SelfDrvn Featured in Gartner Hype Cycle for Digital Workplace and Human Capital Management for second year running

SelfDrvn Featured in Gartner Hype Cycle for Digital Workplace and Human Capital Management for second year running

SelfDrvn operates as a single digital solution to engage, reward and retain talents for great organization growths. Now it is a proud moment for us as our immense efforts have been recognized for the 2nd consecutive year under the Employee Experience category for the Gartner Hype Cycle for the Digital Workplace, 2019.

What is Gartner 2019 Hype Cycle Report?

 

Gartner Hype Cycle_selfdrvn

Figure 1. Hype Cycle for the Digital Workplace, 2019, Source Gartner

The Gartner’s report summarizes three themes about the future of work as it underpins the digital workplace leaders:

  • A strong core collection of application whereby employees allocate most time in the coming decade at least. Key emphasis are on collaborative work management, content collaboration, workstream collaboration and meeting solutions.
  • The Employee Experience impacts several technologies, most of the time via vendors’ dedication to simplify and ease the usage and is fundamental to digital handiness. Some examples are internal talent marketplaces and Employee Experience Tech (EXTech).
  • Enablement practices are a mixture of technologies and services developed to assist the workforce cultivate the ability and ambition to further integrate technology especially relevant for data scientists and developers.

 

SelfDrvn, sample Vendor in the Employee Experience Tech (EXTech) Platform category

Benefit Rating: High

Market Penetration: 1% to 5% of target audience

Maturity: Emerging

 

Employee Experience technologies are a varied combination of solutions created to enhance and influence organizational culture and Employee Experience. Two disciplines, behavioral economics and positive psychology are the core focus to maximize Employee Experience in line with organization values and business goals.  SelfDrvn has been actively involved in enhancing Employee Experience within the digital space. One of the areas that SelfDrvn has been emphasizing is the emerging future of work which is one of the ultimate demand and emphasis at this point of time. As a practice we highly incorporate Employee Experience principles in our application and solution designs.

According to Research VP, HCM Technology Transformation at Gartner, Ron Hanscome, “In contrast, EXTech solutions and product features seek to increase adoption, engagement and performance through such elements as recommendations, nudges, mindfulness, and connecting workers to others as well as to common purposes. This concept (originally covered by “worker engagement platforms”) has appeared in various disciplines such as gamification, social responsibility, wellness, industry-specific WFM solutions, and social recognition tools”.

SelfDrvn integrative and interactive SaaS platform gives clients data-driven and actionable insights to effectively manage employee engagement in which it encourages talent recognition, rewards positive behaviour and achievement with appreciation badges, points and various levels. Furthermore, it integrates gamification allowing an effective feedback system to help you build trust, cultivate leadership, and include your team in decisions that elevates your company.

In SelfDrvn some of our approaches include but not limited to ongoing simulation, gamification, feedback, mentoring and coaching, employee motivation and encouragement, digital learning, healthy competition, team synergy and participation in social activities social recognition and personalization. In other words, our solution strongly supports multiple activities in ensuring positive employee experience. We create quick wins for employees to experience the benefits from our solutions and it improves the quality of multiple communication and engagement at workplace.

 

Business Impact vs Employee Experience

EVP_Selfdrvn

There has to be a robust and positive correlation between business impact and employee experience in order for business to taste success. Motivating and empowering employees is nowadays a fundamental task. SelfDrvn adopts various solutions and techniques to upkeep an ever-improving experience that drive motivation and engagement, thus add value to business performance and outcomes leading towards an agile culture in organization. This further supports the Employee Value Proposition (EVP) aiming at improving business and individual performance can help to improve the overall employment value proposition over time by better integrating Employee experience organization’s branding and goals.

 

Moving Forward

how-improve-employee-experience-selfdrvn

As positive and strong impact on Employee Experience is a definite success for business and employee growth and retention. As almost all organizations are striving towards this goal, we play a significant role in championing Employee Experience across various businesses and industries. As the digital era is moving faster than the lightning speed, we have a stronger role to play in ensuring success for all clients and partners.

 

About SelfDrvn

SelfDrvn was established in 2015 by our CEO, Lam Mun Choong — an entrepreneur with a background in software engineering and a passion for understanding human sciences. Our mission is to enable a world where employee wellbeing is the key to company success. We want to help companies develop a thriving workplace culture that can build great employee engagement, recognition, retention and performance. So we’ve designed a SaaS (Software-as-a-Service) platform that can help organisations improve engagement with their employees and customers through effective communicationgamificationand behavioral analytics. Our product is part technologypart psychology, and part process. We believe that positive empowerment and people-centred strategies are the keys to building a successful business.


 

Gartner Disclaimer

Gartner does not endorse any vendor, product or service depicted in its research publications, and does not advise technology users to select only those vendors with the highest ratings. Gartner research publications consist of the opinions of Gartner’s research organization and should not be construed as statements of fact. Gartner disclaims all warranties, expressed or implied, with respect to this research, including any warranties of merchantability or fitness for a particular purpose.

The Gartner Peer Insights Logo is a trademark and service mark of Gartner, Inc., and/or its affiliates, and is used herein with permission. All rights reserved.

 

AmMetlife Case Study: Biggest Loser loses 22kg through Digital Health!

AmMetlife Case Study: Biggest Loser loses 22kg through Digital Health!

SelfDrvn steps forward to provide an end to end digital health solution

“SelfDrvn allows participants to interact with each other in the program. They can now compete with each other. Previously there is no live or interactive fitness activities like this where people can comment or like the posts as well to upload video in the platform.
It is different in terms of engagement.”

– Wan Shafizal Darli Wan Shahrir, Consultant, HealthPro

Providing More Effective Support for Fitness and Wellness Initiatives

Organisations understand the struggle to keep employees continually engaged and aligned with their corporate objectives, even when these benefit the employees themselves. Ensuring talent prioritise health and wellness brings tremendous benefit not just to the individual but the organisation as a whole, in terms of productivity and the financial bottom line.

With these issues in mind, AmMetLife, a well-established insurer in Malaysia, embarked on a wellness journey with the help of HealthPro. A corporate wellness partner, HealthPro was engaged to bring to bear their eight years of experience in conducting programmes, talks and workshops supporting fitness and health initiatives.

Challenges: Offline approach for Wellness Management Restricts Visibility and Engagement

Initially, HealthPro relied primarily on an offline approach to manage and deliver their wellness programmes. Digital and tech tools were limited, sporadic and restricted by the narrow confines of the tools employed. Consequently, there was insufficient visibility and thereafter, an inability to track the effectiveness of their campaigns. Drop-offs in engagement were not captured systematically or quickly enough.

Objective: Building a Digital Solution to Drive User Engagement

HealthPro was looking to solve a few challenges.

First, they wanted a digital solution that would complement their offline approach. They needed something responsive and which worked in real-time. It needed to embody all the functionality users have come to expect from social media and digital tools – a seamless and intuitive interface, heavy focus on aesthetics and visual stimuli, real-time reporting and analytics.

Second, they wanted the ability to leverage the communication efforts between HealthPro and the users as well as support peer to peer interaction, camaraderie and the fun, competitive spirit that would develop as a result.

Third, they wanted real-time reporting so that drops in engagement could be captured and then addressed in a timely fashion. Fourth, they appreciated the value of gamification in the digital solution because it would drive engagement further.

RoBo Trainer provides a 24/7 Immersive Experience for all

 

HealthPro approached SelfDrvn who met all of these requirements beautifully through their digital solution. It worked well because it ran conveniently on both web and mobile applications to provide a truly immersive experience. In effect, the digital approach served not just to complement but enhance their offline programmes, print collateral and communication strategy for maximum impact.

SelfDrvn was launched via the introduction of the RoBo Trainer, whereby users would get 24/7 access to advice from different facilitators as well as peer sharing. When users performed the actions desired, they would get rewarded. Aesthetics and visual stimuli were key – a range of formats including text, animation and videos were shared with users and there was regular prompting for certain actions to be taken with the promise of instant rewards. Real-time feedback and point collection served to create and sustain the positive behavioural change required.

There were a few features in the SelfDrvn solution that helped bring all of these varied elements together. Stepathon, a step counting activity, designed to motivate users to lose weight coupled with goal setting, points and badges showcased by the leaderboard provided the necessary elements of fun, competitive spirit and reward so critical to engagement and sustained use. At the same time, this allowed HealthPro to systematically roll out knowledge assessments, surveys and intervention modules as required, improving and refining the experience along the way.

Results – Both Corporate and Individual Goals Aligned for a Seamless Experience

The outcomes from the 62 users who were pre-selected for the program outstripped expectations. HealthPro recorded an 84 percent adoption rate throughout the program. 68 percent of the users agreed that SelfDrvn helped facilitate more effective communication between peers and also with coaches. 63 percent agreed that the Digital Health solution motivated them to strive harder and achieve more than they expected. With the help of Digital Heath, users are able to know how to lose weight in the right way and how to exercise without using any tools. The result showed that the biggest loser using SelfDrvn Digital Health solution lost 22kg. In the end, SelfDrvn did much more than just help employees lose weight. They helped align corporate and individual goals. They supported the shared objectives continuously, and in the process, created a more engaged workforce, improved productivity while simultaneously reducing ill-health related costs.

A.S Louken Case Study: Simplifying Employee Communication on a Centralised Platform

“We are using Louken@Livewire (Powered by SelfDrvn) to engage our people, gather ideas from different subsidiaries, and soon, to measure individual employee performance”

– Paul Liew, Community Manager at A.S. Louken

A home-grown team of brand activation specialists

A.S Louken is a Singapore-based branding agency with around 100 employees. They offer comprehensive branding solutions and strategic direction to a wide variety of business clients in different industries, helping enterprises in Asia become market-leading brands of tomorrow to over 1,000 clients across more than 10 countries.

The Challenge: Non-effective communication cross-company and across subsidiaries

After a period of growth, A.S Louken experienced what most fast growing companies are going through, the growing gap of communication between the management and the people who are primarily working on solution for the customers as well as the customer facing staff. Delayed messages coming through and to between the key management team and the important pulse that comes from the frontliners, as well as the growing gap of flow and understanding between departments to deliver effectively to customers’ expectations are common in Louken.

Fewer exposure to collaborations among departments resulted in a negative impact to work productivity. Therefore, it was a top priority to establish a simple way for everyone to be informed and get to know each other. They needed a highly engaging and effective solution allowing employees across the company to communicate with each other and be informed about both business news and fun team building events while maintaining accessibility to all employees at any given time.

The solution to improving communication and driving positive behaviours: Better aligned communication, listening to the voice of employees and driving a better reward and recognition system 

SelfDrvn works closely with A.S Louken to deliver a solution that meets the objectives of:

  1. Easy integration and aligned communication flow among the subsidiaries
  2. Driving collaboration through a common group level platform
  3. Transparent recognition of high performing employees

As a result, SelfDrvn supported A.S Louken in launching an enhanced LiveWire@ASLouken (Powered by SelfDrvn) company-wide to power engagement via mobile and desktop channels. This means all employees from different business units and subsidiaries share a unified communication platform for better alignment. Groups and social feed functions and reward & recognition features become the primary value drivers to meet the objectives.

Employees were rewarded for organising peer programs such as rock climbing, cooking and cardio dance activities via the Events section through badges and points that are eventually be used to redeem privileges and rewards from the company “shopping store” within the platform.

Demonstrated success

The impact is instant. On the first day of launch of LiveWire@ASLouken platform saw a dramatic increase in cross-company communication. The management and HR were able to see the conversations and how employees were using it – and most importantly, the management experienced the power of nudging – rewarding desired behaviours through gamification that is instrumental to build habits.

AS Louken managed to easily track employee’s communication on a centralised platform that they can see over 90 users from 42 different topic discussion points, where employees from different locations participated since the launch of the campaign. After the campaign period, the company have formed 8 focus discussion groups to form a mini community with like minded interests.

To prove habit building practice a success, a total of 937,800 reward points and 14,212 badges were rewarded over 3 months upon SelfDrvn/Livewire implementation for active value creation and collaboration between employees from different groups tracked via the platform. This means:

  1. As average points rewarded for completing desired action is 100 points per activity, there were at least 9,378 actions completed and recognised over the the period.
  2. That is about 104 actions that instilled collaboration and value creation done by each employee in the company over the same period!

 

A.S Louken now has a quantifiable way to track employee participation, communication and engagement. The real-time and usable statistics generated show that people are actively using the system to talk with each other, work together and organise team building events. It automatically tracks communication and event venue participation.

Employees can now organise internal events, invite participants, track RSVPs and use QR code to scan attendance, all at one place.

 

People who did not previously know each other now have an easy and fun way to engage with each other and they receive rewards they want as a result. People who are communicating are more likely to find opportunities to work together on projects and the platform tracks collaboration and peer recognition. Importantly, no one is left out of critical messages from HR and management because everyone has access.

Over time, the company’s leaders can see opportunities for additional improvement and can easily identify what areas or groups require more attention.

What’s next? 

A.S Louken has a firmer plan to use the platform tools to listen to the voice of their employees more, through real-time ad-hoc feedback and survey. This could facilitate more frequent employee performance discussions and eliminate the current once a year paper-dependent process.  In addition, it will be incorporated as an important communication channel in the upcoming change management practice to roll out new culture values that will involve rewards and celebration of every employee who lives and embodies the values of the company.

CA Trust (Accounting Firm) Case Study: Achieving 97.5% employee’s voluntary participation rate

CA Trust (Accounting Firm) Case Study: Achieving 97.5% employee’s voluntary participation rate

 

“SelfDrvn encourages participation by all in a campaign primarily because what colleagues do on the platform is highly visible. Furthermore, being rewarded for taking part in certain activities certainly help drive participation”

– Jian Long, Engagement Champion, CA Trust PAC

A leader in audit, tax, and advisory services

CA Trust Pac is an independent member of the TGS Global Network Limited, an international network of professional business advisors. They offer audit, tax, and advisory services to small and mid-sized businesses, government as well as non-profit organizations.

The Challenge: Employee Retention

CA Trust Pac had one primary challenge – address retention levels.

As a small organization of 90 employees, growing the team was much less a priority to retaining the people they had and ensuring employee engagement was on the mark. One of their goals was to be seen as an employer of choice for young Accounting talent. Addressing employee social well-being and health and wellness were, therefore, top concerns.

They decided that events would be a primary platform through which they would undertake greater employee engagement as these were in-person activities. These events would provide a better listening channel as well help them provide better analysis of any data collected.

The Solution to increase employee engagement: Listen to the Voice of the Employee (VoE) 

SelfDrvn represented a single yet comprehensive platform to manage multiple drivers of employee engagement. With a variety of tools and touchpoints including employee pulse surveys, reward, recognition, peer feedback, goal setting, and wellness, it was possible to tackle a number of aspects of the employee experience.

Take the app, Message in a Bottle, for example – this motivated employees to participate in idea generation, provide feedback as well as make suggestions for improvements. It is designed to allow for anonymous feedback and ideas generation that in turn, made it more engaging, fun and rewarding. And gamification meant that employees could compete among themselves and earn rewards for their contributions.

Message in a Bottle allows you to receive collective anonymous feedback from your employees and let them vote on the their top 3 most agreeable and top 3 answers they disagree to. This helps organisation to focus on issues that matters most to their employees through their collective voice.

The Newsfeed allowed employees to keep engaged socially, collaborate and stay informed.

Real-time rewards and recognition fuelled greater participation and by incorporating many of the employees’ ideas, participation rates increased which had a knock-on effect on the rest of the activities.

Success in increasing employee’s participation rate

As the statistics show, employee participation rates went through the roof at 97.5%. This increase in participation led to the creation and sharing of 1 idea from every 2 employees too (which is 4x more than traditional methods) all of which contributed to making their internal campaigns and initiatives an overwhelming success – signifying the true embodiment of a campaign that is “driven by employees for employees”. 

Reimagining the Employee Experience

Reimagining the Employee Experience

The employee experience is about the entire journey – every touchpoint, every interaction of an employee’s time spent within an organisation. For many Baby Boomers and Gen X-ers, this may take place over the course of years, if not decades but for many folks today, it may be a period of months or a few short years. Nevertheless, it is still about the journey.

 

This begs the question, if we can positively impact the employee experience (EE), if we can create memorable experiences, do these not make a difference in their lives and the work they create? Yes, of course it does.

 

employee-experience-is-a-journey

Crafting a positive employee experience involves the entire journey an employee will go through.

 

Organisational Structures Need to Change

Perhaps, that is the reason why EE has become such a trend. Jacob Morgan talks about the emergence of roles like “Global Chief Employee Experience Officer” or “Head of Employee Experience”.  Denise Lee Yohn, in her Forbes article, talks about 2018 being the year of employee experience. What does all this mean?

It is recognition of the clear correlation between frontline engagement, customer service, productivity, performance as well as revenue growth. This affects all employeescandidates, contingent workers as well as alumni. With this correlation must come the shift in our approach from instructional design to experience design. When it comes to experiences, organisations have long held the view that it is about the employee fitting into the organisational culture. It has long been about how we need to get our people aligned to our organisational objectives.
 

Employee Experience is Built By Your People

But work has meaning not just for the organisation but for the people within.  Work brings meaning to our lives, helping us connect the individual tasks we accomplish with the greater goals we work to achieve. As such, organisations need to come half way, realising that it is incumbent upon them to meet the employee at the middle. We, as organisations, need to not just fit employees into our organisational culture. These employees create the very culture itself. When we talk about learning and development, our goal should no longer be about finding out what’s missing in the employee toolkit but rather, asking them what they would like to learn. Our goal should be as Josh Bersin puts it, “to deliver learning to where people are”.

 

company-culture-built-by-employees

“Employees create the very culture itself.” Get your people aligned to shared organisational objectives.

 

The focus is on the employee. It is not about what we want from them on their first day, for example. Rather, it is about asking what we’d want their first day to be like. The difference is subtle yet palpable.

 

In the Deloitte 2017 Report, Reimagine and Craft the Employee Experience: Design Thinking in Action, there is clear reference to the need for design thinking to come front and centre, with 3 principles being fundamental to effectively engaging the workforce.
 

Principle One – Empathise

The first principle is empathy – that empathy helps you see things differently, allowing you to create different experiences which can have varying levels of engagement. As you move up in your career, you will notice less focus and importance placed on your technical ability and far more focus on those skills that really matter – the ability to influence, to listen well, to empathise, to connect, to collaborate and to lead. This is why empathy matters.

 

It is a skill that allows us to understand, to share and connect with others in terms of what they see, hear and feel. In other words, it allows us to step into the shoes of another. How are we to effect change, to solve problems, to think up new solutions if we only ever see things from our own narrow world-view? This is why empathy is the first of five blocks in Ideo’s Design Thinking Framework.

 

Principle Two – Envision

The second principle is about stepping outside ourselves because to envision, we must generate a variety of options and see how these can become potential solutions. It is about understanding that we need not be limited into thinking that there is only the one way forward or a zero-sum game.

 

Principle Three – Experiment

The third principle is experimentation. In another word, testing, where you collect both qualitative and quantitative data so that you are data-driven. You get closer and closer to a more meaningful evaluation of your problem. This helps you come up with solutions that are more targeted.

 

We worry that that AI and increased automation will take away many jobs. Yes, it will but at the same time, it will free us to do more meaningful and valuable work. The kind of work that matters. If we want that to grow, to develop further, to manifest in a variety of ways previously unimagined, then we need to craft the kind of employee experiences that touch us in more ways than one.

SelfDrvn is Part of the Gartner Digital Hype Cycle 2018!

SelfDrvn is Part of the Gartner Digital Hype Cycle 2018!

SelfDrvn, an all-in-one tech platform to retain, reward and engage talent, has become the first Malaysian company to be featured in the Gartner Hype Cycle! SelfDrvn was listed as a vendor in the Worker Engagement Platform category for the 2018 Hype Cycle for the Digital Workplace.

 

What is the Gartner 2018 Hype Cycle Report?

Gartner’s annual Hype Cycle measures the maturity and adoption rates of various technologies and provides insight into how relevant they are in solving business problems. The Hype Cycle helps you discern the hype from what is commercially viable by providing a graphical representation of the maturity and adoption of technologies and applications. This helps you discover how one technology or application can evolve over time.

 

hype-cycle-for-digital-workplace-2017

Previous Hype Cycle for the Digital Workplace, 2017. Source: Gartner

 

Each Hype Cycle drills down into 5 key phases of a technology’s life cycle, namely:

  • Innovation Trigger;
  • Peak of Inflated Expectations;
  • Trough of Disillusionment;
  • Slope of Enlightenment; and finally,
  • Plateau of Productivity.

 

By mapping out the technology against the different phases of its life-cycle, stakeholders and potential investors can then decide how soon to get on board, how to reduce risk on their tech investment decisions and compare the investment against potential business value.

 

solutions-comparisons

The Hype Cycle for the Digital Workspace report includes suggestions for potential advancements and suggestions for best-fit solutions and vendors.

 

SelfDrvn, sample Vendor in the Worker Engagement Platform category

This year, SelfDrvn was listed as a vendor in the Worker Engagement Platform category with the following metrics:

Benefit Rating : High

Market Penetration : 1 – 5 percent of target audience

Maturity : Emerging

 

Worker Engagement Platforms are designed to boost employee engagement and motivation by providing positive worker experiences. Behavioural economics and positive psychology represent some of the focus areas in order to maximise worker adoption.

 

Gartner’s VP of research and HR tech Ron Hanscome explains – these platforms are designed to incorporate various disciplines such as gamification, corporate social responsibility, social recognition tools as well as industry-specific workforce management solutions. The aims are simple – increase engagement and performance by looking at elements such as recommendations, mindfulness and connecting through purpose.

 

Multiple activities are supported such as regular feedback, coaching, competition, team or social activities, personalisation as well as social recognition. Game-style mechanics help to increase adoption in general. Worker engagement with the platform is, therefore, quite high thanks to these activities. Consequently, workers provide more input and feedback on work-related factors. Among other things, they can discuss work schedules, best practices and working conditions, thus providing real-time feedback on their engagement level.

 

worker-engagement-factors

Worker engagement platforms are an emerging aspect of the current digital workplace. As employees are increasingly mobile and on-line, such platforms reach out to the evolving needs of the workforce today.

 

Strong correlation between engagement and business impact

Employee engagement correlates very strongly with business performance as indicated by numerous studies by Gartner, Gallup, Hay, Willis Towers Watson and more. Worker motivation and engagement are critical in any work environment especially when innovation, creativity and cross-collaboration is called upon. Disciplines such as neuroscience, behavioural economics and positive psychology, when embedded in these platforms, teach us a great deal about motivating individuals.

 

Next steps

Organisations today should have a strong focus on employee engagement in the workplace. Ron Hanscome suggests that by investigating and piloting some of the tools and techniques showcased, organisations can come to their own decisions about the strengths and weaknesses of these different tools fitting into their individual organisational culture and context. As these solutions are still emerging, there is no commonly defined feature set. The use of leading design practices such as the use of personas or worker journey mapping will help ensure functionality improvement and better worker experiences.

 


 

About SelfDrvn

SelfDrvn was established in 2015 by our CEO, Lam Mun Choong — an entrepreneur with a background in software engineering and a passion for understanding human sciences. Our mission is to enable a world where employee wellbeing is the key to company success. We want to help companies develop a thriving workplace culture that can build great employee engagement, recognition, retention and performance. So we’ve designed a SaaS (Software-as-a-Service) platform that can help organisations improve engagement with their employees and customers through effective communication, gamification and behavioral analytics. Our product is part technology, part psychology, and part process. We believe that positive empowerment and people-centred strategies are the keys to building a successful business.


 

Gartner Disclaimer

Gartner does not endorse any vendor, product or service depicted in its research publications, and does not advise technology users to select only those vendors with the highest ratings. Gartner research publications consist of the opinions of Gartner’s research organization and should not be construed as statements of fact. Gartner disclaims all warranties, expressed or implied, with respect to this research, including any warranties of merchantability or fitness for a particular purpose.

The Gartner Peer Insights Logo is a trademark and service mark of Gartner, Inc., and/or its affiliates, and is used herein with permission. All rights reserved.

 


 

References

Gartner – “9 Questions That Should Be in Every Employee Engagement Survey”
https://www.gartner.com/smarterwithgartner/the-9-questions-that-should-be-in-every-employee-engagement-survey/

Gartner – “Hype Cycle For the Digital Workplace, 2018”
https://www.gartner.com/doc/3883163/hype-cycle-digital-workplace-

Gallup – “How Employee Engagement Drives Growth”
https://www.gallup.com/workplace/236927/employee-engagement-drives-growth.aspx

Willis Towers Watson – “The Power of Three – Taking Engagement to New Heights”
https://www.towerswatson.com/en-MY/Insights/IC-Types/Survey-Research-Results/2011/02/The-Power-of-Three–Taking-Engagement-to-New-Heights

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