Tag Archives: Employee Engagement

Measuring Employee Satisfaction and Engagement

GUEST POST from Art Inteligencia

In today’s hyper-competitive and ever-evolving business landscape, what truly separates the thriving organizations from those merely surviving? It’s not just about technology or market share; it’s about the **people**. As a thought leader in human-centered change and innovation, I’ve seen firsthand that the heart of organizational resilience and future success lies in understanding, nurturing, and actively responding to the needs and aspirations of your workforce.

Gone are the days when a once-a-year, generic satisfaction survey was sufficient. Today, we need a continuous, multi-faceted approach that delves deeper than surface-level sentiment, uncovering the true drivers of engagement and identifying opportunities for meaningful change. Measuring employee satisfaction and engagement isn’t just a “nice to have” HR function; it’s a strategic imperative for fostering innovation and maintaining a competitive edge.

The Innovation-Engagement Nexus

Let’s be unequivocally clear: highly satisfied and deeply engaged employees are the bedrock of innovation. When individuals feel valued, heard, and genuinely connected to their work and the organization’s overarching purpose, they are far more likely to contribute groundbreaking ideas, take calculated risks, and collaborate effectively across teams. This intrinsic motivation fuels a virtuous cycle of creativity and problem-solving.

“Engaged employees don’t just do their jobs; they own their jobs. They are the proactive problem-solvers, the spontaneous innovators, and the most powerful advocates for your organization.”

Conversely, disengagement breeds stagnation, high turnover, and a palpable resistance to essential organizational change. Consider the hidden, yet substantial, cost of *dis*engagement: lost productivity, increased recruitment and training expenses, diminished morale, and a significant drag on an organization’s adaptive capacity. In stark contrast, organizations that cultivate high levels of satisfaction and engagement consistently experience superior financial performance, higher customer satisfaction, and a thriving culture of creativity that attracts and retains top talent.

Beyond the Annual Survey: A Holistic Listening Ecosystem

While traditional annual surveys still hold value as benchmarks and provide a broad overview, they are merely one piece of a much larger puzzle. To truly measure employee satisfaction and engagement effectively, we must embrace a holistic listening ecosystem that integrates various feedback mechanisms into the very fabric of the organization.

Key Strategies and Methods:

Pulse Surveys: Implement short, frequent surveys (weekly, bi-weekly, or monthly) focused on specific, timely aspects of the employee experience. These allow for real-time insights into sentiment shifts and can quickly identify emerging issues or celebrated successes. Think of them as vital signs, constantly monitored to ensure organizational health and agility.Example Questions for Pulse Surveys: “On a scale of 1-5, how supported do you feel by your manager this week?” or “I clearly understand how my work contributes to the company’s goals. (Agree/Disagree)”
One-on-One Conversations and Stay Interviews: Frontline managers are critical conduits for understanding nuanced employee sentiment. Regular, meaningful one-on-one meetings provide a safe, confidential space for open dialogue and individual problem-solving. Proactively conducting “stay interviews” with valuable employees (who are *not* looking to leave) can reveal precisely what keeps them engaged and satisfied, offering invaluable, proactive insights into long-term retention drivers.
Anonymous Feedback Channels: Establish diverse, easily accessible, and truly anonymous platforms such as digital suggestion boxes, dedicated online forums, or specialized HR tech tools. These channels empower employees to share honest feedback without fear of reprisal, which is particularly valuable for identifying sensitive issues, uncovering systemic problems, or fostering psychological safety that might otherwise go unaddressed.
Ethical Behavioral Analytics: While requiring careful implementation, robust ethical guidelines, and absolute transparency with employees, analyzing aggregated, anonymized data from digital workplace tool usage (e.g., collaboration platforms, communication patterns), and internal network interactions can provide macro-level insights into team dynamics, workload distribution, and potential friction points. This is about understanding collective patterns, not individual surveillance.
Performance Reviews (Reimagined as Growth Conversations): Move beyond traditional performance reviews as mere appraisal tools. Transform them into dynamic, future-focused development conversations where employees actively participate in setting meaningful goals, discussing career aspirations, identifying skill gaps, and providing upward feedback to their managers. This shifts the focus from evaluation to empowerment.
Internal Promotion and Retention Rates: These are powerful lagging indicators that speak volumes about your organizational health. A consistently high internal promotion rate signals robust opportunities for career growth and a strong commitment to investing in your existing talent, which are key drivers of long-term satisfaction and loyalty. Conversely, high turnover, especially among new hires or specific demographics, unequivocally indicates issues with onboarding, cultural fit, or the overall employee experience that demand immediate attention.

Case Studies in Action

To truly illustrate the power of a comprehensive, human-centered approach, let’s explore how two distinct organizations embraced innovative methods for measuring and proactively improving employee satisfaction and engagement:

Case Study 1: “InnovateCo” – From Annual Survey to Continuous Listening

InnovateCo, a rapidly growing tech startup renowned for its agile development, traditionally relied on a lengthy, cumbersome annual employee satisfaction survey. While it provided a data snapshot, the insights were often stale by the time comprehensive action plans could be developed and implemented. A persistent, unexplained high turnover rate in their engineering and product development departments indicated a deeper, underlying problem that the infrequent survey wasn’t capturing.

Intervention: InnovateCo collaborated with a human-centered design firm to implement a dynamic “Feedback Fusion Platform” and a “Continuous Listening Program.” They transitioned to weekly pulse surveys, strategically focused on specific, actionable themes like “My manager provides constructive feedback” or “I feel comfortable voicing new ideas.” Alongside this, anonymous digital suggestion boxes were introduced, powered by AI for sentiment analysis and thematic categorization. Crucially, managers were intensively trained on conducting effective “stay interviews” and how to proactively use the real-time pulse survey data to inform their one-on-one coaching and team discussions. This shifted the burden of feedback collection from a single annual event to an ongoing, integrated process.

Results: Within just six months, InnovateCo experienced a remarkable 15% improvement in overall employee engagement scores as measured by their agile pulse surveys. Turnover in previously problematic departments decreased by a significant 10%, directly attributable to proactive interventions. For instance, a recurring theme about “meeting overload” surfaced quickly through the anonymous feedback and pulse survey data. The company responded decisively by implementing “No-Meeting Wednesdays” and introducing clear guidelines for meeting efficacy, leading to a palpable boost in perceived productivity, reduced stress, and improved work-life balance. This direct link between continuous feedback and tangible, visible action fostered an unparalleled culture of trust and psychological safety, empowering employees to innovate more freely and enthusiastically.

Case Study 2: “Global Connect Solutions” – Beyond Numbers to Rich Narratives

Global Connect Solutions, a large, established multinational consulting firm, faced the complex challenge of a diverse, geographically dispersed workforce spanning multiple continents. While their global Employee Net Promoter Score (eNPS) remained relatively stable, qualitative feedback from exit interviews and sporadic town halls suggested a significant cultural disconnect between different regions and a worrying lack of understanding regarding nuanced local drivers of engagement.

Intervention: Global Connect recognized the limitations of purely quantitative data and augmented its existing metrics with a “Global Pulse & Narrative Engine.” This innovative initiative involved deploying small, culturally sensitive, anonymous virtual focus groups facilitated by third-party consultants in each major region. These sessions allowed for deeper, qualitative insights into highly specific pain points, local cultural dynamics, and regional successes. They also courageously launched an internal “Story Share” platform where employees could voluntarily submit short video testimonials or written accounts of their personal experiences, highlighting moments of pride, collaborative breakthroughs, and even overcoming challenges. While participation was voluntary, the raw authenticity and diversity of the shared stories resonated deeply across the organization, creating a powerful sense of empathy and shared experience.

Results: The Narrative Collection Initiative proved transformative, revealing stark, previously unknown differences in work-life balance expectations, recognition preferences, and communication styles across regions that the aggregate eNPS alone completely missed. For example, in one Asian market, employees unequivocally valued structured, transparent career progression paths above all else, whereas in a European market, radical flexibility and autonomy were paramount. This granular, qualitative understanding enabled Global Connect to profoundly tailor and localize their engagement strategies, moving decisively away from a rigid, one-size-fits-all global approach. The “Story Share” platform, surprisingly, evolved into a powerful internal marketing and community-building tool, fostering a powerful sense of shared identity and purpose that transcended geographical and cultural boundaries. This directly led to a measurable uptick in cross-regional project collaborations and a noticeable increase in highly qualified employee referrals, demonstrating the power of understanding the human story behind the data.

Taking Action: The Imperative of Response

Measuring employee satisfaction and engagement, no matter how sophisticated the methods, is only half the battle. The true, transformative value lies in **acting** on the insights gained. When employees consistently see their feedback translate into tangible improvements, it profoundly reinforces their belief in the process, strengthens their trust in leadership, and deepens their commitment to the organization. Conversely, collecting data without acting on it is worse than not collecting it at all – it erodes trust and breeds cynicism.

Key Principles for Action:

Transparency: Communicate survey results openly and honestly, both the positive findings and the areas needing improvement. Explain *why* certain actions are being taken (or not taken).
Accountability: Assign clear ownership for addressing identified issues to specific teams or individuals. Establish measurable goals and track progress, sharing updates regularly with the workforce.
Iteration & Agility: Treat employee engagement as an ongoing journey, not a finite destination. Continuously refine your measurement methods and action plans based on new insights, emerging trends, and evolving employee needs. Be prepared to adapt and iterate.
Empower Managers: Equip managers with the training, tools, and authority to address engagement issues within their own teams. They are often the most influential touchpoint for employee experience.

The Future is Human-Centered

By embracing a truly human-centered, data-driven, and relentlessly action-oriented approach to measuring employee satisfaction and engagement, organizations can unlock the full, untapped potential of their workforce. This strategic focus is not just about making employees “happy” in a superficial sense; it’s about building a robust, adaptive, and inherently innovative culture that is future-proofed against disruption. It’s about creating an environment where every individual feels empowered to contribute their best, drive meaningful change, and ultimately, help shape a more successful tomorrow.

Invest in understanding your people, and they will invest their ingenuity and passion back into your organization. This is the cornerstone of sustainable growth and enduring innovation.

Extra Extra: Futurology is not fortune telling. Futurists use a scientific approach to create their deliverables, but a methodology and tools like those in FutureHacking™ can empower anyone to engage in futurology themselves.

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Gamification Techniques to Increase Engagement

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Gamification Techniques to Increase Engagement

GUEST POST from Art Inteligencia

In a world increasingly driven by digital interaction, keeping people engaged is a pressing challenge. Gamification—a strategic attempt to enhance engagement through game-like elements—offers a compelling solution. As organizations seek innovative ways to captivate audiences, understanding and applying gamification can transform the user experience, whether in the field of education, marketing, or workplace productivity.

Understanding Gamification

Gamification applies game-design elements and game principles in non-game contexts. By leveraging users’ innate desires for competition, achievement, and self-expression, gamification can make mundane tasks more engaging and enjoyable. Techniques include point scoring, leaderboards, badges, and narrative elements, all woven into non-game environments to boost interaction and satisfaction.

Implementing Gamification: Key Techniques

There are several key techniques that can enhance engagement through gamification:

Point Systems: Assigning points for completed tasks can motivate users to progress through content.
Leaderboards: Creating competitive scenarios encourages participants to achieve more to surpass their peers.
Badges and Rewards: Recognizing achievements with badges or tangible rewards provides goals and fosters a sense of accomplishment.
Missions and Levels: Structuring participation in levels or missions can create a journey-like experience, promoting continuous engagement.

Case Study 1: Duolingo

Background

Duolingo is a well-known language-learning platform that uses gamification to encourage learners. The platform’s design incorporates point scoring, skill trees, and streak counts, making the learning process engaging and addictive.

Outcomes

By transforming language education into a game, Duolingo has successfully maintained a sizable active user base. Users are motivated to practice daily to maintain streaks and earn learning milestones, resulting in a high level of sustained engagement.

Case Study 2: Starbucks Rewards

Background

The Starbucks Rewards program incorporates gamification strategies to incentivize purchases. Customers earn stars for each transaction, which can be redeemed for free items, encouraging more frequent visits.

Outcomes

This program has increased customer loyalty significantly. The element of earning and redeeming stars provides a satisfying cycle of achievement and reward, leading to increased customer retention and spending.

Concluding Thoughts

As these case studies illustrate, gamification can significantly enhance user engagement across various sectors. By tapping into basic human inclinations for achievement, recognition, and progress, organizations can transform engagement metrics and foster more meaningful interactions. Whether you’re looking to boost participation in educational programs or increase customer loyalty, gamification offers powerful tools to revolutionize the user experience.

Expanding Gamification: Beyond the Basics

While the fundamental techniques of gamification are powerful, digging deeper into psychological triggers can amplify results. Incorporating user feedback loops and adaptive challenges tailored to individual user profiles can refine the experience further. Moreover, meaningful storytelling can turn routine activities into epic missions, transforming perception and enhancing user commitment.

Integrating User Feedback

Given that gamification is rooted in user engagement, integrating continuous feedback loops allows for systems that adapt and evolve with user preferences, making the gamified experience feel fresh and personal.

Adaptive Challenges and Personalization

Creating personalized experiences by adapting challenges to match the skill level and interests of each user can keep participants in an optimal zone of engagement, where tasks are neither too easy nor too hard.

By staying informed about the latest trends in gamification and continuously refining strategies, organizations can leverage these techniques to not just engage, but truly inspire their audiences.

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Harnessing Employee Voices for Innovation

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Harnessing Employee Voices for Innovation

GUEST POST from Art Inteligencia

In today’s rapidly changing world, the quest for innovation is not just confined to the confines of the executive suite. Organizations that aim for sustainable innovation must engage everyone in the process, tapping into the diverse perspectives and insights that only a workforce-wide effort can bring. By harnessing the voices of employees, companies can unlock creative solutions, drive engagement, and stay competitive. This article explores the strategies to effectively capture those voices and illustrates through case studies how real-world companies have successfully implemented these practices.

Why Employee Voices Matter

Employees are the backbone of any organization. They interact with processes, systems, and customers daily and thus have a unique vantage point. By involving them in the innovation process, companies not only gather a wealth of ideas but also create a culture of inclusivity and engagement. Employees are more likely to be committed to a company’s goals when they feel heard and valued.

Building the Right Channels

To effectively harness employee voices, organizations need to establish the right channels for communication. This involves setting up systems where employees can submit ideas, engage in collaborative problem-solving, and receive feedback. Implementing digital platforms for ideation and regular innovation workshops can be powerful tools in achieving this.

Case Study: 3M’s Innovation Culture

Company: 3M

3M has long been recognized for its culture of innovation. One of the key elements of its success is the ‘15% rule,’ allowing employees to use 15% of their working time to pursue projects of their choice.

Case in point, the development of the Post-it Note, a now indispensable product, originated from this policy. Art Fry, a 3M scientist, used his 15% time to collaborate with Spencer Silver, another employee who had developed a low-tack adhesive. This collaborative environment enabled them to create a product that might have otherwise been dismissed in a traditional top-down setting.

By trusting their employees to explore and innovate, 3M consistently ranks as one of the top innovative companies globally.

Nurturing a Feedback-Friendly Culture

Creating a culture where feedback is welcomed and acted upon is crucial. It’s about making employees feel comfortable to speak up, knowing their input will be considered seriously. Feedback loops and recognition programs can reinforce this culture, ensuring that employees understand the impact of their contributions.

Case Study: Google’s Idea Management System

Company: Google

Google’s idea management system, known as the ‘Google Ideas System’ (GIS), allows employees to submit ideas directly to an open platform where they can be discussed, refined, and potentially developed.

The creation of Gmail is a prime example of this system in action. It started as an idea within Google’s internal incubator and was refined through employee input. The development of the product was shaped dramatically by the ongoing feedback and collaborative effort, epitomizing Google’s commitment to employee-driven innovation.

Through GIS, Google captures a plethora of ideas that continue to drive its innovation pipeline.

Implementing Training and Development

For employee innovation to thrive, organizations must invest in training and development that fosters creative thinking and problem-solving skills. Workshops, brainstorm sessions, and mentorship programs can provide employees with the tools they need to contribute effectively to the innovation process.

Conclusion

The path to innovation lies not just in groundbreaking technology or strategic acquisitions but in the collective intelligence of an engaged workforce. By harnessing employee voices, organizations unlock new possibilities and create a culture that values each contribution, driving both innovation and engagement forward.

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The Link Between Engagement and Productivity

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The Link Between Engagement and Productivity

GUEST POST from Chateau G Pato

In today’s fast-paced business environment, understanding the fundamental relationship between employee engagement and organizational productivity is paramount. As human-centered change and innovation thought leaders, we recognize that tackling productivity challenges isn’t about squeezing more output from workers but rather about unlocking their intrinsic motivations. This article explores the linkage between engagement and productivity, supplemented by two enlightening case studies.

The Engagement-Productivity Nexus

Employee engagement refers to the emotional commitment employees have towards their organization and its goals. Engaged employees tend to expend discretionary effort, driving innovation and propelling productivity. Conversely, disengaged employees may only fulfill the minimum requirements, stymie innovation, and harbor dissatisfaction.

The nexus between engagement and productivity is complex but demonstrably significant. Engaged employees are more likely to be aligned with company objectives, leading to enhanced collaborative efforts, reduced turnover, and increased profitability.

Case Study 1: Tech Innovators Inc.

Company Overview

Tech Innovators Inc., a global leader in software development, faced a major challenge two years ago when productivity metrics began declining across several departments. Employee engagement surveys indicated waning interest and rising burnout levels.

Intervention Strategy

The company’s leadership rolled out an initiative called “Engage for Change,” aimed at enhancing employee engagement through inclusive leadership practices. Key actions included:

Implementing a “Flexible Work Hours” policy to promote work-life balance.
Facilitating monthly “Innovation Days,” allowing teams to focus on passion projects outside their usual scope.
Establishing a transparent feedback channel with bi-weekly one-on-one sessions.

Results

Within six months, employee engagement scores rose by 35%, with productivity metrics following suit with a 20% increase. Employees reported feeling more valued and empowered, fostering a culture of innovation and dedication.

“The shift was palpable; when people feel heard and valued, they perform at their best,” noted the HR Director, Lisa Chen.

Case Study 2: GreenFuture Industries

Company Overview

GreenFuture Industries, a company committed to sustainable solutions, struggled with high turnover rates and lackluster performance. Internal assessments pointed to a lack of meaningful connection between employees’ roles and the company’s mission.

Intervention Strategy

To rejuvenate their workforce, GreenFuture introduced the “Mission Engagement Program.” Steps included:

Embedding sustainability goals in personal KPIs for all employees.
Hosting quarterly “Vision and Values” workshops to reiterate the organization’s objectives and how every role contributes.
Launching a mentorship program linking new hires with seasoned sustainability advocates within the company.

Results

The initiative resulted in a 40% decline in turnover and a 25% increase in productivity. Employees developed a renewed sense of purpose, aligning personal values with corporate goals.

“Our work started to feel like a personal mission, not just a job,” shared Senior Ecologist, Marcus Lee.

Conclusion

The evidence from these case studies underscores a compelling truth: engagement is the catalyst for productivity. Organizations that foster environments where employees feel valued, connected, and empowered are the ones that thrive. By understanding and deliberately enhancing the engagement-productivity link, companies can drive meaningful organizational change and innovate more effectively.

Leaders who prioritize engagement reap benefits far beyond productivity. They cultivate resilient cultures that adapt to change, promote creative problem-solving, and build lasting success. As we navigate the complexities of modern business, let us remain steadfast in our commitment to human-centric strategies that bridge the gap between engagement and productivity.

Extra Extra: Because innovation is all about change, Braden Kelley’s human-centered change methodology and tools are the best way to plan and execute the changes necessary to support your innovation and transformation efforts — all while literally getting everyone all on the same page for change. Find out more about the methodology and tools, including the book Charting Change by following the link. Be sure and download the TEN FREE TOOLS while you’re here.

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Strategies for Boosting Employee Engagement

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Strategies for Boosting Employee Engagement

GUEST POST from Art Inteligencia

In today’s rapidly evolving business landscape, employee engagement is more critical than ever. Engaged employees are not just happier, but they are also more productive, more innovative, and more loyal. Yet, fostering genuine engagement is a challenge that requires deliberate strategies and effort.

Understanding Employee Engagement

Employee engagement is not merely about job satisfaction. It’s about creating an emotional commitment to the organization and its goals. Engaged employees understand their role in the bigger picture, feel valued, and are inspired to contribute to organizational success.

Key Strategies for Boosting Engagement

Below are actionable strategies designed to bolster employee engagement within organizations:

Foster Open Communication: Encourage a culture of transparency where employees feel safe to express ideas and concerns. Regularly update teams on company goals and achievements.
Offer Professional Growth Opportunities: Invest in training, mentorship, and development programs. A clear path for advancement engages employees and reduces turnover.
Recognize and Reward Contributions: Create a recognition program to celebrate achievements and show appreciation. Tailor rewards to individual preferences wherever possible.
Cultivate a Positive Work Environment: Ensure a healthy work-life balance, create comfortable workspaces, and promote a supportive and inclusive culture.
Empower Employees: Encourage autonomy and resourcefulness by giving employees ownership of their projects and trusting their judgement.

Case Study 1: Tech Innovators Inc.

At Tech Innovators Inc., a software development company, employee engagement was at an all-time low. High turnover and plummeting morale prompted leadership to take action.

Strategy Implementation:

Open Communication: Introduced bi-weekly town hall meetings and an anonymous digital suggestion box.
Growth Opportunities: Launched a comprehensive skills-building program and clear career progression plans.

Results: Within six months, the company saw a 30% increase in employee satisfaction scores and a significant reduction in turnover. Employees felt heard and valued, driving a surge in innovative project proposals.

Case Study 2: Green Horizon Solutions

Green Horizon Solutions, an environmental consulting firm, struggled with engagement as employees felt their efforts went unnoticed.

Strategy Implementation:

Recognition and Rewards: Developed a ‘Horizon Heroes’ monthly recognition program, where peer-nominated employees receive awards.
Positive Work Environment: Improved workspaces with ergonomic furniture and introduced wellness sessions, including yoga and mindfulness practices.

Results: The firm achieved an impressive 40% improvement in employee engagement metrics. The newfound positive atmosphere led to increased collaboration and creative solutions, driving business success.

Conclusion

Boosting employee engagement is a multifaceted endeavor that requires commitment from leadership and strategic action. By implementing the aforementioned strategies and adapting them to your organization’s unique culture, you can initiate transformative change that benefits both employees and the organization at large. Remember, engagement is an ongoing journey, and maintaining it demands continuous and conscious effort.

With these strategies, businesses can cultivate an engaged, motivated workforce, ultimately fostering a thriving organizational environment.

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5 Ways to Encourage Employee Engagement

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5 Ways to Encourage Employee Engagement

GUEST POST from Douglas Ferguson

How do we become disengaged? What triggers disengagement in employees? When employees are engaged they embody the vision, values, and purpose of the company. The ultimate goal is to have a team of passionate contributors who are driven toward innovation and are positive and innovative problem solvers. As Leaders, we need to understand what causes our team to be disengaged if we want to shift them towards innovation.

Problems

When considering the signs of disengagement, often the first thing that comes to mind is laziness, apathy, and dissidence. These are merely symptoms, and as leaders, we need to dig deeper to discover what is happening at the core of our company and organizational culture that is causing these symptoms to surface.

To fully understand disengagement we first need to realize there are 3 employee classifications, according to Gallup; engaged, not engaged, and actively disengaged. Less than 31% of U.S workers were engaged in their jobs in 2014 and while it is easy to see the signs of an employee who is not engaged, actively disengaged employees tend to blend in as they are choosing this path, and just want to blend in.

There are a few telltale signs to look out for:

No initiative in employee performance
Unhealthy Activities
Silence can indicate a problem in the workplace
Lack of learning and lack of motivation
Wasted weekends

When we begin to look at our company culture and organizational culture we can start defining what the cause of this dissidence is. Systemic cultural issues can be due to:

Lack of challenge in the workplace
Lack of recognition
Lack of communication
Lack of trust
Siloed teamwork
Missing transparency

Employee Burnout

Disengaged employees sometimes need a spark. They are almost never bad employees, check out these 5 tips to reengage the disengaged.

1. How Might We

Addressing a lack of challenge in the workplace can seem like a difficult task, but one easy shift a leader can make lies in reframing. The first step in this type of reframing is identifying themes and insights for your company. This sheds light on problem areas for clients and employees alike. Reframing the insights to include ‘How might we’ creates an opportunity for would-be innovators to freely share ideas openly because it is framed as a possibility rather than a perfected final product. Reframing to these 3 words suggests that a solution is possible and it opens the door for a variety of creative ideation and problem-solving. When we pose a question to the team in the form of ‘How Might We’ we are encouraging them rather than inhibiting them. This combats disengagement by inviting each member of the team to voice their ideas in determining the solution. Every idea is valuable, and when you create a psychologically safe environment for all voices to be heard, your team will be fully unleashed.

2. Embrace Flexibility

The future of work is shifting, and with it many organizations are realizing that the traditional way we worked in the past, 9-5 in the office, may not necessarily be the best for unlocking teams’ full potential. The Bureau of Labor Statistics estimates that 50 million jobs are work-at-home capable. This means offering employees options for in-office, remote, or hybrid schedules is not only feasible, but it could increase positive productivity, and decrease the percentage of disengaged employees.

3. Employee Experience

Understanding the expectations and needs of your employees is vital to a company’s team health. When we work to recognize employees on a deeper level we can begin to change the culture to one that is thriving with ideas. Transparency and psychological safety will elevate your team and pave the way for healthy interactions that are sure to combat disengaged employees. A critical organization system we utilize is our Employee User Manual. This document is intended to open up conversations company-wide, to ensure every employee has the ability to share preferences, growth plans, and core values. By leading teams with an exercise such as this, you are building a foundation of psychological safety, transparency, and trust.

United Employees

4. Compassion and Empathy

As leaders, there has never been a better time to build meaningful relationships with employees and communities alike. Nurturing these relationships is key to keeping disengaged employees happy, productive, and satisfied with their work.

Happy Employees

“High-performing leaders of today are different. They’re empathetic, they think about people and society, and they really listen. There will always be financially-driven executives, but they’re getting pummeled and won’t be effective today,”

leading industry analyst, Josh Bersin.

Empathy, ethics, and values lining up between leaders and teams has the potential to increase retention, cultivate ideas, and deliver a healthy work environment.

5. Motivation and Talent

Disengaged employees may simply be lacking the recognition to develop their talents. It is reported that 69% of employers say they are struggling to find the talent that they need, but with a shift in organizational culture, that talent may be present and in need of a little nurturing to fully blossom. As Terry Lee outlines, there is great potential inside everyone. It’s up to great leaders to bring it out in four nurturing ways:

Training

Leaders should connect with their teams as they help them better understand their importance and the value they bring to the organization.

Employee Engagement

Connection

Leaders should connect with their teams as they help them better understand their importance and the value they bring to the organization. Every leader should understand their company’s mission and articulate that message to staff consistently and authentically.

Challenges

When team members complete meaningful tasks, they may receive an intrinsic reward. One way to amplify this reward is by talking to teams to determine what they think are the most important parts of their job. Then leaders can help them structure their day around tasks that give them a feeling of purpose.

Coaching

Team members need coaches to meet them where they’re at. They help staff identify what options they may have to reach goals and then set the appropriate challenges that lead them to success.

Shifting Work Culture to Engage the Disengaged

At Voltage Control we believe that every team member has potential that is waiting to be released. We believe that change is necessary to remain relevant in the world of work, and through interventions and training, we can help leaders and teams unlock and unleash that potential.

Article originally appeared on VoltageControl.com

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Bring Newness to Corporate Learning with Gamification

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Bring Newness to Corporate Learning with Gamification

GUEST POST from Janet Sernack

I was first introduced to gamification upon meeting Mario Herger, in 2012, when he was a Senior Innovation Strategist at SAP Labs LLC, in Israel, as a participant in his two-day gamification workshop for Checkpoint Security Software. It was an exciting and exhilarating journey into the playful and innovative world of gamification pioneers such as Farmville, Angry Birds, and BetterWorks. Creatively exploiting the convergence of trends catalyzed by the expansion of the internet, and by the fast pace of exponential technology development making gamification accessible to everyone.

Propelled further by people’s increasing desire to socialize and share ideas and knowledge across the globe. Coupled with their desire to learn and connect in a high-tech world, to be met in ways that also satisfied their aspirational, motivational, and recreational needs, as well as being playful and fun.

The whole notion of making gamification accessible to corporate learning simmered in my mind, for the next ten years, and this is what I have since discovered.

Evolution of the gamification market

In 2012 Gartner predicted that – Gamification combined with other technologies and trends, gamification would cause major discontinuities in innovation, employee performance management, education, personal development, and customer engagement. Further claiming that by 2014, 80% of organizations will have gamified at least one area of their business.

It seems their prediction did not eventuate.

In their Gamification 2020 report, Gartner then predicted that gamification, combined with other emerging trends and technologies, will have a significant impact on:

Innovation
The design of employee performance
The globalization of higher education
The emergence of customer engagement platforms
Gamification of personal development.

It seems this prediction is now an idea whose time has come!

According to Mordor Intelligence – The global gamification market was valued at USD 10.19 million in 2020 and is expected to reach USD 38.42 million by 2026 and grow at a CAGR of 25.10% over the forecast period (2021 – 2026). The exponential growth in the number of smartphones and mobile devices has directly created a vast base for the gamification market.

This growth is also supported by the increasing recognition of making gamification accessible as a methodology to redesign human behavior, in order to induce innovation, productivity, or engagement.

Purpose of gamification

The initial purpose of gamification was to add game mechanics into non-game environments, such as a website, online communities, learning management systems, or business intranets to increase engagement and participation.

The initial goal of gamification was to engage with consumers, employees, and partners to inspire collaboration, sharing, and interaction.

Gamification and corporate learning

The last two years of the coronavirus pandemic caused many industries to deal with their audiences remotely and combined with an urgent need for having the right technologies and tools to:

Reach out to, and connect with, both their employees and customers, in new ways

Acknowledging the range of constraints and restrictions occurring globally we have an opportunity to couple these with the challenges, disconnectedness, isolation, and limitations of our remote and hybrid workplaces.

While many of us are seeking more freedom, fun, play, and adventure, yet, we are still mostly bound to our laptops, TVs, and kitchens, and locked up within the boundaries of our homes, local neighborhoods, and hometowns.

Expanding knowledge, mindsets, behaviors, and skills

At the same time, this period has also created incredible opportunities for expanding our knowledge, and developing new mindsets, behaviors, and skills!

In different ways to help teams and organizations adapt, innovate, and grow through gamification, which increases our adaptability to flow and flourish and drive transformation, within a constantly, exponentially changing, and disruptive workplace.

Benefits of a gamified approach

Companies that have focused on making gamification accessible within their learning programs are reaping the rewards, as recent studies revealed:

The use of mobile applications gamified individually or as a complement to an LMS or e-learning platform has been shown to improve employee productivity by 50% and commitment by 60%.
That 97% of employees over the age of 45 believe that gamification would help improve work.
That 85% of employees are willing to spend more time on training programs with gamified dynamics.

Gamification is finally at an inflection point

The shift from face-to-face and live events to online created an opening for improving the quality of coaching, learning, and training experiences in ways that align with the client’s or organization needs and strategic business goals.

Keeping people and teams connected, engaged, and motivated in the virtual and hybrid workplace for extended periods of time is a key factor in business success.

Atrivity is a platform that empowers employees and channels to learn, develop, and perform better through games have identified eight trends influencing the growth and adoption of gamification including:

Gamification for Digital Events are here to stay, people are time and resource-poor, and will more likely attend a digital event rather than invest time and resources in travelling.
Gamification for Millennials and gen-Z is their new normal, being a generation who have grown up with, and become habitually attuned to Facebook and Instagram.
The start of Virtual Reality and Augmented Reality is speeding up and offers new creative approaches.
Remote onboarding becomes standard as we all adapt to a globalized and diversified work environment.
Gamification helps to reduce hospital strains with emerging telehealth innovations.
Customization of, and access to contents allows us to visit museums, galleries, libraries virtually
Knowledge evaluation metrics have become common proactive through the use of app-based dashboards and scorecards that provide gamified reward and recognition processes
Gamification is an Enterprise “must-have” tactic to attract and retain talent.

Corporate learning is also finally at an inflection point

Innovative new organizations like Roundtable Learning focus on co-creating one-of-a-kind training programs that utilize innovative technologies, reflect the client’s brand, and show measurable business results by enhancing traditional corporate learning practices and embracing more interactive, engaging programs.

This is what ImagineNation™ is collaborating with Binnakle Serious Games to bring newness, creativity and play, experimentation, and learning in gamified ways to enable people and teams to innovate, by making gamification accessible to everyone!

We have integrated technology and co-created a range of blended learning solutions:

Digital and gamified learning experiences for groups and teams.
Playful and experiential learning activities that deliver deep learning outcomes.
Co-creation of customized or bespoke blended learning programs that deliver what they promise.

Making corporate learning accessible, affordable, and scalable

Our aim is to make corporate learning agile, by making gamification accessible, and scalable to everybody, across all time zones, modalities, geographies, and technologies.

Where people have time and space to unlearn, relearn, reskill and upskill by engaging in and interacting with both technology and people:

Understand and learn new innovative processes, concepts, principles, and techniques and feel that their new skills are valued.
Retreat, reflect and explore, discover and navigate new ways of being, thinking, and acting individually and collectively.
Question, challenge the status quo and experiment with new ideas, explore effective collaborative analytical, imaginative, aligned problem-solving and decision-making strategies.
Safely fail without punishment, make and learn from mistakes, to iterate and pivot creative ideas and innovative solutions that really matter.

To meet our client’s short- and long-term learning needs in terms of innovation focus or topic depth and breadth. Through enhancing teaming, teamwork, and collaboration, by offering products and tools that make gamification accessible to suit all peoples learning styles, time constraints, diverse technologies, and cost needs.

Who was I to know that it would take another ten years for making gamification accessible enough to reach a tipping point!

An opportunity to learn more

Find out about our learning products and tools, including The Coach for Innovators Certified Program, a collaborative, intimate, and deep personalized innovation coaching and learning program, supported by a global group of peers over 9-weeks, starting Tuesday, May 4, 2022.

It is a blended and transformational change and learning program that will give you a deep understanding of the language, principles, and applications of an ecosystem focus, human-centric approach, and emergent structure (Theory U) to innovation, and upskill people and teams and develop their future fitness, within your unique context.

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AI and Employee Engagement

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Improving Productivity and Job Satisfaction

AI and Employee Engagement: Improving Productivity and Job Satisfaction

GUEST POST from Art Inteligencia

In today’s fast-paced work environment, employee engagement plays a crucial role in driving productivity and job satisfaction. With the rapid advancements in artificial intelligence (AI) technology, organizations have a unique opportunity to leverage AI tools to enhance employee engagement and create a more productive and fulfilling workplace.

Case Study 1: Chatbots as Virtual Mentors

One innovative way organizations are using AI to improve employee engagement is through the use of virtual chatbots as mentors. These chatbots are programmed to provide guidance, support, and feedback to employees in real time, helping them navigate challenges and develop their skills.

For example, a large tech company implemented a virtual mentor chatbot for its customer service team. The chatbot was programmed to provide on-the-job training, answer questions, and offer personalized feedback based on the employee’s performance. As a result, employees felt more supported and engaged in their roles, leading to an increase in productivity and job satisfaction.

Case Study 2: AI-Driven Performance Management

Another way AI is transforming employee engagement is through AI-driven performance management systems. These systems use algorithms and data analytics to provide real-time insights into employee performance, leading to more personalized feedback and development opportunities.

A leading financial services firm implemented an AI-driven performance management system that analyzed employee data, such as productivity metrics and feedback, to identify areas for improvement and growth. The system then provided targeted feedback and recommendations to help employees enhance their skills and performance.

As a result, employees felt more engaged and empowered to take ownership of their development, leading to higher levels of job satisfaction and productivity across the organization.

Conclusion

AI has the potential to revolutionize employee engagement by providing personalized support, feedback, and development opportunities. By leveraging AI tools like virtual mentors and performance management systems, organizations can create a more engaging and fulfilling workplace that drives productivity and job satisfaction. It is essential for organizations to embrace AI as a tool to enhance employee engagement and create a more productive and successful work environment.

Bottom line: Futurology is not fortune telling. Futurists use a scientific approach to create their deliverables, but a methodology and tools like those in FutureHacking™ can empower anyone to engage in futurology themselves.

Image credit: Pixabay

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Gamification in the Workplace

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Using Game Elements to Boost Engagement and Creativity

Gamification in the Workplace: Using Game Elements to Boost Engagement and Creativity

GUEST POST from Chateau G Pato

In today’s fast-paced and competitive business environment, companies are constantly looking for innovative ways to engage and motivate their employees. One method that has gained popularity in recent years is gamification – the use of game elements and principles in non-game contexts to drive desired behaviors. By incorporating elements such as points, badges, leaderboards, and rewards into everyday tasks and processes, organizations can increase employee engagement, productivity, and creativity.

Case Study 1: Salesforce

One company that has successfully implemented gamification in the workplace is Salesforce. The global customer relationship management software company uses a gamified platform called “Trailhead” to train and motivate its employees. Trailhead allows employees to earn points, badges, and rewards for completing training modules and challenges, creating a sense of accomplishment and friendly competition among teams. As a result, employees are more invested in their learning and development, leading to increased productivity and retention.

Case Study 2: Microsoft

Another example of gamification in the workplace is Microsoft’s “The Ribbon Hero” game. Designed to help employees improve their skills in using Microsoft Office applications, the game challenges players to complete tasks and challenges within the programs, earning points and moving up levels as they progress. By making learning fun and interactive, Microsoft has seen a significant increase in employee engagement and proficiency with their software tools.

Conclusion

Incorporating gamification into the workplace can have numerous benefits for organizations, including increased employee engagement, motivation, and creativity. By tapping into employees’ natural desire for competition, recognition, and achievement, companies can create a more dynamic and fulfilling work environment. As technology continues to advance and the workforce becomes increasingly diverse and digital, gamification will play an essential role in driving innovation and success in the modern workplace.

SPECIAL BONUS: The very best change planners use a visual, collaborative approach to create their deliverables. A methodology and tools like those in Change Planning Toolkit™ can empower anyone to become great change planners themselves.

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Innovative Ways to Engage Employees in the Innovation Process

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Innovative Ways to Engage Employees in the Innovation Process

GUEST POST from Chateau G Pato

Welcome to the age of innovation! In this ever-evolving business landscape, the role of employees has become more significant than ever before. Today, companies are recognizing the necessity of inclusive innovation efforts, wherein every employee feels empowered and motivated to contribute to the innovation process. Below, I share two compelling case studies that highlight successful strategies to engage employees in the innovation journey.

Case Study 1: Google’s ‘20% Time’ Policy

Google has long been celebrated as a hotbed for innovation, and one of the company’s most successful strategies to fuel creativity is its ‘20% Time’ policy. This initiative allows employees to dedicate 20% of their work hours to projects that interest them, even if these projects fall outside their regular job responsibilities.

Key Elements of the ‘20% Time’ Policy:

Autonomy: Employees have the freedom to explore ideas that they are passionate about. This autonomy leads to increased motivation and creative thinking.
Resource Allocation: The company provides necessary resources and support to help employees turn their ideas into reality.
Recognition: Successful projects born out of the ‘20% Time’ are acknowledged and celebrated, fostering a culture of appreciation and motivation.

The impact of the ‘20% Time’ policy has been monumental. Iconic products like Gmail, Google News, and AdSense emerged from this initiative, demonstrating the power of giving employees room to innovate.

Case Study 2: 3M’s ‘15% Rule’

3M, a company renowned for its innovation, has adopted a similar approach to employee engagement with its ‘15% Rule.’ This rule allows employees to devote 15% of their working time to developing new ideas and projects.

Key Elements of the ‘15% Rule’:

Faith in Employees: By investing faith in their employees’ abilities, 3M encourages a culture of trust and confidence.
Collaboration: Employees are encouraged to form cross-functional teams to bring diversified perspectives to their projects.
Intrapreneurship: The rule fosters an intrapreneurial environment where employees feel like owners of their projects, driving them to achieve innovative solutions.

One of the most notable outcomes of the ‘15% Rule’ is the invention of the Post-it Note. This iconic product revolutionized communication and organization, and it emerged from an employee’s effort within the ‘15% Rule.’ This success story emphasizes the importance of giving employees the latitude to explore their ideas.

Key Takeaways for Effective Employee Engagement in Innovation

Drawing inspiration from these case studies, we can identify some key strategies to successfully engage employees in the innovation process:

Provide Autonomy and Freedom: Create an environment where employees have the freedom to explore their ideas without the constraints of their regular job responsibilities.
Allocate Resources and Support: Ensure that employees have access to the resources, tools, and support necessary to execute their ideas.
Foster a Culture of Recognition: Celebrate and reward innovative ideas and projects, and make recognition a vital part of the culture.
Encourage Collaboration: Promote cross-functional teamwork to bring diverse perspectives and expertise to the innovation process.
Build Trust and Confidence: Show faith in employees’ abilities and create an environment where they feel confident and motivated to innovate.

By adopting these strategies, organizations can not only drive innovation but also cultivate a workforce that feels valued and empowered. As we’ve seen with companies like Google and 3M, the results can be truly transformative.

In conclusion, engaging employees in the innovation process is no longer an option but a necessity. By creating a culture that fosters creativity, autonomy, and support, organizations can unlock the full potential of their workforce and drive groundbreaking innovations.

Let’s embark on this journey of inclusive innovation, where every employee is a co-pilot steering the company toward a radiant future of endless possibilities.

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