Any manager knows that having motivated employees is essential for the company’s growth — and a good incentive program can be the key difference to create a workspace where motivation drives better results. Many talents values much more the company they represent when they also feel valued. The more satisfied, the more productive people become, which makes it possible to build a healthy work environment that is conducive to personal development. This is also a favorable scenario for organizational development and business growth, of course.

However, when questioning what a corporate incentive program is, most people tend to follow the same reasoning: that it is just a way of stimulating the internal public and that it cannot always be a priority for the company, given the financial and logistical investment it requires. However, as much as this is partially right, it reflects only a small portion of reality.

What is an incentive program after all?

A system of goals and rewards, a set of incentive policies, a method of stimulating productivity, a strategy of engagement and motivation — all of these constitute an employee incentive program. Its objective is to create a way to encourage employees to maintain their commitment to work and the excellence of their results. It must be a fair exchange, based on recognition and merit, combined with gains for the business itself, of course.

With a good program, the company is more likely to reach a maximum level of performance, as the team knows that good results will be worth fighting for. Among daring goals and targets, everyone unites for the same purpose so that, in the end, they are rewarded for their efforts.

How to define the best incentive program for your company?

The definition of the incentive depends on the company’s culture, employees and even the financial condition for investment. First, it is essential to know the profile of your employees and assess their goals, priorities and needs inside and even outside the work environment.

So, it may be necessary to perform an internal research, assessing which rewards are most consistent with the public, which differences between roles and activities should be considered and how to really engage the team and ensure their participation.

It is important to remember that an incentive trip is a highly customizable benefit, and that is how it should be. The in-house team in partnership with the DMC must define a unique schedule that surprises teams before, during and after. Within this vast universe of possibilities, we have some suggestions that can help with the kick-off of planning:

  • Thematic incentives: an idea to make your trip an even more incredible experience is to develop themes that work as a guiding thread of your itinerary. Gastronomy, nature, technology, fashion and sports are some suggestions. This way you create an immersive environment for your guests.
  • Family incentives: in this case the incentive is aimed at the whole family. This type of trip is very valid, because it carries a great emotional charge. Allowing the winner to enjoy an amazing experience alongside their family can be quite a motivating factor.
  • Mega Events: Travel to follow major world events is a guaranteed result in incentive programs, as they foster the idea of a “unique opportunity” and status, as it is rarely available to everyone. Events such as the Carnival in Rio de Janeiro, the Festa de São João in the Brazilian Northeast and the Interlagos Formula 1 Grand Prix are just a few examples. In addition to them, we also have cultural events such as Rock In Rio, Lollapalooza Brazil and São Paulo Fashion Week.
  • Branding + Tourism: how about offering an experience that reinforces the business branding? That speak to your product or service? Not forgetting, of course, the fun! Beverage companies can offer experiences like wine tasting in Vale dos Vinhedos, where you can also smash the grapes!
  • Education + Tourism: You can include professional development activities in your rewards strategy, offering the possibility to take a course or training during the trip. How about learning about customer experience with the Rock in Rio marketing team? Participate in sports management workshops with CBF?

3 golden tips for the success of an incentive program:

  1. Fulfill the agreement: To gain the trust and engagement of employees in the incentive program, the company must comply with each issue established by the planning. Respect the defined deadlines, the evaluation methodology that was agreed with the team and, above all, the delivery of rewards according to what was informed to the public.
  2. Give Feedback: An important part of the benefits plan is to make this a feedback process for the team. Employees need to know how their performance is being evaluated and how they are progressing towards the goals that have been set.
  3. Analyze the data: The incentive program not only aims to improve the relationship with the employee, but also the productivity and results of the company. Therefore, it is essential to maintain periodic evaluations of the internal performance evolution, of the data related to goals, of how the program has affected organizational planning and the employee’s business perception.

What are the benefits of incentive programs?


Imagine that your business program involves incentive trips, product awards, virtual experiences and awards, virtual courses, among others. All these assets offer a unique opportunity for the employee to get away from the office environment, breaking the routine. Any doubt that, in this context, the level of stress decreases? Thus, when returning to their activities, the professional will certainly have much more disposition and energy to work.

Incentive programs should be seen as elements to maintain the physical and mental health of employees in the face of work demands, in addition to expanding and improving their relationship with colleagues and with the organizational culture. The strategy is often effective in preventing burnout.


In practice, not all employees are open to pursuing aggressive goals. There is even a certain culture around it, where the employee understands that whether or not the company achieves these more ambitious goals will not personally affect their career. Thus, he does not actually engage, which logically undermines the results.

On the other hand, when the company invests in corporate incentive programs linked to goals, it creates a direct link between the employee and the overall results of the business. In this context, the team has concrete and immediate reasons to dedicate itself completely to the company’s success.


Have you ever thought about how much money a company spends thanks to the turnover of its employees? Essentially, every time a team member asks to leave, the business:

  • spends on the termination process;
  • spends on selecting a new professional to fill the open position;
  • spends on training this new professional;
  • spends even more if you hire the wrong person.

In short: just as it is financially more interesting to keep an old customer than to acquire a new one, the same happens with employee retention. It is more cost-effective to nurture and develop your team than to form a completely new one.

Why choose travel as an incentive program?

Experiences worth more than money

What do you remember most easily: the technological smartphone you won in your company’s last incentive campaign or that incredible sunset in Fernando de Noronha? Which of these prizes would you count on at a bar table?

Experiences, unlike material goods, remain alive in our memory and are relived whenever they are shared, expanding our perception of pleasure and that of the people with whom we share them. When emotion is involved, there is a bigger residual effect and the effort to win multiplies. A trip, for example, has a recall up to eight times greater than monetary awards.

Reinforce the sense of belonging

Generally, people spend more time at work than at home, dealing with different people, so it is essential that there is a pleasant climate and a comfortable environment, favorable for development and recognition. When employees feel supported to grow personally and professionally, they become more autonomous and creative — and their sense of belonging is strengthened. For the company, such a mentality creates a more integrated staff, who identify with their values and the best: they are committed to achieving the same results.

Promote integration

The incentive trip is already an exercise in integration and teamwork, since several people will dedicate themselves to the same achievement. Although there is an ongoing dispute, what prevails is sportsmanship, which is enjoying all the benefits involved in the process and knowing how to admit an eventual defeat. The winners will also experience great times together, if the trip is carried out with the whole group.

Formed by a flexible, dynamic and agile team, attentive to the smallest details, the GT DMC goal is making your corporate trip to Brazil a unique experience. Contact our travel specialists and discover right now an uncomplicated and unique way to promote incredible returns for your business.