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.
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.
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 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
