GiftCard Partners, Inc. has been at the forefront of B2B gift cards since we started out more than a decade ago. Some might call it obsession, others might say it's our job, but we like to use one word in particular, passion. That passion led us to commission a B2B Gift Cards Study back in 2013. We teamed up with Shapiro+Raj, a research company with more than 50 years of experience of conducting behavior and opinion research, to get a clear pulse on the B2B Gift Card Industry. As a company we are constantly learning and evolving in the marketplace as trends in technology, payments, wellness and much more continue to grow. In order to be the best partner for our clients, we needed a strong understanding of what was happening out on the front lines, with the consumer, not just B2B. Our 2014 B2B Gift Card Study did just that. We focused on two key areas:
The B2B gift card market is ever changing, especially in the Business-to-Business or B2B sector of the market. The B2B sector, which includes third party gift cards, loyalty and incentive programs, corporate wellness and more, now stretches to make up a significant piece of the gift card market.
In our recent post, Gift Cards are the Go-To Gift for Summer, we talked about the popularity gift cards were gaining in the gift market throughout the spring and into summer. According to a recent survey from the Retail Gift Card Association, 70% of shoppers planned to buy a gift card for occasions like Father's Day, weddings, graduations, and birthdays.
Employee wellness initiatives have taken many forms over the last 5-10 years. They have ranged from biometric screenings to company exercise groups to discounts on health insurance. Each company does it differently, depending on what is most effective for their specific organization. But according to this Washington Post article, employee wellness is taking a new turn and it's compelling for both employers and employees. Employee wellness is becoming part of company culture. With a growing millennial component to the American workforce, employers are focusing on enticing younger employees with perks and attractive cultural components in the work environment. Wellness programs are shifting to be a component of these types of company culture and positioning efforts. So what does it mean for employers? How can they measure ROI when they take tangible metrics and transition them into the "intangible benefits" so important to difficult-to-please millennial? Here are a few ways:
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