Embed Size (px)
DESCRIPTION
No company wants to lose a valuable and essential employee, especially one that possesses strong client relationships. Many companies are finding that sustaining morale and loyalty among employees has become a real issue within their own walls and in industries across the board. These business issues are not immune to employees who are the key to driving innovation, productivity, resulting revenue and market growth. So how do companies combat this trend and continue to raise the level of morale and loyalty among their employees? Gamification. In this speaking session, attendees will learn potential advantages of keeping employees engaged through gamification, while understanding why traditional engagement models don’t apply to the workplace anymore. Additionally, those in attendance will learn how to develop and implement a gamification strategy that taps into their organization, getting the best out of what their employees have to offer.
Citation preview
GSummit San Francisco April 2013
Retaining the Best Employees & Driving Leadership with Gamification
WHY IS EMPLOYEE ENGAGEMENT IMPORTANT?
3
Gallup Poll
Human Perspective
The PEOPLE
What are they thinking when they are NOT ENGAGED?
WORK
Lack of Excitement
Lack of
Enthusiasm
Decrease in
ProducBvity
72% of U.S. workforce &
69% of global workforce is disengaged;
their job is “just a paycheck
18% of employees are
“actively hostile”
The full potential of the
engagement becomes lost for the outsourcer as well as the client
4
Why should Management care?
Ownership Produc0vity Innova0on
• Dedication
• Commitment to success
• Continuous improvement in quality, efficiency
• Attrition costs:
§ Departure
§ Vacancy
§ Staffing
§ Training
§ Mining Knowledge
• New ideas
• Creativity
5
What’s missing in the traditional model? Positive Motivators
ACHIEV
EMEN
TS • Set Targets/
Goals
• Break projects & tasks into easily recognizable stages leading toward ul0mate objec0ve
• Punctuate with small but marked achievements
RECO
GNITION • Feedback
fundamental to mo0va0on
• Construc0ve but posi0ve
• Iden0fy future expecta0ons; give employees something to aim/strive for
• Achieve through a structured review system (but keep in mind the best 0me to give feedback is when event occurs)
CHAL
LENGE • Work should be
interes0ng (to engage employee’s aTen0on)
• Work should be s0mula0ng (to maintain interest and provide sense of personal achievement)
• Allow for par0cipa0on in new projects and work-‐related events
ADVA
NCE
MEN
T • Short Term: Increased responsibility; Acquisi0on of new skills; Broader experiences
• Long Term: Promo0ons Salary raises
• Design project plans that allow for employees to feel as if they are moving in right direc0on
DEFINED
RESPO
NSIBILITY
• Empowerment & Control • Most posi0ve
and las0ng mo0vators
• Provides a level of advancement that will give rise to employee’s sense of achievement
• Assign to those who are ready (showing confidence & capability) to avoid failure
Based on Frederick Herzberg’s Long-Term Approach for Sustainable Enthusiasm and Commitment
A NEW APPROACH TO EMPLOYEE ENGAGEMENT
7
10 Areas of Focus – GAMIFY IT!
Management
Respect for Employees Fairness / Compensation Communication
Work / Life Balance
Professional Development
Teamwork
Corporate Relations
Performance Feedback
Overall Level of Job Satisfaction
LEVEL ONE
LEVEL THREE
LEVEL TWO
8
A leadership development game enhancing leadership skills across different levels and roles within the organizaBon Addresses various aspects of leadership: Team-‐building, problem solving, communicaBng, planning, goal-‐seKng and managing change
The Mission map guides the employees through mulBple challenges
Each challenge is a leadership subject to learn about and advance an employee’s career
‘Avatar-‐based’ – can be tailored for different personality types Ability to collaborate with peers
Helps managers idenBfy future leaders
“A first in the industry” accessible to all companies on the Ignite GamificaBon cloud-‐based plaUorm
Gamification Example: Leadership Development
=
9
EducaBonal, collaboraBve and moBvaBonal mobile game to facilitate training of large and scaVered sales force. Learning content is highly accessible, transformed into secret files, sales people can track their progress, earn rewards
NTT DATA Gamification Example: Sales Training
The Dashboard presents the News with recent acBviBes, Rewards and Leaderboards.
The Sales Missions secBon allows user to enter New Deal informaBon, track progress and close deals to get points and access rewards.
The Secret Intel secBon makes the employee access “secret files” about new products, pass test to get even more points to improve posiBon in leaderboard and get more rewards!
QuesBons screen Progress screen
=
10
Internal Quality
Employee SaBsfacBon
Employee Loyalty
Increased ProducBvity
Value/Quality
Client SaBsfacBon
Client Loyalty
Profitability & Growth
Return on Investing in Employees: The payoff of a committed workforce
Give employees meaningful work and help them grow professionally; In turn employees will help the employer and client in achieving goals for
profitable growth
Metrics for Success
11
Ø Ownership • Emergence of 2 new Centers of Excellence based on work being done offshore
Ø Productivity Ø Reduced India attrition rate by over 50% Ø Increased employee referrals by 30% Ø Increase collaboration and knowledge sharing • “Socially” -‐ -‐ few hundred to 4000+ active participants
Ø Innovation Ø Laid out the groundwork for new initiatives • “Smart Idea Challenge”
ü Generated over 300 new ideas resulting in 11,000 hours of additional support capacity for client at no additional cost
ü Over $10M in revenue and cost savings for client
Success Story
12
Imran Sayeed NTT DATA SVP, CTO [email protected]
Naureen Meraj NTT DATA Global Lead Gamification and Strategic Engagement [email protected]
Contact Us
This document contains confidential Company information. Do not disclose it to third parties without permission from the Company.
