How to Make a Ride in a Self-Driving Car Truly Engaging

How to Make a Ride in a Self-Driving Car Truly Engaging

Better Human-Focused Design Experiences in Self-Driving Cars

Self-driving and autonomous cars are the future. Maybe you already took a ride in one today. How was it?  Did you feel it was made for you?

Did the car have human-focused design? Did it leave you feeling empowered? Or the opposite? If you don’t drive a car, is self-driving a car still engaging?

Let’s explore how we can design better self-driving cars, from the user or rider perspective.

I want to feel great riding in one I own.

Actually driving a car yourself feels much different from being in a self-driven car. You own the steering wheel, the driving experience. When you shift gears, the car feels a certain way. You have Ownership (Octalysis Gamification Framework Core Drive 4: Ownership & Possession). You also have choice on how to drive: aggressive, economical or efficient. You feel empowered by your driving style (Core Drive 3: empowerment of Creativity and Feedback).

When I take my self-driving car out for a spin, will it feel the same as when I take my Ferrari out for a Sunday drive? Will it be as ‘cool’ to drive by the cafe with the top down if I’m not even the one behind the wheel?

So how do we duplicate that feeling self-driving cars, particularly the ones we buy and own ourselves?

In the short-term, just as it is fashionable to own a Tesla, it will be fashionable and trendy to own a self-driving car. So bragging becomes a thing.

One simple way would be to create an interface which allows you to poke or say hi to nearby riders also in a self-driving car. This interface would combine elitism from Core Drive 1: Epic Meaning & Calling, with social elements of Core Drive 5: Social Influence & Relatedness.

This equation gets even more interesting once ‘everyone else’ also owns a self-driving car. What is still special about the new technology? And how can I set myself apart from the rest? More importantly, how can I feel special. The type of driver who enjoys driving needs to be designed for. Once everyone has a self-driving car, giving the owner a way to differentiate themselves creatively from others will also by key.

This is a question motivational designers will have to answer to woo potential customers. Answer this question expertly and you may be able to draw a huge crowd of potential buyers.

 

I want to relax.

Some people see no issue with losing the steering wheel.

What they are trading for when they buy a self-driving car is time. TIME is money, and they want more of it. More time to relax as they move from place to place. Maybe they’ll even put their feet up and play a video game with their friends, or plan an activity at their destination.

While they may not care what other people are doing in their self-driving cars, they do care about the creativity and autonomy they have in theirs. They want to be kept entertained. Could manufacturers and designers create surprises for this rider/owner type?

Going one step further, designers focusing on relaxation could instill a sense of progress as the car learns how to best keep you relaxed and entertained. The more you drive your car, the more your car will know what to offer you where. With current technology, this outcome might be achieved through applications of machine learning and deep learning.

I want to work.

Some people will use the extra time and attention (not driving) to complete their work on their commute. Then they can spend more attention on family when they get home.

A cohort of this group probably uses public transportation, anyway, and won’t need to be designed for in the same way.

How can in-car experiences adapt and change to make work easy, convenient, comfortable and fun?

Is it possible we will actually look forward to our morning commute to plan the workday or our evening commute to focus on the last activities and deals of the business day?

As goes for relaxation goes for productivity: if machine learning and deep learning can be incorporated to make productivity skyrocket, so much the better for this rider type.

I want to explore.

With your hands off the wheel and your eyes off the road,  you have much more time to look around at everything around you.

For some, self-driving cars will enable creativity and exploration. With appropriate interfaces and feedback, the rider will be able to influence the flavor of this creativity and exploration.

For example, videographers will be able to capture amazing footage for their films completely solo, just by renting a self-driving car.

People who want to visit new places can spend all their time looking out the window. In-car apps can provide details of landscape, scenery, and historic sites.

This user is really looking for a sense of connection with her environment. She wants to be surprised, delighted, and informed about her whereabouts in a way she hasn’t been ever before. Ideally, even an everyday commuter can learn about the city within which she works.

Oh, there will be music, food, and drinks, too.

Time, Attention, Engagement

Self-driving cars, if designed with these user motivations in mind, will thrive. If they are designed with our innate motivational drivers, from meaning to creativity to social influence to curiosity, they will be owned by every human before long.

People will get to put their time, attention, and engagement toward the activities they care about instead of being frustrated by road rage and traffic jams.

Now, how to create that engagement is our speciality. We have done it many times before and can do it for your company too.

To learn more about how to use the Octalysis framework or the Strategy Dashboard (backed by science in behavior design) to analyze experiences and design better ones, contact us now. We will help you discover how to make irresistible human-focused experiences.

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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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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