For sponsors of employee reward and recognition programs targeting today’s new breed of knowledge-based workers there is good news. The realization that businesses are more dependent on their employees’ attitudes and aptitudes to distinguish the company in our global marketplace has taken hold on the executive floor. Here’s the challenge—and it’s a product of our times: Like any other investment under executive consideration, funding for non-cash compensation is attracting higher levels of scrutiny. Senior management is looking for all dollars, including those allocated for employee reward programs, to do more—a lot more—moving forward. For your request to gain support and survive the ongoing allocation battles that ensue during budget time the better business case must demonstrate two things: that the program is poised to drive the desired outcomes, and that it is closely aligned with the way today’s knowledge worker operates and contributes to the organization’s ongoing growth.