Over the last few years, employee engagement has been at the center of a growing number of workplace conversations. One of the biggest reasons the discussion has become so critical for leaders is that disengaged employees cost the U.S. between 450 and 550 billion dollars every single year. Gallup recently released the results of its latest employee engagement poll, and found that as of September 2015 engagement is staying at a steady 32%. While this percentage is a slight increase from the 2011-2012 poll, it’s still discomforting to employers to know that about 50% of the workforce is disengaged, and another 18% is actively disengaged, meaning they are consciously causing problems at their company. As organizations scramble to add more in-office perks for employees to increase worker motivation, many are failing to recognize one key component in building companies with engaged workforces that can make all the difference—incentives. I’d argue that the largest contributor to the high levels of engagement we enjoy at Xactly is due to the right incentives being provided along with an enviable company culture. According to our Glassdoor page, 98% of our employees would recommend the company to a friend, 98% of employees approve of our CEO, and the organization has a near five-star rating overall. In addition, the stellar reviews speak to the importance of our incentives as well as the environment of the company. According to an employee who chose to remain anonymous, Xactly has a “Great culture. The software is truly disruptive and changing the way that sales organizations look at incentive compensation. As such, the senior leadership primarily have sales backgrounds and they truly invested in providing compensation plans that fuel their sales team to drive the business forward.” This quote encapsulates much of what keeps our workforce engaged and motivated every day. We’re experts in incentive compensation, and as our CEO says, “we eat our own dog food.” Employees across the company are on variable compensation plans that allow them to receive bonuses for reaching their goals. Every one of these individual goals is tied to larger aims of the organization as a whole. Building bonus plans this way helps keep every department aligned, motivated, and working towards the same goals. Leadership cares about the people that work at the company, and they express this by making it a fun and meaningful place to work. Find out more about how your company can use incentives to increase motivation and employee engagement.