Here are the two goal structures the study compared:

In 2011, the organization used a single-tier incentive design that awarded $100 to employees who took at least 500,000 steps per quarter.
In 2012, the model was changed to a three-tier incentive design for employees, as follows:
- 100 for 400,000 steps per quarter;
- $125 for 650,000 steps per quarter, or;
- $150 for 900,000 steps per quarter.

The study, published in the journal Population Health Management, found that the three-tier incentive design significantly boosted participation in the company's step program compared to the single-tier design used the previous year. Here are the key findings:

Improved participation: The number of employees who participated in the step program increased from 64.7 percent in 2011 to 72 percent in 2012.
Increased quarterly incentive goal attainment: The number of employees who reached at least one quarterly incentive grew from 36.3 percent in 2011 to 51.4 percent in 2012.
Higher daily steps by the same individuals: The average number of steps per day taken by the same employees increased by 27 percent (i.e. 2817 to 3573 steps per day) between 2011 and 2012.

These findings suggest that offering employees additional options for setting fitness goals — including ones that feel easier to reach — may drive greater fitness participation.

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