Workplace Gamification Gives 3 Simple Steps to Retain Employees

Workplace Gamification Gives 3 Simple Steps to Retain Employees

A White Hat Twist on Workplace Gamification

Most companies don’t get how to retain their employees. They give them performers status. They give out paltry or nice bonuses. They create competition for limited promotions.

In short, most companies focus on extrinsic motivation, which is only one part of workplace gamification design.

Extrinsic motivation is short term motivation. Also, the rewards associated can easily be gotten elsewhere. Guess what? People leave.

So how can we keep them?

Companies need to shift their focus away from extrinsic motivation toward intrinsic motivation. Companies need to make employees feel intrinsically rewarded with a white hat twist.

1. Develop their skills

This sounds easy, but it’s not. Developing employee skill requires dedicated effort and design from managers or the head of HR. Put on your workplace gamification hat.

The key, really, is helping employees find their own ways to use the skills they already have and the skills they are learning. It’s not rocket science.

Google did this with its now famous 20% time, where Fridays were left open for employees to get creative on any project their heart desired. Gmail came out of 20% time. Heard of it? (I bet you use it every day.) What if your employees came up with something your company used every day just by giving them a little creative freedom?

2. Empower employees to create their own paths

Many of your employees are probably frustrated by a couple things:

First, their work lacks creativity.

Second, despite a desire to ‘move up’ in the organization to more influential and creative roles, there isn’t a clear path to do so.

Why not empower employees to create their own paths?

Maybe, there is a sweet spot where an employee can creatively help to solve a big problem for the company while also developing their skills. With the autonomy to tackle the problem head on, the employee might even show you she is capable of bigger roles in the near future.

3. Let veteran employees teach the less experienced

In Actionable Gamification, we learn how proper motivational design can bring new employees into a core activity loop during the Scaffolding phase which successfully develops them toward an Endgame with a company.

In Reinventing Organizations, Robert Laloux described the trend toward the empowerment of the individual, from centralized business structures to more decentralized ones. Simply by adjusting their internal workflow engines and productivity models, some companies are attracting top talent . The top talent often does best in decentralized structures because they are not constrained by outdated centralization or bureaucracy.

Veteran employees are key to your company’s success. They know how things go and they are loyal to the company.

You should design a culture that lets veterans teach less experienced people. Give them a chance to stand out for great work in front of their peers. Remember, their behaviors and routines matter more than their performance. So praise the behavior over the performance.

Retain more employees with workplace gamification

Every person has a personality. Learn your employees’ nuances. Some individuals want to stretch their creativity. Others want to maximize their task efficiency without a penalty for less hours worked. As an HR designer implementing gamification in your workplace, use a flexible motivational design approach. Accommodate and empower all employees (including the very best and very worst) and durable to sustain attacks from the black holes in your organization.

At the Octalysis Group, we help you balance your motivational design in a time in history when people are more important than ever. Don’t skimp on workplace gamification. Use scientifically backed behavior design instead.

A encouraging lifelong learning.

Contact Joris Beerda now:

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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