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Studies and White Papers

Do the Numbers Support the Awards?

• Recognition Program ROI

  Recognizing your employees leads to greater employee engagement - and greater engagement leads to greater profitability. A Towers Perrin study of 50 global companies over a one year period showed that companies with high employee engagement had a 19% increase in operating income and almost a 28% growth in earnings per share. Conversely, companies with low levels of engagement saw operating income drop more than 32% and earning per share decline over 11%. 

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• Years of Service Award Programs

  The Cicero Group conducted both qualitative and quantitative research across expansive geographic, industry and age groups.  They found a strong correlation between years of service award programs and increased tenure.  Numerically their research found:

  • Companies that have implemented an effective years of service award program have almost 20% more employees feel strongly that their company cares about them (vertical engagement with management) and that they personally fit in and belong to the organization (horizontal engagement with peers).
  • Employees who feel positively about these key engagement elements stay 4 years longer at their companies than employees who are not similarly engaged.
  • The impact of milestone programs reached across generations and impacted older and younger employees alike.

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• Incentive Programs

  The International Society for Performance Improvement and The Incentive Research Foundation conducted a “meta-analysis” (study of existing, scientific research) on incentive programs to identify any trends regarding their effectiveness, and the elements that lead to success or failure.  They compared research results with current practices by conducting surveys via the internet and telephone of 145 US organizations that use incentive system.  Key findings included:

  • Properly selected, implemented and monitored incentive programs improve performance by an average of 22%.  Team incentives can increase performance by as much as 44%.
    

  • Incentive programs engage participants.  When programs are first offered, a 15% increase in performance occurs.  When asked to persist toward a goal, people increase performance by 27% when motivated by incentive programs. 
  • Longer-term programs outperform short-term programs.  Incentive programs that run for a year or more produce an average of 44% performance increase, while programs running 6 months or less show a 30% increase, and programs of a week or less showed only a 20% boost.
  • Quota-based incentive measures work best.  Programs based on meeting or exceeding goals generate the most positive results.  Least effective are tournament-based programs (closed-end programs that reward a pre-selected number of winners, as opposed to open-ended, quota based, or piece-rate programs that give everybody a chance at success).

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• Recognition Programs

  The Society for Human Resource Management (SHRM) conducted a survey focused on the effects of strategic recognition programs.  It was sent to over 6000 SHRM members.  Results of the survey included:

  • Organizations with strategic recognition programs in place exhibit 28.6% lower frustration levels than companies without recognition programs.
  • Organizations with strategic recognition programs are 25.4% more likely to have a clear understanding of organizational objectives than companies without a recognition program.
  • Employees feel 21.5% more enabled to help achieve organizational objectives at companies with strategic recognition programs in place, compared to those without recognition.
  • Companies with strategic recognition reported a mean employee turnover rate that is 23.4% lower than retention at companies without any recognition program.

  The study defines a strategic recognition program as one that moves beyond simple appreciation or scattershot recognition practices.  A strategic recognition program links each recognition moment directly back to your organization’s core values and strategic objectives, giving those moments more meaning and reinforcing your core values in the minds of your employees.  By tying recognition to your business objectives and then measuring and monitoring that activity, you are able to manage your culture and your talent and help shape behavior at all levels of the organization.

  Strategic recognition is:

  *  Tied back to your core values and goals

  *  Measured, recorded and analyzed

  *  Universal, consistent and centralized for easy reporting

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• Performance Recognition

  The Cicero Group conducted qualitative and quantitative research across a breadth of demographic groups.  They found that performance recognition drives employee engagement.  Using self assessment surveys, some key findings include:

  88% of employees from companies that provide strong recognition believe they show drive & determination vs. just 35% from companies providing weak recognition.

  82% of employees from companies that provide strong recognition believe they have a connection with their company vs. just 30% from companies providing weak recognition.

  79% of employees from companies that provide strong recognition have work relationships (i.e. have good relationships with co-workers and managers) vs. just 31% from companies providing weak recognition.

  77% of employees from companies that provide strong recognition believe they have personal standing with their company (i.e. know they uniquely contribute, make a difference, are valued and fit in at their company) vs. just 21% from companies providing weak recognition.

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• The Benefits of Tangible Non-Monetary Incentives

  The SITE Foundation and Dr. Scott Jeffrey researched the psychological processes behind employee preferences for incentive awards.  They found four processes that influence employees' percetions of incentive awards.  They are:

  Evaluability - Oddly enough, the more ambiguity in the price of a particular incentive, the more people tend to increase the value beyond the actual.  Monetary awards have a known value, but non-monetary incentives are hard to "put a price on" so are actually more highly valued

  Separability - Cash bonuses go into people's base salary mental account.  Thus the value of the cash bonus as an award for performance "above and beyond" does not stand out.

  Justifiability - A salesperson may not go out and buy a particular item, because it is expensive and "frivolous."  However, if the award is earned for hard work and employee much "use it or lose it" there iws no need to justify accepting it.  Hard work become an attractive way to acquire something that is not justifiable otherwise.

  Social Reinforcement - Finally, most people are uncomfortable bragging about cash.  However, tangible non-cash incentives are visible and socially acceptable to praise, question or bring up. 

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The E. A. Dion Distributor Network

Our 2019 Top Distributors

Frequently Asked Questions

• What sets E.A. Dion apart from its competitors?

  E. A. Dion is the largest independent custom design jewelry manufacturer in the US and is considered by many as the leader in creative jewelry design and innovative jewelry applications. Over the past 50+ years, we have proved adept at innovating solutions for companies that want to inspire and engage their workforce.  All of our products are made from the finest materials using a combination of old world craftsmanship and modern production techniques.  Whether it's 1 or 10,000 pieces, we capably transform the most detailed graphics and logos into one of a kind corporate or awards jewelry.

• How does Dion adjust prices on precious metal products to accommodate changes in the market price of those materials?

  When products are originally quoted, the product price is based on the current market price for pure Gold and Silver per ounce. Our quotes reference that current market price, even though we never manufacture with Pure (24K)  gold or Silver (.999).

  Also on the quote is a "Price Adjustment Factor" (PAF). This Factor is used to adjust our quoted prices to the Gold and Silver markets  as they  fluctuates up & down. The PAF for each product is determined by combination of the material types (10K, 14K, etc.)  and by the weight of materials needed to produce the product.

  Although the easily found  "current market price" is closely related to the price we use for updating the product cost, there is usually a slight premium depending on the type of fabricated raw material that is needed. Cast products require "Casting Grain", Struck products require "Strips" of varying thicknesses, etc.  Our gold supplier adds the price of fabrication to our cost, so the exact cost of the product is affected by this.

  Many Distributors think that we pay the prices that they may see online, or on TV, but nobody can actually get tangible, physical gold or silver for those prices. In order to have real gold or silver in your hand, there are always additional costs added to the "Market Price" for fabrication, delivery, etc.  Most Distributors call us to ask what their exact cost is when it is time to reorder.

• What is the difference between die struck and cast?

  In a die struck piece, dies are made for both sides of the design. The metal is then inserted between the dies and the design is "double stamped" simultaneously onto both sides of the metal. The die striking process “presses” and “pushes” the metal out and up to create the raised and recessed areas of the design.
  
  Cast products are produced from melted metal which is produced from grain stock.  Once the metal is cooled, the items are removed, polished, cleaned and completed. This process is well suited for items which have intricate designs, high detail and a requirement for fine smooth surface quality and 2 or 3 dimensional accuracy (realism).

  If you want your company’s image in a crisp, clean emblem design die striking may yield the best results.  If you need more intricacy and dimension, casting your product may be preferable. 

• Where is your jewelry made?

  Dion’s jewelry is manufactured in our home office facility in Attleboro, Massachusetts.  Dion’s sourcing group (Dion Global) supplies imported products for projects as needed.

• Do you sell direct to end-users?

  No. We don't sell to end-users. We create programs of jewelry - not individual jewelry items - so we work through a distributor network.

• Do all of your products comply with California’s Proposition 65?

  All of E. A. Dion’s products are 100% compliant with Proposition 65 adult jewelry requirements.  We have chosen to extend our leadership position by providing, at distributor cost, three (3) verifiable Proposition 65 compliant product testing options.  

• Do all of your products comply with the US Consumer Products Safety Commissions Improvement Act?

  Yes, E. A. Dion is fully compliant with the regulations mandated by Section 102 (Mandatory Third Party Testing for Certain Children's Products)

• Do you provide customized artwork?

  Yes.  We understand each organization is unique and we cater to the individual needs of each client.  To assist you in developing your program, our design team will create photo-realistic illustrations of your ideas, and add some of our own, in order to help you visualize the final product.  Contact your Account Manager regarding artwork charges.

• Do you provide pre-production samples?

  Pre-production samples are available only upon request.  Contact your Account Manager about cost and scheduling.

• Who owns the tooling?

  All dies/tooling/molds and materials necessary for the manufacturing of products are the property of E. A. Dion, and are guaranteed to remain available for your exclusive and continued use unless conditional use arrangements have been made at time of order. E. A. Dion further guarantees the working condition of dies/tooling/molds made by E. A. Dion as long as they remain on our premises.

• What is your return policy?

  For repair or replacement as described within the warranty, a Returned Merchandise Authorization (RMA) number is required. Packages arriving at Dion without an RMA # may be refused and returned.  Please contact your Dion Account Manager for assistance.

• What is your standard product manufacturing lead time?

  Production time of an initial order with new tooling is approximately six weeks; re-orders are shipped in approximately three to four weeks.  Contact your Account Manager regarding specific delivery commitments.

• Are you able to service Rush Orders?

  When required we will strive to deliver rush orders in less than the normal production times.  Contact your Dion Account Manager with your request.

• What is your Ship method?

  Standard shipping is United Parcel Service (UPS) or Federal Express (Fed Ex) unless otherwise specified. For special rush deadline delivery dates, we reserve the right to select the method of shipment necessary.

• What are your shipping capabilities?

  Bulk shipment to a location or drop shipments to individuals or locations are available.  Consolidated Shipments (single location, departmental packing) and coordinated shipments (multiple locations receive product simultaneously) are advanced methodologies required for special circumstances.

• Where are you shipping from?

  All shipments are FOB, Attleboro, MA. 

• Which countries do you ship to?

  We currently ship to over 45 countries. We do not ship to Russia due to their restrictions on all imported jewelry.

• What type of packaging do you offer?

  Dion offers a full range of packaging options ranging from the least expensive plastic poly-bag to individualized wooden or metal presentations. 

• Do all Dion items come with a warranty?

  All Dion products are warranted for life to be free of manufacturing defects or they will be repaired or replaced at no cost excluding damage as a result of normal wear and tear or abuse.

• Do you offer non-branded marketing brochures or sell sheets that I can send to my clients?

  Dion has created three non-branded themed direct mail pieces; Safety Program Jewelry, Upgradable Award Rings, and Trip Charms and Lapel Pins.  Also available are Sell Sheets for our easily customizable standard lines. 

• I am interested in placing an order. What are my next steps?

  Contact your Account Manager to discuss your project.  If you have not worked with us before and have not been assigned an Account Manager one will be assigned when you call.

  Your Account Manager will discuss with you the next steps including requirements and timing as well as provide recommendations for your project.  It may be helpful to explore this website for examples of products that may suit your needs.

• What if I don't see exactly what I want on the website?

  Contact your Dion Account Manager for additional product assortment ideas.