Hard or soft measures - it`s up to you!

Depending on the type of enterprise, you may opt for intrinsic or extrinsic motivational measures. Intrinsic measures include recognition schemes, public rankings, awarding ceremonies, etc. . Extrinsic measures are mainly of financial nature but may include fringe benefits as well.

You may think that financially rewarding staff for reducing your running costs is the best way but also consider these options:
  • beat the boss scheme
  • non monetary incentives - awarding the fuel saving champs in a public ceremony
  • special gifts for best performing drivers one cannot buy or extra holidays
  • drivers may select how to spend their savings

And there may be even other favourite incentives - just ask your drivers.

We want to emphasize and point out that it is of utmost importance to have working environments allowing staff to improve their own performance. The more automated or restricted the systems are, the smaller the impact of rewarding and recognition systems.
The trainees should have the chance achieving the savings and the related rewards and/or recognition in due time.
More tipps might be found here
RECODRIVE does not only involve drivers in those schemes. If the procurement or maintenance staff reduces the standard fuel consumption, there will be a specially tailored rewarding or recognition scheme as well.
Hints for setting up rewarding and recognition schemes may be found here (pdf) on the last page.

Monitoring devices?

Our partners have researched the devices on the market and may consult you. Or you may discuss your experience in the forum.

Carrot and/or team spirit?

There are several warnings not to overdo with extrinsic motivation (rewards), the performance of the team needs some glue and some cultures prefer intrinsic motivation (recognition).
You may discuss this issue in our forum.