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EUROPE | MIDDLE EAST | AFRICA | ASIA-PACIFIC
CARIBBEAN | MEXICO | LATIN AMERICA
Individualized Travel
Incentives Gain Favor
Today's employees increasingly want to know the company cares
about them as people and understands what motivates and
engages them as individuals
By Richard Kern
Delta Lloyd Life's 'Experiential' Nepal Trip
By Nancy Mann Jackson
3
VIEWPOINT:
MARITZ TRAVEL'S
JIM RUSZALA
4
NEWSWIRE
22
SPOTLIGHT:
SAO PAULO
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SPOTLIGHT:
SANTO DOMINGO
T
he days when incentive program participants chose their rewards from a glossy catalog of pre-packaged travel
destinations and brand-name merchandise are rapidly disappearing. Today’s employees increasingly want to
know the company cares about them as people and understands what motivates and engages them
as individuals.
That’s why incentive travel has undergone a major transformation of late, becoming more personalized, unique
and customized. Part of what’s driving this surge is the broad diversity of today’s workforce – a mix of Baby Boomers,
Gen Xers, Millennials and other cohorts that all have vastly different triggers, needs and desires when it comes to
rewards and recognition.
Greg Whitacre, Senior Director of Global Sales of Individual Incentive Awards for Marriott International, was
recently quoted as saying that many of today’s Gen X and Gen Y top performers “really struggle with going to a resort
selected by the company to rub elbows with hundreds of other winners. Leo Jakobson, who covers the industry for
D
elta Lloyd Life, a Belgian life insurance
company, works each year to develop a
motivational program in an exotic locale as a
reward for its top salespeople. This year Delta Lloyd
worked with Destination Unlimited, a Brussels-based
incentive house, and Incentive Destinations, its DMC
partner Haryana, India, to put together a memorable,
once-in-a-lifetime event.
The challenge was that we were creating this
program for Delta Lloyd’s top insurance brokers,
most of them company owners, and these folks are