SelfDrvn Featured in Hype Cycle for the Digital Workplace, 2019

SelfDrvn Featured in Hype Cycle for the Digital Workplace, 2019

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.

 

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

Trend Insights – Before You Incorporate AI

Trend Insights – Before You Incorporate AI

The promise of AI will be fulfilled only by establishing a clear, coherent link between AI and business value. This report will help CIOs incorporate AI into their strategic planning and evaluation processes for business transformation.

Opportunities and Challenges

  • Artificial intelligence (AI) isn’t an end in itself, but rather a strategic capability that organizations can develop and mature to achieve specific, measurable and transformative business outcomes.
  • Only 4% of CIOs say their organization has deployed AI, but we expect a substantial increase in deployments as one-fifth say they are experimenting with AI, or have short-term plans for AI.
  • Moving from pilots and short-term plans to large-scale implementations of AI is a daunting task that requires sound planning.
  • Organizations will need new or updated strategies as vendors exploit AI capabilities within business suites, enterprise applications, platforms, infrastructure support services and the customer experience.

The wonder facts

  • Start by prioritizing critical business scenarios and outcomes, before assessing the extent to which the use of AI in IT solutions could help you achieve desired outcomes.
  • Normalize strategy development for AI capabilities, as you have for other advanced technologies while identifying AI’s unique requirements, which include data scientists, very large datasets and natural-language understanding.
  • Use AI especially for tasks that require classification and prediction on an unprecedentedly large scale, which range from granular text autocorrection to strategic sales forecasting.
  • Foster a culture of AI innovation by taking a “bimodal IT” approach that enables your organization to rapidly plan, test, assess and innovate with AI capabilities developed either in-house or integrated into vendors’ software applications, services and platforms.

 

Source: click here for the detailed report.

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