How to Mimic Octalysis Engagement without Gamification

How to Mimic Octalysis Engagement without Gamification

Because Not Every Situation Requires Gamification

Let’s face it, not every experience requires explicit gamification to get results from your employees.

If you’re the Head of HR or a human resources designer, you’d rather spend your resources on designing the workplace experiences that truly need gamification.

But there are some key parts of your workplace can’t ignore.

If you are struggling to get sufficient behavior design budget, but are still looking for workplace wins, have a look at these approaches driven by  Octalysis Core Drives.Try these approaches to mimic Octalysis gamification and get more out of your employees.

Build a Great Culture

Your culture should be driven by Core Drive 1: Epic Meaning & Calling. Your culture will often be the difference between winning and losing operationally. It could also be what attracts and keeps top talent on your team.

People work better and harder when what they are working toward is larger than themselves. Establishing this epic meaning in your culture is crucial, and it doesn’t require explicit gamification.

What culture do you want?

The character of your team will somewhat be determined by the individuals in it, but as the CEO or Head of HR or team manager you can influence how your team works.

Using standup and reflection meetings twice weekly could be a way to have efficient meetings, next steps for the week, and social relatedness to close the week’s activities.

Although the possibilities are nearly endless, you cannot skimp on the design of your culture. Culture eats everything else.

Increase Transparency

Openness and honesty  (driven by Core Drive 2: Development & Accomplishment) help employees understand:

  • company vision
  • company mission
  • the problems the team is solving
  • how people on the team will work together
  • what expectations a manager has for her employees
  • how conflicts will get resolved
  • how performance will be evaluated
  • where ambiguity exists, if it does

When the method of evaluation is clear, then employees can operate with a sense of Core Drive 2: Development & Accomplishment and understand their work is moving them toward advancement. If the company or team is smart, they will align the goals of the individual with the goals of the team, incentivizing individuals and teams across purposes to WORK TOGETHER. Alignment of goals leads to the White-Hat/Intrinsic half of Core Drive 5: Social Influence & Relatedness, aka Collaboration.

Have Actionable Meetings

Actionable meetings rely on Core Drive 3: Empowerment of Creativity & Feedback. Employees love actionable meetings. But what makes a meeting actionable?

Simple.

After updates, news and knowledge sharing, and problem-solving, people in the meeting need to leave with next steps.

With practice, your team will develop a process for the above that amplifies social influence and relatedness. Your process will allow candid feedback and incisive problem solving. Regardless of rank or role, employees should feel empowered to raise questions, problems, and offer solutions.

This collaboration is a superpower of Core Drive 5: Social Influence & Relatedness, as it edges into the White-Hat/Intrinsic blend of the Octalysis Octagon.

The point of meetings is to make overall progress more efficient, to remove roadblocks, to solve key problems.

At the end of meetings, use this workplace gamification combo: leave employees with a new problem to solve, combining Core Drive 2: Development & Accomplishment with Core Drive 3: Empowerment of Creativity & Feedback.

Allow Flexible Work

As a manager, would you rather see your employees every day and have them get no work done?

OR

Never see your employees and have them surpass your expectations?

Obviously, the second.

Allowing flexible work plays on the autonomy piece of Core Drive 4: Ownership & Possession.

The point of workplace gamification is not to downplay face-to-face interaction; rather, you should still use in-person meetings and video conferencing like Zoom, which invokes the White-Hat/Intrinsic motivation of Core Drive 5: Social Influence & Relatedness.

But you should also realize that people enjoy freedom from punishing and monotonous routines. Apply workplace gamification to give them that freedom!

Even better, you can instill a culture of flexible work by housing it within a Core Drive 1: Epic Meaning & Calling message. For example:

“Because we at ***Your Company*** believe in good health and flexibility in your work time to promote your relationships and life outside of work, we build in flexible working routines into the workweek.”

This message is infinitely customizable to your culture and desires as an employer. Remember, reasons for doing things matter just as much as the result. Creating the appropriate expectations for employees will reduce Black Hat surprises later.

Getting Started with Behavior Design (and Change Employee Outcomes)

These four ideas are only a taste of what can be done with 4 out of 8 of the Core Drives (and that is not accounting for combinations of them); as you learn about Octalysis the octagon really does start to show up everywhere. Like Neo in the Matrix, experienced Octalysis designers start to see the world from a behavioral and motivational lens. They start to see solutions and new designs for their experiences. It is exciting.

If you are a head of HR or a team manager and want to apply motivation and behavior science principles to your teams, there’s no time like right now.

To get started, email us:

Joris@OctalysisGroup.com

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BitCoin: How to Make Cryptocurrency Engaging with Human-Focused Design

BitCoin: How to Make Cryptocurrency Engaging with Human-Focused Design

Bitcoin needs to be more human-focused

When fortunes are made and lost in new technology frontiers, someone will write a story about it. BitCoin has been in the news a lot, and probably will stay in the news for the foreseeable future.  This happened before with Web 1.0 and Web 2.0.
Obviously, anyone trading BitCoin, or Ethereum, or LiteCoin, is interested and engaged (probably daily) with news and actual transactions of the digital cryptocurrency. BitCoin creates a sense of missing out combined with incredible unpredictability.
We know from human-focused design that the human brain likes unpredictability and is very curious.  But how can BitCoin (or the blockchain technology at its core), be designed better so as to be truly engaging in the long term for humans?
After the speculative interest, the scarcity, the unpredictability, all fall away, will there still be a natural human way to engage with BitCoin? (Or whichever digital currency wins out and becomes mainstream?)
Let’s take a glance at why BitCoin is interesting, then examine how we might design it to be even more engaging for the long term.

BitCoin is scarce (scary), and unpredictable (and yet we love it!)

BitCoin seems to have it all from a behavioral science perspective.
But for the moment, BitCoin and other cryptos are all about what we in Octalysis Design call Left Brain / Black Hat. They incorporate intense fear of missing out with massive unpredictability.
BitCoin is built on new technology (blockchain) by an anonymous person. No one really knows who created it. Nice, we have an origin story of mysterious flavor–who doesn’t love that? If that doesn’t make you curious, nothing will. Oh, and to acquire it, teams of miners have networked hundreds of computers to ‘mine’ the scarce resource.
As an investment vehicle, BitCoin has hard-to-track unpredictability. It’s price moves faster than the winds in a storm at sea. People have made and lost incredible value trading, just like the age of exploration merchants sailing the trade winds to and from the spice islands.
BitCoin is in the news. So  you can’t not pay attention. And like an pop culture or tech phenomenon, people like to talk about it. Knowing just a few more soundbites than your peers gives you a leg up in cafe or bar-style conversations.  You might even impress someone in a negotiation setting.
There is a glimpse of epic meaning, too. We’ve already discussed the origin story. But consider the following: the concept of a non-fiat, or decentralized currency, brings to light good democratic feelings. Liberal humanism with the spice of democracy is one of the fastest growing belief systems in the current moment.
There are feel good stories to back up the safe-haven of crypto. For some people, in countries where fiat currencies have inflated out of proportions, BitCoin and other cryptos were literally a way for people to save the value of decades of work (which would have been washed away by their country’s fiat currency inflation). See most recently: Venezuela. People here were able to use cross-border money transfers driven by BitCoin.
This is all fine and good, but…

Why BitCoin is boring

BitCoin doesn’t do anything. It is simply another indicator of value in a world where more and more people don’t know what to do with their money. There are reasons to be bearish about BitCoin.
BitCoin isn’t really safer than your fiat currency, at least if you’re in most stable countries. If someone hacks your BitCoin wallet and sends all your BitCoin to someone else (the hacker, usually), you can’t get the BitCoin back, because all transactions are final. This fact stands in stark contrast to fiat currencies held or backed up by institutions like big banks or companies like PayPal, who monitor fraudulent activity and reimburse customers. Here we see loss and avoidance in clear display.
For traders and the average holder, BitCoin’s value fluctuates eclectically. Yes, no one can take it away from you if you are storing it in a crypto wallet or on your device (outside of the hacks previously mentioned), but its value is subject to much scrutiny amidst the hype.
As of late 2017, there’s not that much BitCoin will easily buy you in the consumer world. Outside the exchanges, BitCoin is not a common transactional payment at your local coffee shop or bakery. So the BitCoin you have just sits there and accrues or depreciates in value, depending on the tides of the market. Some people just don’t want one more thing to worry about.
For many, ideas of democracy and freedom fall flat.
BitCoin may not be the crypto that ends up being valuable. It might be another crypto which emerges later.

How to make BitCoin and crypto more interesting

Since BitCoin is primarily an investment vehicle (with unknown outcomes), why should the common man or woman want to invest time and energy to:
a) get Bitcoin or
b) do something with it once they have it?
There are many banking institutions, firms and technology companies working on making crypto part of their future services, or making crypto easier to attain. But they don’t have to be the only ones.
What anyone working on  BitCoin and crypto and blockchain needs to consider is this: How can BitCoin and crypto be turned into an experience for a person to enjoy for a long time?

Cement the value proposition, starting with epic meaning.

Most descriptions of the democratic nature of cryptocurrency (the non-reliance on corrupt governments or self-interested banks) are overblown, or at least omits one key detail: that BitCoin itself is not immune to corruption. Few people truly understand the intricacies of BitCoin and its underlying blockchain technology, and these people have the most interest in spreading the positive messages about democracy, decentralization, and freedom. Who doesn’t like freedom? Sometimes these stories sound too good to be true, which isn’t a good sign for the astute consumer. If these messages can be brought down to the practical level, where a common man or woman can see how this epic meaning affects his or her life today and next week, then crypto will get more attention from these commoners 🙂 (including me).
Examples like Po.et,  which reclaim value for content creators, publishers, and consumers, is an example of a blockchain application that is built on the epic meaning and calling of returning value to the people who created the value. These applications need to be inserted more vigorously into the conversation.

Use creativity to build applications, infrastructure, communities, and ecosystems.

There are many promises being made about what the blockchain can do for our future, but the only application of blockchain technology that matters today is cryptocurrency, which, as we’ve discussed above, boil down to a simple investment vehicle.
Once the other promised applications of blockchain technology are built, from an infrastructural and consumer standpoint, it will become more interesting for the regular person on the street. The point here is to create motivation through Core Drive 5: Social Influence & Relatedness.
Just one potential example that will require some design: When I can use blockchain technology to get credit for great undercover journalism in a war-torn country, maybe I could gain reputation among a cohort of international journalists. This is reputation a university will never grant me, but the blockchain could.

Take me on a Journey

The experience of BitCoin is not yet a journey many people want to take. Instead of thinking of the purchase as a function-focused transaction, the human element needs to be added.

Discovering Bitcoin, buying it, nurturing  it, making it grow, and using it for some meaningful activity will allow users of BitCoin to have a fully-realized motivation experience with the product.

We would love to see an app which turned your BitCoin purchases into an avatar or creature which needs to be taken on a multi-year journey. Visualizations have been shown to create intense attraction and engagement from Tomagotchi through to Farmville and Snapchat.

If this journey incorporates the evergreen Core Drive: Empowerment of Creativity & Feedback, so much the better. If every day I need to water my plants to make them grow, the more engaged I will be. This metaphor needs to be applied to the entire BitCoin and blockchain space.

Make cryptocurrency human-focused

Even if I invest time in getting crypto and putting it in a wallet (and learning how to manage this wallet and the various streams of news around Bitcoin), there is not much for me to do with it. By contrast, I can do much more with US dollars, or Pesos.
When BitCoin and blockchain technologies build for humans and human needs today, instead of in the future, they will broaden the usage rate of these somewhat difficult to understand and use technologies. When BitCoin and blockchain technologies are designed to create a user journey through the 4 phases of an experience, they will begin to prosper.
The Octalysis Group has a proven track record of analyzing new technology and business models to bring products to market for maximum impact and engagement levels from humans.
Give us a shout!
Joris@OctalysisGroup.com
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Using Waves of Emotion to Seal Future Desired Actions

Using Waves of Emotion to Seal Future Desired Actions

Send Waves of Emotional Reward

How are you ensuring your customers return to your product or service again and again?

The Scaffolding and Endgame phases are the phases where you ensure repeated satisfying experiences. Where you help your customers reach Win States again and again.

In Scaffolding and Endgame, you can send waves of emotion flowing over your customer. In Octalysis design, these waves are known as Feedback Mechanics (which can take the form of rewards), and they help bring the customer back or propel them forward to future Desired Actions.

Let’s first learn what kinds of waves you can send, and then how to implement these waves into your experience. For this we use Gabe Zicherman’s SAPS reward classification. SAPS is a reward classification that stands for Status, Access, Power, Stuff.

 

Status Waves

Consider the role of a customer service agent in a growing worldwide brand. This agent is among the top performers in her cohort, completing 99% of all requests faster than average with a near-perfect customer satisfaction rating. At the end of each day, she feels good about her accomplishment.

But how, as the employer, might you prevent this employee from burning out? (After all, you’ve had similar top performers burn out from too high a work rate.)

Consider using short term boosts in performance by giving  status waves, a boost to the decor, gear, equipment, or other physically or visually noticeable accoutrement in the office (that her peers will notice). So they only get this reward for a limited amount of time, so if the performance discontinues they will lose their perks.

Now, when this top performer is slowing down, losing her status to someone else will keep her motivated with this touch of Black Hat.

In this case, Core Drives 2, 4 and 5 work in tandem with Core Drive 8: Loss & Avoidance.

Access Waves

Access is another type of wave you can weave into your experience.

The same customer service agent, by meeting daily and weekly Key Performance Metrics, may get the Reward of additional access.

This access can take many forms.

For example, she may get access to beta features in the customer service software, or to an AI assistant in the company’s AI-powered software solution.

In this example, since the Access might actually lead to more efficiency for the agent, her peers may in turn be motivated to reach her level to attain the same Access.

Those peers would be motivated by Core Drive 5: Social Influence & Relatedness to attain the access reward (that is dangled via Core Drive 6: Impatience & Scarcity).

For the agent herself, Core Drive 2 and 4 work in tandem with Core Drive 8: Loss & Avoidance.

Power Waves

Power is another type of wave. As a reward type, it shouldn’t be overlooked.

To stay consistent, let’s think about the customer service agent. How could her manager create feedback mechanics involving Power?

Just one example: The Agent, upon reaching KPIs for daily, weekly, or monthly targets, could be granted enhanced power to weigh in on decision-making. This vote gives the agent more power than her peers. It also helps the company choose the right AI-power solution (especially in a world where AI-powered customer service solutions could change customer service and improve bottom-lines for businesses).

Stuff Waves

You could also reward your employees with stuff. A simple t-shirt can go along way toward creating long-term motivation in the Scaffolding and Endgame. In the case of a t-shirt, gift, or other small stuff reward, a Core Drive 7: Unpredictability & Curiosity mechanic called The Mystery Box could be used.

Imagine, the agent who performs best in a given week receives a random reward at the end of the week. Once achieved, this reward provides mid-week motivation for an employee performing at the top of her cohort. After all, she won’t know what the reward at the end of the week will be, and she sure won’t want to miss out!

 

At the Octalysis group

 

We help companies identify the effectiveness of their Feedback Mechanics. Are the feedback mechanics successfully driving additional and future Desired Actions as part of a Core Activity Loop?F

or companies advanced in design practice and implementation, this approach manifests as a positive ROI dive on the crucial moments of their already profitable product moments. It is all about understanding your user’s motivation and designing for the phases of that motivation.

Get started today. And let us show you how we use behavior science to create impressive emotional waves for your employees.

Joris@OctalysisGroup.com

 

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The best way to really empower your employees

The best way to really empower your employees

How much control is too much?

Is your organization’s hierarchy and perspective on control decreasing or shutting down motivation for your employees?

As the Head of HR or in your role as a manager of people, understanding how to wield control is critical to employee motivation. You need to get your motivational design right to unlock productivity.

Throughout the 1900s and early 2000s, companies with centralized control and tiered decision-making ruled in a an efficiency first, machine-like approach to winning. This evolved into an outcome driven approach, where good outcomes were reinforced at the total level of the company, irrespective of their impact on employee motivation.

In the 2010s and beyond, there is a trend toward decentralization, the empowerment of teams, and the removal of strict managerial controls on processes and team workflow. Could decentralization be the missing piece of unlocking the motivations of your best (and worst) employees?

Control and its impact on motivation

There are several types of control in the workplace that relate to employee motivation.

Control over one’s tasks and projects.

This is the amount of autonomy an employee feels she has or actually has in the choosing and the method of completion of tasks and projects. Traditionally, roles were put in silos for the sake of efficiency, and employees didn’t have much choice over the tasks to me be completed. In these cases, giving autonomy to employees on how they accomplish the tasks can improve motivation.

When combined with Core Drive 1 and Core Drive 2, an employee can be quite independent and productive.

Control over HOW one performs her tasks and projects

As a leader, manager, or HR designer, if you have successfully gained buy-in from employees on the mission and/or vision of the team or company, then you can assign tasks by attaching the necessity of those tasks as part of accomplishing the mission and vision.

Then, you can give employees the freedom to explore the best ways to accomplish those tasks. In the Octalysis framework, this usually is done by giving employees a healthy does of Core Drive 3: Empowerment of Creativity & Feedback. Tactically, this can be achieved by offering meaningful choices or even a blank slate of freedom.

To increase the intrinsic motivation, you could build sharing systems where employees share the knowledge of new ways they’ve found to do great work. This would play on Core Drive 5: Social Influence & Relatedness.

Control over career progression

As a designer of HR systems, you have the difficult but exciting task of monitoring many levers of motivation. One of these levers is career progression.

Control matters here, too.

How open and transparent is your organization in monetary or status development? What about growth by learning?

Your organization might have strict guidelines on what constitutes upward movement at the individual level. Maybe an employee needs to hit all their Key Performance Indicators.

Maybe there are intangibles: They need to be likable; They need to make work fun for others.

The trick is to make promotions really engaging.

Often, promotions focus too heavily on Black Hat design.

  • Core Drive 6: Impatience & Scarcity: Hard to reach, but you want it
  • Core Drive 7: Unpredictability & Curiosity: Unclear who will get it
  • Core Drive 8: Loss & Avoidance: “If I do not get it I lose all the progress I did leading up to it, and my effort was all for nothing

Why not add some White Hat Design?

Promotions are not just a title. Promotions can be empowering. When I get promoted, I get boosters, access, power.

Control over measurement of development and accomplishment

What is your company measuring at the level of the employee? Effort, results, creativity, influence on the team?

In forward thinking organizations, HR designers and teams often incorporate their employees in a discussion of what the metrics should be for productivity. This use of Core Drive 5: Social Influence & Relatedness, draws on the positive-feeling of collaboration and the problem-solving nature of Core Drive 3: Empowerment of Creativity & Feedback.

A discussion of intrinsic and extrinsic motivation relating to control

The Octalysis Group has consulted with and analyzed the HR structures and motivational designs of hundreds of companies across the healthcare, energy, government, and ecommerce landscape.

We have analyzed models which have limited controls and organizations that exercise strong controls. And everything in between.

How you use control affects employee motivation and ultimately team productivity.

Let us help you take the first step in understanding where you are using control in your overall employee motivation design. From there, we will unlock actionable insights to use a  healthy balance of control and freedoms for good!

Let’s begin your analysis to remove control barriers and apply control where it will best impact your bottom line.

Joris@OctalysisGroup.com

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5 ways to make your employees happy! (not sad)

5 ways to make your employees happy! (not sad)

5 ways to make employees happy

Did you know that it is quite easy to build a happy workforce? That it has a lot to do with behavioral science? And that the Octalysis framework can show you the way to employee happiness?

Find out below how we can help you with the aid of the 8 Core Drives.

Using intrinsic and extrinsic motivation in combination with an understanding of White Hat and Black Hat motivation is the secret sauce in experience design.

But first, a quick reminder about Intrinsic/Extrinsic motivation…

Intrinsic / Extrinsic

Extrinsic motivation can be described as the motivation you feel because you expect a tangible reward for your actions: e.g. money, points, status, promotions.

Extrinsic motivation exist when your employees are mainly motivated by:

  • money
  • year-end bonus
  • to increase status
  • to gain prestige
  • to acquire power
  • to develop marketable skills

 

Intrinsic motivation at the work floor exist when work:

  • provides meaning
  • inspires and allows creativity
  • provides for autonomous choices
  • connects them to others socially and in problem-solving environments
  • involves curiosity, new challenges

 

Extrinsic motivation sounds bad doesn’t it? But it isn’t that simple. Extrinsic motivation is key in motivating people to act; to make mundane tasks more efficient and to ensure that they do not have to fear for not bringing enough money home to feed mouths.

The issue is that most companies are too good at designing for extrinsic motivation, while ignoring design for motivation that creates a fun, social and creative work space. Such design creates out of the box value added products and ideas. Ideas we need for the economy of the 21st Century.

Let’s look into White Hat / Black Hat and then move onto the 5 ideas I promised you.

White Hat / Black Hat

These terms come from early work in SEO, where there was White Hat SEO and Black Hat SEO. Generally speaking, White SEO made Google happy. Black Hat SEO could trick Google’s algorithms for a while, but eventually Google wasn’t happy and penalized engineers using Black Hat SEO techniques.

Too much Black Hat catches up to you.

Just like a programmer trying to trick an intelligent Google team, using Black Hat motivation is obvious and employees eventually become dissatisfied, burned out, or worse, don’t even respond to its intended motivational triggers.

Common examples of Black Hat motivation:

  • crushing/difficult/unrealistic deadlines (that are made up)
  • unpredictability in workflow or assignments
  • unclear progression in professional path or compensation
  • dangling rewards without clear road to those rewards

Meanwhile, White Hat motivation feels good.

  • progressing
  • feeling part of something bigger than yourself
  • being creative

Again, many companies are good at one (black hat) and bad at the other (white hat). make sure you invest in White hat design though. They tend to be slow-building but they are long-lasting. Invest in them.

On to the 5 ideas!!!

5. Merit-based compensation

Remember, the best motivational strategy combines intrinsic/extrinsic and White-Hat/Black-Hat.

Merit-based compensation is fair because it should encourage diligent work and creative problem-solving.

Choose an area of the task or overall employee role to fit in merit-based compensation. Define what skill or value is being measured. This could take the form of an if-then statement:

If employee creates x value, then y compensation occurs.

(I recently overheard two university professors complain that they were high performers as Chairs of committees, only to be rewarded with yet more work as additional Chairs on other committees! A better reward would have been flexible time to work on their research or books.)

The key is to agree with the employee on an accurate measure and time scale for evaluation.

This arrangement should allow a balance of:

  • Core Drive 2: Development & Accomplishment (skill gain to solve problems)
  • Core Drive 3: Empowerment of Creativity & Feedback (creativity in problem-solving)
  • Core Drive 6: Impatience & Scarcity (not all employees can get additional compensation)
  • Core Drive 7: Unpredictability & Curiosity (the potential problems to solve could change)

4. Logical progression of compensation

What are your employees working toward in the medium and long term?

People like to progress. No one likes to go backward. We like forward movement.

But as a CEO or manager, you know you can’t move everyone as fast as they may want to. Here is a test of your expectation and motivation management (and design, of course!).

From the moment you meet a candidate for a role in your team, she needs to begin to understand what the logical progression of work and compensation looks like in your team, in the 1, 3, and 5-year windows.

Then, upon joining the team, you can communicate further about this potential progression. There are two keywords here:

  • potential
  • progression

Potential leaves some Core Drive 7: Unpredictability & Curiosity in the employees mind, which is a Black Hat but Intrinsic motivator.

Progression is a combination of Core Drive 2: Development & Accomplishment and Core Drive 4: Ownership & Possession, which are more White Hat and Extrinsic.

This way, you create a balanced motivational arsenal.

Be clear in your communication. People are smarter than you think. Some of your employees are smarter than you–that’s why you hired them. They will sniff out BS if you rely on it.

3. New opportunities

Your company has many diverse problems to solve.

Don’t have money to hire another employee? Why not find out if someone on your current team can solve the problem?

Here is a way to test employees and also give them an opportunity to wow or impress you.

Make the project open-ended enough to allow creativity, but put time restrictions or competitive elements (if you want to test multiple people at the same time).

This way, the following Core Drives are invoked:

  • Core Drive 3: Empowerment of Creativity & Feedback (Problem solving; White-Hat/Intrinsic)
  • Core Drive 5: Social Influence & Relatedness (Competition; Black-Hat/Intrinsic)
  • Core Drive 6: Scarcity & Impatience (Time-bound; Black-Hat/Extrinsic)

2. Team or Cross-Functional Projects

One problem at companies with more than about 5 employees is knowledge sharing. Lack of knowledge sharing creates inefficiencies that hurt the bottom line and distract from real profit-driving work.

Even if a project COULD be done by a single, top employee, it can be very effective to assign a project to two to four people (or more depending on the project).

This encouragement of collaboration will build connections and relationships in your team on top of the benefit of skills naturally being absorbed across minds.

The Core Drives in play:

  • Core Drive 2: Development & Accomplishment (skill and knowledge; White-Hat/Extrinsic
  • Core Drive 5: Social Influence & Relatedness (collaboration: White-Hat/Intrinsic)

5. Team Retreats

Doing team retreats right is an art in itself, but retreats DO work if done right.

Behavioral scientists have understood that spending time outside of the normal environment facilitates different kinds of thinking.

Take your team on a trip or do a volunteer event together.

Try to fit in time to problem-solve on some of your biggest issues for the year.

You will build team chemistry, alchemy, and rapport. You will be joking and laughing about moments on the trip for years to come.

Retreats, if communicated correctly, provide:

  • Core Drive 7: Unpredictability & Curiosity (Where are we going? Italy or Germany?)
  • Core Drive 3: Empowerment of Creativity & Feedback (Solving your team’s biggest challenges)
  • Core Drive 5: Social Influence & Relatedness (Team activities, spending time together)

Balanced approach

You need to apply a balanced approach of intrinsic and extrinsic motivation with elements of white hat and black hat into your design.

If you are a Head of HR, Chief Learning Officer, or the manager of a team, you can’t afford to leave sound motivational design principles out of your employee management approach.

Contact us to get started. Your employees will thank you and you’ll have a head start on your competition.

Joris@OctalysisGroup.com

 

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Motivating your Employees is Easy with Octalysis

Motivating your Employees is Easy with Octalysis

How can your Company make your employees’ life truly meaningful. How can you get them to brag about your company outside of their work hours?

Wait just a minute, you don’t get it? You already make life great for them. They get a decent wage, pension plans, get days off, can collaborate on cool social platforms and your people get a lot of autonomy. Your company has nailed it. Right?

If this is how you’re thinking about workplace gamification and employee motivation design, you’re probably doing it wrong.

It is quite difficult to optimize employee motivation. (We’ve written about employee types over here–must read if you like astronomy). You know that you have to balance intrinsic and extrinsic motivators, while providing triggers for those motivators. A better manager will also account for the varying strengths in their team, and design for different player types. The work place design already incorporates recessive and dominant motivators personalized by the individual or employee.

But something is still missing. Your staff turnover is higher than you would like it to be. At work people are doing an okay job, but they are not LIVING the company. They are not embodying the spirit that you see it, the way you feel it.

Why is this happening?

Simple: you have not created an Epic work place yet where relevant Meaning is created. And if you do, people are not aware about it enough.

 

Making employees lives EPIC (through workplace gamification)

With more and more choice about where to work and what to work on, top employers must consider why a given employee would, given so many other great options, choose their company over a competitor’s.

The best answer will include but not be limited to making the employee feel like the work will add value to their lives.

  • Employees at SpaceX can easily say they are helping to build the first mission to Mars.
  • Employees of Habitat for Humanity are helping build sustainable housing for people in need.

Now tell me: how does your company energize people for their yearning to be part to something bigger than themselves?

 

Epic Meaning & Calling

At first glance, it seems a company needs a strong sense of what we refer to in the Octalysis Framework as Core Drive 1: Epic Meaning & Calling.

Epic Meaning and Calling is a White Hat Core Drive that sits on top of the Octalysis octagon. It is empowers us as we have an innate wish to be part of something bigger than ourselves. It addresses our need for purpose in life. Most importantly it is a long term motivator that can inspire people for decades, centuries even millennia (look at the enduring power of religion).

 

Your company’s purpose, often defined as your company’s mission, need not be as lofty as going to Mars or building homes for the needy the world over. But you probably need something.

So start thinking today about how you can create a meaningful company purpose. Is your enterprise liberalizing mobility for consumers (like Uber)? Is it giving meaning to people’s shopping choices? Are you serving humanity through recruitment?

Analyze what your company does. Frame it into something epic and, most importantly, communicate it and incorporate it in your work place design. Try it, it works!

A touch of creativity in workplace gamification

But, Epic Meaning & Calling isn’t enough. There are examples of employees getting burned out at companies like Space X despite Musk’s vision to go to Mars.

In the Octalysis Framework, the Core Drive which has the most enduring impact in any motivational system design is undoubtedly Core Drive 3: Empowerment of Creativity & Feedback. This is the motivation you feel when you have autonomous choices and the freedom to “do it your way”.

When coupled with Core Drive 1: Epic Meaning & Calling and Core Drive 2: Accomplishment & Development, you have rounded out the White Hat portion of the Octalysis octagon.

Base your workplace and workflow design around these core drives and you will  create long-lasting, happy employees, who truthfully speak well of the company even when they aren’t at work.

Course correcting

Now is the time to make your meaningful choice for your company. Will you start the process of turning your workplace culture around, or will you let it continue to drag and eventually die of neglect?

Talk to us now. We can help you make that epic shift in the work place.

 

Joris@OctalysisGroup.com

Managing Director

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