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How Maestro’s “Ease of Use” Benefits Planners, Managers and Employees

April 17, 2018
| ByMike Ryan

Software as a Service solutions are the chosen vehicle for today’s sales incentive and employee reward and recognition programs. There’s a good reason for that: They are proven commodities that are faster to implement and less expensive to operate.  

But not all SaaS solutions are equal. In fact, some are far better than others. The ones that are easier to use are the clear front-runners. In that regard Maestro, our SaaS solution, is the leader. 

At Madison we know that a reward program’s utilization and acceptance rates are tied to several interrelated factors: The initiative’s purpose and focus, the relevance and reasonableness of its objectives, the aspirational level of its offerings and, of course, the platform’s “ease of use.” Here’s how Maestro’s intuitive functionality and configurability brings that benefit to planners, managers and employees alike.    

1/ Program planners

Sales incentive and employee recognition programs must be easy to set up, manage, and measure. That’s a given. But since they are also strategic investments, they must also be easy to modify. Companies who have the means to adjust faster than their competitors outperform them. Those that don’t fall behind. In the face of shifting market forces, sponsors need systems that are quick to direct targeted audiences toward the behaviors and outcomes that support the business’s goal(s). 

Maestro’s configurability makes the ability to set or reset key objectives across different worker audiences easy, no matter what those employees do or where they do it from. Maestro gives program planners a simple way to tailor goals that are in-step with the performance requirements of different employee groups. And when business conditions change, Maestro helps administrators make any subsequent modification(s) quickly without incurring programing costs (or delays). 

2/ For managers 

Managers can account for up to 70% of the employee engagement differential within companies. In other words, engagement goes up when managers are active in the program and it goes down when they are not.

Why do some managers not participate fully in recognition or sales incentive programs? Strategies that are not explained don’t get buy-in and systems that are new or complex to operate can take a back seat to the frantic demands of day-to-day responsibilities. Managers who are a/ educated on the program’s intent and its benefits and b/ see the system as easy to use are more likely to use and benefit from it. 

Maestro makes manager education easy by making it accessible. No business wants their frontline leaders away from their territories or their work teams unnecessarily. That’s why maestro offers on-demand training assets that can reinforce recognition’s business value while also illustrating how easy the system is to operate.

3/ For employees

When choosing the supporting software for employee recognition and sales incentive programs, “ease of use” is one of the more popular selection criteria for program planners. They know how critical it is to supporting their core constituents’ overall experience. In fact, smart HR leaders think of themselves as “employee experience” officers. They put a lot of emphasis on the company’s culture and are always looking for systems that can support and sustain it.

Supporting cultural characteristics across an employee base that’s physically dispersed can be a challenge. Today’s employees are more device-dependent than ever. The average worker checks their phone about 85 times a day. Reward and Recognition programs that are mobile and built in responsive design are easier to use. Maestro works consistently across all platforms. It offers employees the power to give and receive rewards from anywhere. That creates a better experience and boosts participation.

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