INCENTCO Steps Up Visibility With Focus on Design, Technology, “Open Source” Rewards

handshake, hands, laptop-3382504.jpg

CEO and President Greg Smith and Gerry Wiatrowski, Co-Founder, Chief Marketing and Strategy Officer, admit they are among most business people who had never heard of the incentive business when they launched INCENTCO 11 years ago. Having been industry C-suite executives with years of experience, their goal was to help the multi-family industry solve key operational challenges in both customer and employee engagement and performance.

What ignited their interest in expansion beyond the multi-family market? The answer, they say is simple: opportunity. “Never in our careers have we seen such a broad demand for better ways to engage employees, customers, supply chain and distribution partners,” says Smith. “Combined with such a lack of firms like ours with clear, systematic, and measurable solutions and technologies, the opportunities are endless. Organizations of every size are grappling with an unprecedented need to bring a more systematic and measurable ROI approach to the way they engage all their stakeholders, and yet most of our competitors barrage them with vague messages with no clear value that in the end are nothing more than a vehicle to sell rewards or per-seat technology charges. Our plan is to support the methodologies, technologies, and measurement along with an open-source approach to rewards to make it possible for any size organization to move to a more effective stakeholder approach to management with clear bottom-line benefits and better experiences for everyone.” 

Read the full article on Rewards and Recognition Network

Categories

Share this Article

Facebook
Twitter
LinkedIn
Email

Recent Articles

Peer to Peer is PURE Engagement

Most employees only get performance feedback quarterly, semi-annually or annually. Statistics show the more frequent performance feedback or recognition is given, the more engaged the

Related Posts

handshake, hands, laptop-3382504.jpg

Peer to Peer is PURE Engagement

Most employees only get performance feedback quarterly, semi-annually or annually. Statistics show the more frequent performance feedback or recognition is given, the more engaged the