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?
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
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
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.
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.
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, gamificationand 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 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.
“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:
- Easy integration and aligned communication flow among the subsidiaries
- Driving collaboration through a common group level platform
- 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.
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:
- 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.
- 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.
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.
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.
“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.
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.