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3 Tips For Engaging Underachievers, Average Contributors and Top Performers

  • Madison
  • Feb 5, 2021
  • 1 min read

June 26, 2018 | By Mike Ryan


Setting specific goals and applicable objectives has always been the best way to increase an employee’s motivation and improve their performance. But today’s top organizations are now taking goal-setting strategies to a whole new level. They are taking into account where the employee ranks as a contributor and then providing them with specific objectives and leadership opportunities that will spark incremental improvement.


To these companies it’s become clear that social recognition is the ideal complement to their goal-setting strategies. How do they use it to increase performance across all employee groups?


In this month’s Performance Perspective we explore:

  • Refocusing underachieving employees

  • Encouraging and challenging average workers

  • Getting even more from top performers



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ABOUT THE COMPANY

​Nearly five decades ago, our founder, Werner Haase, started Madison in 1975. Beginning as an incentive company, Madison had the first internet-based sales contest in 1995, followed a few years later by the first consolidated recognition web portal application.

 

Madison has evolved through consistent organic growth from a starter incentive company in the 1970s to a leading global social employee recognition and incentive company.  

Madison is a proud Employee Stock Ownership Plan (ESOP) company. Through our ESOP, employees earn shares in the company over time, creating an added retirement benefit that grows alongside Madison’s success. With ownership comes a deeper commitment in the work we do and the clients we serve.

 

Partnering with an ESOP company means working with people who truly care—because when we succeed, we all share in the rewards.

CONTACT

315 Madison Avenue

New York, NY 10017

212-758-4385

info@madisonpg.com

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