addition to providing direction and challenge with tasks, offer support in every way. 6. Create an environment that links performance to company values and objectives. This becomes a powerful lever to attract and retain your talent. Incorporating these best practices in creating a strategy will give you 50% of the ROI on engagement. These practices are critical points that demand action and attention. If you are looking for an expert advice on developing your employee engagement program strategy in 2015, contact our employee recognition experts today.

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5 Workplace Trends that will Drive Employee Engagement in 2015

The dynamics of the global economy is constantly fluctuating. The current drift shows that the global GDP is declining in advanced economies and progressing in emerging markets, showcasing significant shifts in the global marketplace in the coming ten years. It is expected that by 2016, this shift is only going to increase, with more than 52% of the GDP coming from developing economies and emerging markets. With 2015 round the corner, here are the developing workplace trends as observed by Forbes, US News and World reports that will help you develop employee engagement strategies: 1. Generation Millennials – Those in their 20s and early 30s make up about 36% of your workplace. By 2025, that number will reach upto 75%. 2. Going Global – Your workforce is now worldwide. Conducts need to be modified to a standardised level so as to address global teams and maintain culture across all continents. 3. Battle of the Talents - The war for talent is real. The one, who lacks strategy, becomes someone else’s leverage. Between 70 – 84% of employees are currently hunting. 4. Skill Development - Talent development remains the key to retention. The best companies are persistently investing in building and retaining their existing talent. The companies failing to do so are becoming irrelevant. 5. Health Focus - Health care costs are projected to increase 6.7% per employee. Hence, promoting wellness will be massive at workplace. Companies need healthy employees not just to boost productivity but also to live better personal lives. 6. Workforce Power - Gone are the days of loyalism. The employer will no longer define the workplace – employees’ priorities and preferences will dictate what the future workplace will look like. These trends will be the game changer for your employee engagement program strategy in 2015. If you are looking for an expert advice on developing your employee engagement program strategy in 2015, contact our employee recognition experts today.

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High Attrition Despite Healthy Employee Engagement

On an average, half of Indians admit to investing only 50-90 per cent of their effort at work.

India interestingly is displaying a mixed trend of high employee engagement and attrition compared to nations worldwide. Economy is back on track and with all sectors showing signs of growth, Indian employees are optimistic of new job opportunities and thus the attrition rate is seeing upward trend, points, Siddharth Reddy, MD, BI WORLDWIDE.

In a study conducted in India covering multiple industries, it has been observed, while several organisations focus on paying compensation to motive staff, the expectation had been usually beyond compensation. Companies which had created structured recognition system had seen lesser impact in terms of attrition. It is important that the employee engagement programmes are implemented by middle level management the way the CEOs, CHROs had envisioned them. Companies have begun adopting employee engagement strategies since the last two years. Mindset is changing gradually, he observed.

Sharing global trends on employee engagement, he said, commitment varies from country to country. Almost a quarter of employees in the UK are motivated to perform, while in China, nearly half are engaged in performance. More than half of employees are not fully engaged. The study conducted by BI WORLDWIDETM shows that in India, about 55 per cent of the employees are planning to stay in their current organisations, while 24 per cent are not sure and 24 per cent have plans to leave their companies within a year’s time.

About 3 per cent of Baby Boomers (aged 54-70) are keen to quit their organisations in 12 months, while 22 per cent of Gen X (32-53) plan to move out, and 26 per cent Gen Y (18-31) employees are planning to quit their current organisations. The Baby Boomers are planning to stay in their current organisations for 6.9 years, Gen X - 4.7 years, while Gen Y - 2.9 years.

While the number of employees who are intensely committed to their organisation vary by only ten percentage across industries, they are larger differences in the number of employees who perform intensely. Over half of engineering and construction workers focus on innovation, the customer and improvement. In health care and in government, only one employee in three reports that he/she performs with intensity, the study shows.

Siddharth Reddy pointed, more than 6 in 10 Indians are not working to their potential. On an average, half of Indians admit to investing only 50-90 per cent of their effort at work. Three per cent of Indian employees report that they invest only half of their effort or less at work.

This article was originally published in Metro India on 21 December 2014.

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Indian employees most engaged globally: Report

A majority of Indian employees are performing intensely and their work engagement level is highest in the world, a new study by BI WORLDWIDETM says.

At the same time, six out of ten Indian employees are not working to their full potential while the younger employees are constantly on the lookout for a new job.

According to BI WORLDWIDETM report, 51 per cent of Indian employees are performing intensely, making them globally the most engaged in their work. They are followed by Chinese employees (49 per cent), US (38 per cent), Brazil (36 per cent), Canada (28 per cent) and the UK (24 per cent).

Though the level of employee engagement is very high in India, more than 6 in 10 Indians are not working to their potential, the report said. "On an average, half of Indians admit to investing only 50-90 per cent of their effort at work. Moreover, three per cent of Indian employees report that they invest only half of their effort or less at work," the report said.

BI WORLDWIDE conducted the survey to measure employee's intensity of performance and commitment at work place. The survey spanned across seven countries namely India, Brazil, Canada, China, US, UK and the Latin American region outside of Brazil and covered nearly 7264 responses. The report further said the older generation in India would prefer to stay at their current employer for almost seven years while the younger lot is planning to leave much sooner. According to BI WORLDWIDE research in India, Gen X (born between 1960s to 1980s) employees would like to leave in 4.7 years, while Gen Y (born between 1980s to 1990s) plans on staying for a mere 2.9 years. Moreover, nearly a quarter of Gen Y employees who work full time in an organisation larger than 500 employees have plans to leave their company within the next year.

"With entire career ahead of them, Gen Y employees are jockeying for position. They are experimenting. And they have realised that their income can grow more rapidly if they job-hop," the report said.

According to the report, the top five reasons why the Gen Y employees in India plan to leave are fear, job stress, a sense of unfair pay, a bleak or unknown future and for an innovative workplace where they can contribute ideas and make decisions. 

News Source - http://timesofindia.indiatimes.com/business/india-business/Indian-employees-most-engaged-globally-Report/articleshow/45323979.cms (This article was published on November 30, 2014)

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Only 40% of employees work to their full potential

Indian employers are able to engage only 40 per cent of their employees to their full potential, revealed a survey conducted by BI WORLDWIDETM, a global technology-enabled services company.

The study also showed that 64 per cent Indians admit to investing less than 90 per cent of their effort at work, highlighting the magnitude of unmet potential in the Indian workforce.

The survey spanned seven countries — India, Brazil, Canada, China, the US, the UK and the Latin American region outside of Brazil. A little over 7,200 responses were gathered — around 1,000 from each country.

According to the survey, there is a “need for employers to initiate innovative HR policies which will further motivate their employees to deliver their best.”

“Research findings support a call-to-action for organisational leaders to humanise the workplace and treat employees like the thinking, feeling people they are. There is a need to take care of the employee needs, help them be happy at work, and they will repay the organisation with loyalty and hard work,” said Brenda Kowske, Talent Analytics Director, BI WORLDWIDETM.

Different categories

The survey identified and categorised the workforce across India into: companies with a minimum of 500 employees; who are 18 years of age and above; and working a minimum of 30 hours.

They were further categorised into three groups based on age: Gen Y (18-31), Gen X (32-53), and Baby Boomers (54-70).

According to the survey, the boomers in India (54-70 age group) reported highest levels of performance, with 58 per cent of them saying they perform their work with intensity.

“Just one-third of both Gen X and Gen Y employees report commitment intensity — a warning to employers to focus on retention of their younger employees,” said Kowske. Also, the survey highlights that Gen Y has the highest number of respondents who plan to leave the organisation in the next 12 months, while those in the 54-70 age group plan to stay on for seven years on an average.

News Source - http://www.thehindubusinessline.com/economy/only-40-of-employees-work-to-their-full-potential/article6618735.ece

(This article was published on November 20, 2014)

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4 Key Tips to Plan your Channel Incentive Program

Trusting your channel and dealer partners to make the most of your next channel incentive program can feel a lot like sending a kid off to camp.

Camping is a big part of many happy summer memories. But sending kids to a summer camp can be a nerve-wracking experience for the grownups involved. Contemplations will be rife on whether they will have fun? Will they make friends and experience all that the camp has to offer?

Now, if you think it through a cool mind, you might reflect that sending a kid to camp can feel very much like launching an incentive program for channel or dealer partners. Applying discoveries made in the field of behavioural economics to the ecosystem of a channel can result in improved sales performance. Here, behavioural economists tell us that both experiences involve a loss of direct control making the situation challenging but a few things kept in mind could ensure happy campers and a happy and rewarding channel.

Get a game plan

It’s always good to prepare in advance for good experience. For example, kids need to be aware of what they should expect and how to avoid potential problems, if any. Most importantly, your expectations from them will need to be put in words. Sound familiar? Similarly, in case of incentive plans for a channel, you need to make sure that everyone knows what lies ahead – and what the best-case scenario might be to engage them in the program and qualify for rewards.

Good counsellors make the difference

A good guide makes a lot of difference for your kid’s trip and hence you should make sure they are adequately trained and up to all the challenges that might get thrown at them. Similar is the case for an organisation’s individual managers and franchise leads. Get to know them, let them know what’s coming, and above all, communicate with them frequently, making sure they are leading their group and not lagging behind.

Feedback

To encourage feedback on your experience, campers aren’t allowed to enjoy Sunday night dinner on some camps until they show up with a letter to home, ready to mail. At work, this boils down to strong upfront reporting systems in place before you launch a channel incentive program. Otherwise, you will keep wondering how it’s all going back there at the dealership. 

Comfort zones? Get out of them

To become camper of the year, you will have to pull up your socks and work rather than sitting and crying about how different everything seems. Similarly, strong channel performers will sometimes need to push themselves to try the new and difficult things like making a cold call, trying to generate a lead or ask for a referral. Moving outside of the comfort zone is a great way to succeed and perform better if you acknowledge that the learning curve may be steep, but definitely worth it.

Once the program is up and running (and once your kids get back home and start driving you crazy), you will be pleased you worked so hard to create a successful experience for everyone.  

Contact us to know more about channel incentive programs.