PARAGON EVENTS
Strategic Event Architecture
The Incentive Stress Test
™
Score each item 1-5 | 1 = Not addressed | 5 = Fully engineered
A diagnostic for revenue-driving incentive programs
1. REVENUE ALIGNMENT
1. We have defined the specific revenue behavior this
incentive is designed to drive.
1 2 3 4 5
2. Qualification metrics are tied to measurable business
objectives, not just total revenue.
1 2 3 4 5
3. Finance has modeled potential ROI with a
self-funding formula (incremental sales cover trip
cost).
1 2 3 4 5
4. The program drives sustained effort across the full
period, not just end-of-quarter spikes.
1 2 3 4 5
5. Managers can articulate the qualification path and
coach their teams toward it.
1 2 3 4 5
6. We have a strategy for engaging the 'Middle 60%' of
performers, not just rewarding the top tier.
1 2 3 4 5
7. Leading indicators (pipeline, meetings) are tracked
alongside closed revenue.
1 2 3 4 5
8. There is a plan to harness the post-trip energy spike
in the 30 days after the experience.
1 2 3 4 5
SECTION 1 TOTAL: ______ / 40
2. MOTIVATION ARCHITECTURE
1. Qualification criteria feel aspirational yet achievable
for at least 50% of eligible participants.
1 2 3 4 5
2. Progress toward qualification is visible year-round
(leaderboards, dashboards, manager updates).
1 2 3 4 5
3. Non-qualifiers remain engaged and motivated rather
than checking out mid-year.
1 2 3 4 5
4. Leadership is visibly and personally invested, not
delegating to HR or events alone.
1 2 3 4 5
5. Recognition moments are designed with high
production value, not improvised.
1 2 3 4 5
6. The experience reinforces 'elite performer' identity,
not just acknowledging results.
1 2 3 4 5
7. Top performers get structured, meaningful access to
senior leadership.
1 2 3 4 5
8. If partners are invited, the qualification goal has been
communicated to build support at home.
1 2 3 4 5
SECTION 2 TOTAL: ______ / 40
3. EXPERIENCE DESIGN
1. The destination reflects achievement level and feels
aspirational to the target audience.
1 2 3 4 5
2. The property and vibe align with company culture
(modern/innovative vs. traditional/prestigious).
1 2 3 4 5
3. Structured content is limited to 90 min/day. The
agenda prioritizes energy over volume.
1 2 3 4 5
4. There is at least one 'un-Googleable' moment they
could not book themselves.
1 2 3 4 5
5. Built-in white space exists for rest. The schedule is
not over-programmed.
1 2 3 4 5
6. Arrival is frictionless: private transfers, skip-the-lobby
check-in, curated welcome.
1 2 3 4 5
7. Dining is flexible and high-energy, not rigid
multi-course sit-down formats.
1 2 3 4 5
8. AV/production budget is concentrated on the
recognition moment, not general sessions.
1 2 3 4 5
SECTION 3 TOTAL: ______ / 40
4. BUDGET EFFICIENCY
1. Budget prioritizes flow (logistics, service) over fluff
(branded decor, swag bags).
1 2 3 4 5
2. Every swag item passes the test: 'Would participants
buy this with their own money?'
1 2 3 4 5
3. Hidden costs accounted for: WiFi fees, resort
charges, tips, airport meals.
1 2 3 4 5
4. Production spend is concentrated on moments that
matter (recognition, welcome).
1 2 3 4 5
SECTION 4 TOTAL: ______ / 20
5. RISK & OPERATIONAL READINESS
1. Attrition exposure modeled: what if a qualifier leaves
before the trip?
1 2 3 4 5
2. Alcohol policy and conduct standards documented
and communicated.
1 2 3 4 5
3. Crisis response plan exists (medical, weather, travel
disruption, reputational).
1 2 3 4 5
4. Insurance reviewed for cancellation, liability, and
participant medical needs.
1 2 3 4 5
SECTION 5 TOTAL: ______ / 20
The Incentive Stress Test | Paragon Events | Confidential Page 1 of 2
Your Diagnostic Results The Incentive Stress Test
SCORE SUMMARY
1. Revenue Alignment / 40
2. Motivation Architecture / 40
3. Experience Design / 40
4. Budget Efficiency / 20
5. Risk & Operational Readiness / 20
GRAND TOTAL / 160
WHAT YOUR SCORE MEANS
128 - 160 Engineered Incentive
Your program is a genuine performance engine. It drives revenue, reinforces culture, and creates lasting competitive advantage. Focus on
keeping it fresh and iterating on what works.
96 - 127 High Potential
Strong foundation with meaningful gaps. You are likely leaving 30-40% of the ROI on the table. Targeted adjustments in your weakest section
will yield outsized returns.
60 - 95 Expensive Celebration
Your program rewards performance but does not drive it. The experience is viewed as a perk, not a growth lever. A strategic redesign could
transform the return on your investment.
Below 60 Strategic Reset Required
Your incentive is a legacy expense. Top talent may be disengaged, the middle of your team is unmotivated, and you are exposed to avoidable
risk. Start with Section 1 and rebuild the foundation.
THE 'STALE' LITMUS TEST
If any of these apply, your program needs immediate attention:
You go to the same region or hotel brand every year.
Attendance feels 'expected' or 'routine' for the top 10%.
People have asked if they can have the cash value instead.
The CEO uses the trip to deliver hours of PowerPoint slides.
The buzz in the office disappears within 7 days of returning.
Want a Second Set of Eyes on Your Score?
Most leaders are too close to the project to see the friction points. We help
companies turn incentive trips into culture-defining moments that drive
measurable ROI.
No hard pitch. Just strategic alignment.
The Incentive Stress Test | Paragon Events | paragonevents.com Page 2 of 2
