Interview With SelfDrvn CEO

Interview With SelfDrvn CEO

Some of us may have experienced or delivered staff motivating plans or incentives, or other performance encouraging strategies.

But these can be piecemeal without a coherent strategy and long-term delivery plan.

So sooner or later a product had to surface that was designed to deliver encouraging rewards and strategies to help company employees step up.

Started as an innovative rewards and recognition solution provider, SelfDrvn began ideation on how to motivate the workforce.

We speak with Founder & CEO Lam Mun Choong to learn more…

1. Please share with us briefly what you do.

I am the Founder & CEO of Selfdrvn Enterprise, a SaaS platform that provides a single and comprehensive employee engagement solution. I am also managing Nettium, a tech company with 350 employees in Malaysia and Singapore.

I co-founded my first startup back in 1997. As my way of contributing and supporting the tech startup ecosystem, I am an angel investor and mentor to promising early stage tech startups in South East Asia.

 

2. What were you doing before this?

I spent 8 years of my career as a consultant in Andersen Consulting (now known as Accenture) and Hewlett Packard Asia Pacific, where I was based in Singapore, and another 8 years in an Indonesian based tech startup Jatis Group that I co-founded in 1997 with 3 other Indonesian co-founders.

 

3. In one sentence, how would you describe what your product does?

SelfDrvn platform delivers a single, comprehensive and flexible solution, available as components such as social collaboration, pulse surveys, peer feedback, rewards & recognition & employee wellness that are gamified to improve organization-wide adoption, to help organizations engage employees and gather data-driven actionable insights to drive positive business outcomes.

 

4. How did the idea for your business come about?

Back in 2013, we were driven by the need to our team size in my company Nettium by 300% over a period of 3 years.

As a tech startup with no brand, short history angiants like Google and Facebook.

So, to stand out as an employer of choice, we tried little marketing budget, we faced intense competition for talent from more established companies and global tech d to innovate by providing the best possible employee experience to help us attract & retain the best talent.

We worked hard on improving our culture and leadership. Being a technology company we also leverage mobile, analytics and gamification technologies to come up with a solution. We launched the Selfdrvn app successfully to Nettium employees in 2013.

Subsequently, we validated our concept and expanded our product capabilities with a group of beta customers who, like us, wanted to improve employee engagement.

After a successful beta test over a year, we launched the Selfdrvn Platform to the public in October 2016.

 

5. How does it work?

Employee engagement is a process that requires organizations to execute many initiatives well.

For example, having regular engagement pulse surveys to gather actionable insights, with effective two-way communication and agile collaborative platforms, flexible and personalized rewards and recognition programs, improving employee wellness, timely performance feedback with coaching and organization support for corporate social responsibility programs- all these initiatives work together and contribute to employee engagement.

We looked at many aspects of what engages employees from the above, and we simplify the user experience by making them available as a single app to employees accessible on the web and mobile.

Rather than having to use many disjointed, separate apps to meet the objectives of employee engagement, we enable organizations to take an employee-centric approach in providing a digital employee experience that will lead to higher employee adoption rate and a higher chance of success in engaging & motivating employees.

 

6. What are the key benefits that your product brings?

We help companies make work more human and thus create a more open and conducive culture and environment for talent to thrive.

Selfdrvn improves the efficiency and effectiveness in employee engagement initiatives, which will lead to positive business outcomes for the company such as improved agility, collaboration and productivity, higher level of employee engagement in learning, wellness and corporate social responsibility programs, better employee retention, more positive word of mouth about the company and more employee referrals for hiring.

 

7. Who are your closest competitors?

We believe we are ahead of the curve when it comes to our platform strategy. Many of our competitors have silo solutions that solve one engagement problem.

We have seen some US-based competitors who are beginning to consolidate their employee engagement platforms. However, they do not have a strong presence in Asia.

 

8. Who is your first customer and how did that happen?

Our first internal customer Nettium is also one of my companies with 350 employees.

As a product innovator, we believe in eating our own dog food to make sure that our solution will actually get the job done in a real-life environment.

Our first external customer was Privasia, a listed technology company in Malaysia.

 

9. What were they using before this, and why did they switch?

Both Nettium and Privasia had Microsoft Yammer and Facebook which were intended for collaboration and engagement, but our user adoption was not high because the Yammer user interface and features feel very corporate- it wasn’t very attractive to attract voluntary employee use.

Our employees wanted a less corporate and more consumerized app where the user experience is more fun and comparable to Facebook, Uber and Mobile Games.

As management of the company we also needed a solution that will support a structured process of engagement, feedback, and recognition that can provide data to derive actionable insights from.

Lastly, we have used many apps and platforms like Survey Monkey and Google Forms in the past for engaging employees and collecting data where maintaining data integrity and performing analysis becomes laborious.

For those reasons, Selfdrvn was the right fit to solve the problems that we had.

 

10. How do you price your product?

Our product is priced on a monthly subscription by the number of employees. By signing an annual subscription with us our customers are entitled to an attractive discount.

 

11. What’s your business focus for this year?

We have several initiatives with our global consulting partners to help large enterprises engage their employees in their digital transformation journey.

Getting employees engaged and onboard by changing their mindsets to be more agile and collaborative is always one of the biggest challenges in digital transformation, and organizations understand they can’t get good Customer Experience until they provide good Employee Experience.

From a revenue perspective, we are looking for business growth in Asia and Europe.

 

12. What’s one productivity tip/app/tool you can’t live without?

Allocate regular time on your work calendar to spend time on

  • cultivating mindfulness
  • improving your execution

For example, to improve my delegation I allocate time every day to do just that.

 

13. Where can people find out more about your product offerings and you online?

Please visit www.selfdrvn.com an contact our team for a demo. Or you can find me on Linkedin https://www.linkedin.com/in/munchoong/ or Twitter @munchlam

 

Selfdrvn CEO Lam Mun Choong

Driving Digital Transformation With Enterprise Gamification

Driving Digital Transformation With Enterprise Gamification

Businesses today face a very VUCA world, where VUCA stands for volatility, uncertainty, complexity, and ambiguity. Change today is accelerated by technology like the internet, mobile and the Internet of Things (IoT). Taxi Companies. Nokia. Blackberry. Blockbuster. What do these companies have in common? Simply put, they did not adapt and meet the rapid pace of change in the industry.

In addition, the influx of millennials into the workforce has increased pressure on organizations to become more digital. According to PwC’s Survey, the millennials will form 75% of Global Workforce by 2025. Being digital natives, 75% of millennials believe access to technology will make them more effective at work. Maggie Buggie, Capgemini’s VP Global Head of Digital Sales and Markets, noted this trend and attributes this pressure from the richer digital experiences that people have at home.

 

Driving digital transformation with enterprise gamification

 

To meet these challenges head-on, many organizations lean towards digital transformation programs to retain a competitive advantage. This means exploring and implementing innovative and often fundamental changes in business operations to incorporate digital solutions and remain competitive in the current global digital economy.

The good news is that companies that have successfully achieved true digitization are twice as likely to report industry-leading growth, profitability and customer satisfaction than their competitors. The bad news? These digital transformation projects have a 75% failure rate and this is due to poor employee engagement, cultural resistance to change and a lack of strong management involvement.

 

Why is Digital Transformation a Challenge?

The reason for these failures is the assumption that digital transformation is all about technology. Less attention is put into COMMUNICATION, COLLABORATION and the PEOPLE who are instrumental in making the processes work. In larger organizations, the transformation process is slow, even as agile start-ups are taking up larger market shares.

Then there’s the global employee engagement challenge. Research by Gallup indicates that only 13% of employees around the world are engaged at work, and only 24% agree that the digital technology that their organization provides allows them to complete their tasks efficiently.

Meanwhile, in Adobe’s Future of Work study, 85% of employees who feel that their company’s technology is ahead of the curve, say that they love their job. This means that for any digital transformation implementation to be successful, the employees need to be engaged first.

 

How to make digital transformations successful?

Creating a successful and mature digital transformation requires an in-depth understanding of digital cultures in the organization, behavioral psychology, and employees’ social motivations. This is one of the reasons why we created SelfDrvn; a technology platform to help organizations motivate and engage employees using enterprise gamification while providing behavioral analytics to give managers actionable insights into how to keep employees motivated and get the best out of employees.

Driving digital transformation with enterprise gamification

Enterprise gamification, however, is not an absolute, silver-bullet solution to digital transformation challenges. Nor is it just about awarding points and badges to employees and forgetting about it. Organisations must put significant thought into the design of any enterprise gamification solution to get effective results from it. Such designs must put the users—the employees—at the center of the digital transformation. Other crucial factors include getting full support from key company management, and frequent communication, especially about the progress of the digital transformation. Research by McKinsey links these (in addition to planning for continuous improvement) to an increased likelihood of success for transformation exercises.

 

How Does Enterprise Gamification Help?

Driving digital transformation with enterprise gamification

 

What Can You Do Today?

If you have already started or are in the initial stages of starting a digital transformation program, you must ensure that the focus is on raising employee engagement to accomplish your organizational goals. Do this by increasing your communication with them, providing frequent (if possible, instant) feedback, recognizing their achievement, and celebrating milestones.

Digital engagement platforms like SelfDrvn makes processes like these easier to accomplish for organizations. Behavioural analytics also provide a deeper understanding of what works and what doesn’t, allowing organizations to be agiler and adapt to rapid changes.

For instance, like in computer games, enterprise transformation processes can set a goal to accomplish on the digital engagement platform. They can facilitate collaboration and teamwork among stakeholders to achieve the goal while providing instant feedback and recognition on contribution, innovation, progress, and achievements to sustain employee engagement.

7 Tips for Designing Employee Rewards and Recognition Programs

7 Tips for Designing Employee Rewards and Recognition Programs

Notes from Total Rewards & Wellness Conclave 2018

Written by Munch Lam

We attended the Total Rewards & Wellness Conclave held in Mumbai on 12th of January 2018 which was a huge success. The event hosted a distinguished line up of keynote speakers, panel discussions, master classes and product showcases which were a great source of learning and inspiration.

Kudos to the People Matters team for once again, exceeding our expectations and delivering yet another event packed with insightful content and inspirational speakers. Below are some useful tips we’ve learned from TRWC2018.

 

7 tips for designing Rewards and recognition programs

 

Make Your Employees Brand Ambassadors

Make Your Employees Brand Ambassadors

How do you encourage your employees to be brand ambassadors?

  1. Embrace social media.
  2. Make employee advocacy a corporate goal.
  3. Cultivate a positive working environment that has an inclusive and fun culture. Instill pride in your employees. Regularly curate good content about your employees and company events on social media. Give the public a glimpse into how life is like in your company.
  4. Share news on social, recreational and corporate social responsibility activities that make them want to share with their network.
  5. Make employees feel welcome and appreciated, with formal recognition programs for high performers. Share them publicly on your internal social network.
  6. Have programs in place to encourage employee advocacy. For example, rewarding employees with loyalty points and prizes based on the number of shares on social media and number of successful job applicants referred by them.
  7. Sharing specific company posts such as job advertisements and new product launches.
  8. Job applicant referrals to apply to the company.
  9. Referrals of new customers to the company.

Make Your Employees Brand Ambassadors

Tackle High Absenteeism with Employee Wellness Initiatives

Tackle High Absenteeism with Employee Wellness Initiatives

What is employee wellness?

Employee wellness relates to the physical and mental health and well-being of employees. Therefore, employee wellness initiatives are activities designed to improve employee wellness.

Employee wellness is already widely practiced by many companies. According to SHRM (2015), 80% of employers offer preventive wellness services and information.

300%: Average ROI of employee wellness programs according to a study done by Johnson & Johnson.

 

How to make the most of your employee wellness program?

  1. Take a holistic approach to reap the full benefits of employee wellness programs. According to Gartner, companies should see employee wellness initiative as an integral part of employee support program along with workforce management and talent management tools. Using a holistic strategy an employer may incorporate multiple activities around encouraging physical activities, diet, social activities, disease management and volunteering among employees. By taking care of employee wellness, companies can ensure employees can reach their full potential.
  2. Make employee wellness initiatives inclusive and engaging to mitigate the drop-out effects after early adoption. Use gamification and collaboration tools to increase adoption, and measure the impact of any initiatives deployed to help justify continued investment in the wellness strategy.
  3. Help employees get healthy by cultivating healthy habits. Use commonly available mobile and wearable technologies to facilitate collaboration and change the wellness behavior of employees. One innovation example: Muse, a wearable to cultivate mindfulness.
  4. There are many paths to wellness but which one works the best? “Wellness” means different things to different organizations and people, so it is important to listen to employees and tailor your programme to focus on what matters the most to your employees. To get more buy-in and adoption and crowd-source wellness ideas from your employees ask your employees for what they want.

Pin It on Pinterest