1. direct.com BMP ADVANTAGE PROGRAMS
ThE NEw BMP ADVANTAGE PROGRAMS offer
Safety Awareness
turnkey solutions to achieve motivation, appreciation, loyalty,
• Increase positive behavior/practices
and other corporate or non-profit agendas. Opt for an in-
• Reduce/Eliminate Lost Time & Injuries
depth web-based program with tracking metrics and online
redemption mechanisms, or a quick-response human-driven
Employee Recognition program to achieve your shorter-term initiatives. BMP will
• Improve performance custom-tailor a program to fit your specific needs.
• Maximize Recruitment & Retention
Sales Force Motivation
• Increase Sales & Volume
• Grow Territory/ Business Development
Branding
• Guarantee a unified & comprehensive message
• Achieve economies of scale for branded items
Customer Acquisition & Retention
• Build Retention & Renewal Rates
• Increase Referral Quantity & Quality
BMP PROGRAM FEATURES/OPTIONS
• ser-defined reports to maximize impact & tracking
U
Donor & Volunteer Appreciation • mployee/Recipient choice in rewards maximize
E
• Strengthen Retention & Renewal Rates interest and engagement
• Encourage increasing commitment levels
• atabase of programs & case studies to assist in
D
custom development
health & wellness
• Contain Health Care Costs • Implementation support through self-paced &
• Reduce Attrition & Lost Time
directed/scheduled timelines
• echnical expertise & consulting services
T
Go Green • Gift/Reward consulting & management services
• Reduce Energy consumption/costs
• Shift your corporate culture
• echnical support or management of user-friendly
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web-based programs
Political Campaign/Fundraising • urnkey shipping & fulfillment by BMP
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• Build Retention & Renewal Rates • ully integrated marketing support with print or
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• Encourage increasing commitment levels promotional needs & MORE
For More Info, Visit www.BMPdirect.com Call 1.888.267.3676 or email bmp@bmpdirect.com
2. direct.com BMP ADVANTAGE PROGRAMS
INVEST FOR SUCCESS
• Nike tripled its marketing investment and saw profits • The fixed cost of Incentive Programs is only 20 to 30%.
9x’s higher going out of the 1990 recession than going in 70 to 80% is paid ONLY when goals are reached.
• Companies that recognize employee achievement, • Programs can generate a 44% increase in performance
outperform companies that do not offer recognition by 30 when run for 1 year or longer vs. programs that run for one
to 40% (Louise Anderson, The Power of Incentives 2008) week or less increase performance by only 20%.
• 5% increase in customer retention can increase • Businesses may deduct up to $400 per employee per year
business profits by 25% to 125% (Gartner Group and for achievement awards (non-cash) and can enjoy up to
“Leading on the Edge of Chaos”, Emmett C. Murphy and $1600 in tax benefits per employee in specific scenarios
Mark A. Murphy, 2003) (Section 274(j) of the Internal Revenue Code, enacted
• Companies that cut investment in marketing and by the Tax Reform Act of 1986 – Consult with your tax
advertising saw declines of 45% in sales effect over professional for more information)
2 years vs. companies that did not cut investment • The National Safety Council estimated in 2006 that the
(McGraw-Hill studies of the 1981/82 recession) average economic cost of a work related injury was
• In the recession in the late 1980s/early 1990s, Jell-O, just over $30,000 (US)
Green Giant, and Doritos saw sales drops of 26% to 64% • Increased employee commitment could lead to 57%
after cutting their advertising investment, companies that more discretionary effort, which in turn produces a
raised or maintained their investment saw huge lifts: 20% improvement in performance (recent study by the
Jif 57%, Kraft 70%, and Bud Light 15%. Corporate Leadership Council)
• A stronger corporate brand image can boost your stock • Molson Coors saved more that $1.7 million in just one
price by an average of 5-7% year by strengthening employee engagement (report by
the Society of Human Resource Management)
Shocking Snapshot of Today’s Workforce:
60% Of EMPLOYEES INTEND TO LEAVE IN 2010, & 21% are networking (Right Management
6% survey, November 2009)
21%
TOP REASONS wHY GOOD PEOPLE LEfT: Poor communication & Lack of recognition (recent
Saratoga Institute study)
13% 60%
1/3 Of EMPLOYEES PLAN TO RESIGN wITHIN 2 YEARS (Based on worldwide survey featured in
Hay Group’s “The Retention Dilemma”)
3 OuT Of 4 wORkERS ARE NOT LOYAL to their current employer
INTEND TO LEAVE
REPLACEMENT Of PROfESSIONALS COSTS 18 MONTH SALARY, and hourly workers cost about
MAY LEAVE & ARE NETWORKING ½ year’s salary (Hay Group’s “The Retention Dilemma”)
PLAN TO STAY THE HIDDEN COSTS Of EMPLOYEE DISSATISfACTION: over 50 % more absenteeism, first-aid
UNLIKELY TO LEAVE, visits and transfer requests (Hay Group’s “The Retention Dilemma)
BUT UPDATED RESUME
For More Info, Visit www.BMPdirect.com Call 1.888.267.3676 or email bmp@bmpdirect.com