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Madison is a global leader in employee recognition and incentives, pioneering digital programs since 1995. As an employee-owned company, we deliver recognition, events, and incentive travel solutions that strengthen culture and drive results.

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people in a meeting
Travel Journal
Designing Sales Meetings That Drive Business Outcomes, Not Just Attendance
Annual sales meetings often represent one of the largest internal investments an organization makes each...
employee traveling
Travel Journal
What Actually Drives a Successful Incentive Travel Program After 20 Years in the Field
Incentive travel has never been about the destination. That may sound surprising in an industry that...
employees working together
Travel Journal
Sustainability Without Operational Discipline Is Just Messaging
Sustainability is now standard language in meetings and incentive travel. RFPs reference ESG commitments....

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Press Release

Madison Performance Group Breaks New Ground Globally; Opens Doors in India

Madison Performance Group, the global leader in providing workforce recognition and sales incentive marketing solutions for Fortune 1000 companies, recently opened another office in Hyderabad, India. New York–based Madison Performance Group is the worldwide leader in developing employee engagement and incentive marketing programs for Fortune 1000 corporations that include CA…

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October 12, 2011
Press Release

Madison Announces New Webinar: “Does Employee Recognition Still Matter?”

Madison Performance Group, today announced a new webinar designed to help HR leaders strengthen their business case for employee recognition programs in a challenging economy. Madison Performance Group is the global leader in providing workforce recognition and sales incentive marketing solutions for Fortune 1000 corporations. Led by, Mike Ryan, Senior…

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October 12, 2011
Press Release

Madison’s Presentation to SHRM Members Scores High

Mike Ryan, Senior Vice President of Marketing & Strategy for Madison Performance Group, recently conducted a webinar on behalf of the Society for Human Resource Management’s (SHRM) membership entitled: “How HR Leaders Can Expand Their Recognition Know How”. The presentation was attended by 443 members live and another 361 listened…

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September 1, 2011
Press Release

Why Recognition Still Matters

Even in a Soft Economy, Employee Retention and Productivity Programs Remain Important New York, NY. August 18, 2011 — In the midst of an economy with very little growth, and with U.S. unemployment levels hovering around nine percent, all business expenses continue to attract scrutiny from the cost-cutting hawks. And…

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August 18, 2011
Press Release

6 Guiding Principles for Better Communications

An Informed Employee Is a Productive Employee New York, NY. May 9, 2011 — As the job market begins to recover and companies resume hiring, better internal communication will prove to be paramount to success. Effective communications continue to be a leading contributor to an organization’s financial well-being, according to…

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May 9, 2011
Press Release

Adding Recognition to the Sales Compensation Mix

Sales Managers Should Consider Rewarding Salespeople… for More Than Just Closing the Deal New York, NY. March 24, 2011 — As we emerge from one of the most difficult economic periods in recent history, companies should reevaluate their current compensation plans and consider rewarding sales forces for how they conduct…

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March 24, 2011
Press Release

US Bureau of Labor Statistics Reports Decrease in Unemployment Rate

Companies Have Potential to Lose Best and Brightest Workers as Rates Fall New York, NY. March 4, 2011 — As the U.S. employment situation begins to brighten with the unemployment rate dropping from 9% to 8.9% in February, companies may now face the unexpected exit of top talent. Unsatisfied employee…

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March 4, 2011
Press Release

Company Cultures Have Suffered During the Economic Downturn

Companies Can Not “Double Park” Their Culture and Expect It to Be There Later New York, NY. February 23, 2011 — As the economy rebounds, companies must recalibrate efforts to nurture a healthy corporate culture by recognizing employees’ contributions, according to the most recent Performance Perspective executive briefing, released by…

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February 23, 2011
Press Release

The New Rules of Engagement for Boomers, Echo Boomers in the Workplace During Harsh Economic Times

Inspiring Generational Workers to Achieve Their Best Can Help Guarantee Company Survival, Success New York, NY. February 16, 2011 — Understanding the needs and motivations of a multi-generational workplace is more critical than ever to achieving full worker engagement during this uncertain economy. To outperform their competition, companies must use…

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February 16, 2011
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Sustainability Without Operational Discipline Is Just Messaging
Sustainability is now standard language in meetings and incentive travel. RFPs reference ESG commitments. Hotels promote certifications. Destinations highlight environmental initiatives. Carbon calculators appear in proposals as a matter of course. This evolution is positive and necessary. However, the presence of sustainability language does not guarantee sustainable execution. There is an increasing gap between what is promised and what is operationally delivered.
Why Recognition Is the Most Powerful Tool to Protect High Performers
Organizations often treat recognition as a perk — something nice to have, something extra. But for high performers, recognition is not a perk. It is protection. High performers carry tremendous emotional and cognitive weight. They take on more work. They solve more problems. They mentor more peers. They generate more impact. And they do it all without asking for much in return. But every human has a tipping point. And without recognition, high performers hit theirs much faster.
The Myth of the Unbreakable High Performer
High performers are often described with an almost mythic quality: resilient, unstoppable, reliable, self-driven, limitless. They are the employees leaders depend on — the ones who say yes when others hesitate, who push harder, who deliver when the stakes are highest. But there’s a dangerous flaw embedded in this mythology: High performers are not unbreakable. They are simply quiet about the breaking. This misconception is costing organizations dearly.
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