Strategies that drive a deeper emotional commitment.
How many of us have worked in organizations where the employee engagement survey is rolled out, questions are asked and yet, nothing is ostensibly done about what is suggested or complained about? How many of us find it difficult to figure out just where the moral problem lies? Employee engagement is complex and some of the methods we’ve used to address it may sometimes be flawed in and of themselves, leading to other challenges. At its crux, employee engagement brings certain issues to the forefront.
Trust, for one. People need to be able to trust their leaders and know there will be no retaliation for telling the truth. They also need to know that their leaders are interested in what they have to share and will take relevant and timely action on feedback given. Authenticity plays a part. Feel good tactics will eventually be noticed for what it is.
This is why a platform that incorporates gamification and real-time feedback, one that puts the employee in the driver’s seat, may be what works.
A singular approach
Morpheus Consulting Pte Ltd is an eight year old company providing business consulting, application development and IT infrastructure consulting. Even with 78 employees, they found that they had limited tools and resources to hear from their employees. Their communication channels were ineffective, and as is the case for many other companies, they had limited resources for reward initiatives. They looked to SelfDrvn to help them achieve multiple aims with their employees – engagement, motivation and performance recognition all delivered through gamification.
“Using SelfDrvn has given us deep insight and understanding about the concerns of our staff and what they would like to see us implement in the company.”
Violet Tang, HR Manager, Morpheus Consulting
Embodying variable components and plug and play options, SelfDrvn is an all-in-one platform to retain, reward and engage their talent. It has helped Morpheus Consulting through a number of touchpoints including employee pulse surveys, reward and recognition programmes, peer feedback loops, goal setting, wellness games and leaderboard competitions.
Gamification as a tool
Gamifying wellness – how does that work? Since physical health is increasingly a concern that impacts organisational success and the bottom line, ensuring that companies take a positive and proactive step to address this, will add value.
But how do you do that without encroaching on an individual’s preferences and choices? Enter gamification.
Gamification has been used by companies for a long time, according to Gabe Zichermann, author of Game-Based Marketing and CEO of Gamification.co. As Jennifer Van Grove mentioned in her article, Gamification: How Competition is Reinventing Business, Marketing and Everyday Life, the military, Hollywood and the hospitality sectors are three such industries that have employed game mechanics for many years.
Gamification is used in the corporate world for educational purposes, to encourage customer loyalty, to create buzz or for social proof. Fad or here to stay, the true power of gamification lies in how well we can align it to our business objectives. And in this context, SelfDrvn’s offering can help in retaining talent, engaging and rewarding employees, capturing and holding on to intellectual capital, perhaps even plug skill gaps. In this way, it is addressing the most common and pressing business issues with modern day solutions that work.
SelfDrvn is your all-in-one platform to retain, reward and engage talent. To schedule a 30 minute obligation free consultation, email email@example.com today.
Millennials have a notorious reputation. They are regarded as the uncommitted and lazy generation that job hops and demands more from employers.
But what if that was entirely not accurate? What if you could get more from your Gen-Y employees. That’s exactly what Janet Lee (CEO and chief consultant of 95%—culture consultants) and Lam Mun Choong (CEO and founder of SelfDrvn Enterprise—HR tech experts) explored at the recent PlaySk00L seminar: Getting the Best Out of Your Gen-Y.
Janet Lee in Bringing Out the Best in Gen-Ys talked about the reasons why it is crucial that organizations connect and build a relationship with their Gen-Y employees. She also shared reasons why Baby Boomers behave the way they do and why millennials act in a different way.
To find out what drives the visible actions of millennials in the workforce, we should examine what’s underneath. “These are the beliefs and mindsets of the person,” she explained. So, what do Gen-Ys want from their workplace?
According to Janet, “Three things, based on a talk by Daniel Pink several years ago that is still relevant today.” They are autonomy (managing results), mastery (growing and achieving their potential) and purpose (they’re making an impact).
In Engaging your Millennial Workforce with Technology, Mun Choong outlined his “Mun Chong’s theory of management” that every generation will complain about the next generation. He highlighted the covers of TIME magazine featuring Gen-Xs from the 90s, but which carried similar descriptions of the current Gen-Y.
He emphasized that getting the best out of Gen-Ys requires that the relationship between the employer and the employee is a human relationship and not a transaction. Mun Choong noted that the factors that make relationships work include two-way communication, active listening, trust and respect, timely feedback and recognition and appreciation.
SelfDrvn motivates these factors in millennials, using technology that they are already familiar with outside of the workplace. Mun Choong explained that “It allows you understand whether recognition is happening. Or whether people feel happy in the workplace, the productivity levels, mentoring from managers and so on to know whether the important factors/behaviors are happening.”
Getting the Best Out of Your Gen-Y also featured an interactive session with questions asked by attendees using the SelfDrvn platform. One highlight having employees recognized as soon as possible for their efforts makes a significant difference in motivating the performance of Gen-Ys.
A few attendees also shared their key takeaways from the event.
“It was good to talk to Janet and Munch about when you’re looking at change and people addressing issues with millennials…The good thing about this is that you brought tools and the mindset issue together. Otherwise, people will generally talk about a tool and not it’s usage. Or talk about usage situations without tools. That’s really valuable.”
— Devendran Sinnadurai, COO – Leaderonomics
“My key takeaway is that I learned that I learned that I need to actually give my Gen-Y team a bigger picture. I need to paint a bigger picture. I have a very small team—only about 10 people—so what they said [about understanding the perspective from the Gen-Y side], I have to go apply it to my company. They have their own way of thinking, and I need to work together with them, to make them happy and motivated.”
— Hon Fun Ping, Managing Director – Advance Paradigm
“My key takeaway is how SelfDrvn can help with engagement and how gamification is a part of that engagement process. It was informative for myself and my colleagues.”
— Bryan Dewitt, Solutions Architect – Petronas ICT
“Considering my experience, I agree with Janet Lee saying that there are different ways to achieve any result in the workplace. My key takeaway is that both sides—management, HR and Gen-Y employees—need to understand the bigger picture and the rationale behind the employees’ behaviors.”
— Jesslyn Tan, Senior BD Executive – HealthMetrics
“My key takeaway would be that millennials need to be given a purpose and it directs everything we do. The event was interactive and good. And it was helpful to the challenges I encounter in HR.”
— Valerie Wan, HR Manager – ASEAN at IDC
About the speakers:
CEO & Lead Consultant, 95%
The award-winning advertising maven achieved her dreams in her 20 years with the advertising industry. Since then, she founded several businesses and ventured into pioneering the subject matter of Corporate Culture Transformation in Malaysia. As lead consultant, coach and certified consultant of UK-based Barrett Values Centre’s Culture Transformation Tools, Janet works with C-suites to shift cultures to drive business results.
Lam Mun Choong
Founder and CEO, SelfDrvn Enterprise
A serial entrepreneur, he has co-founded several companies in Asia including Jatis Solutions (IT Consulting). Mun Choong, is also the CEO of Nettium Sdn Bhd, an MSC status company, was nominated for the GAIN Bespoke MDEC Program to develop the next Global Tech Icon, selected as a Digerati50 2016-2017 by Digital News Asia and was a winner of the Best Dojoian Award in the MDEC Leadership Dojo 2016.
What’s in the book?
Asking the right questions can be the difference between knowing the engagement level in your organization and trying to make performance improvements by guesswork.
Our collection of more than 30 research-backed behavioral questions and their relevance helps you take the guesswork out of employee engagement, and provides a better, deeper understanding of what motivates your employees to perform better and improve business outcomes.