Work isn’t work anymore – it’s a game. At least that’s what 78% of workers think. And nine out of 10 workers have high employee engagement with that mindset. Employers have taken notice.
Technology advancements give companies greater opportunities to leverage gamification as a way of boosting productivity and employee engagement. Target has done it by tracking how long it takes cashiers to check out items. Software giant Omnicare has done it by turning customer service into a race with leaderboards that show the fastest reps and rewards for whoever has the fastest times.
As gamification becomes an increasingly relevant means for boosting employee engagement at work, many companies are considering how to gamify their key processes. They can start by zeroing in on their employees’ four key motivators.
People are competitive. Whether it’s getting the best parking spot at the office or earning a bonus for exceeding sales quota, employees thrive when they have the prospect of “winning” something.
2. Sense of Progress
As much as employees want to win, they also want to know what they’ve accomplished with their efforts. This is exactly why employees are more productive and efficient when they have visual cues like charts and tables that track their positive progress on projects.
3. Feeling Intelligent
Discussion forums are one of the best ways to boost employee engagement. Why? Because they give everyone a platform for answering questions and sharing their individual expertise, knowledge, and opinions.
4. Need for Association
Employees thrive when they feel a sense of purpose. Something as innocuous as having their names attached to a successful project is often enough to generate a wave of morale, engagement, and productivity among employees.
Check out this article from MTA for more insight into how you can start gamifying your workplace to drive employee engagement.
Gamifying the Workplace One Step at a Time
Gamifying an entire workplace doesn’t happen overnight. But with the right mindset, tactics, and tools, employers can start making small shifts that start building workplace morale, engagement and productivity – and total rewards marketing is one area where companies are starting to make these small – but impactful – shifts.
Find out how – sign up for a test run of our interactive recruiting platform to see how dynamic, rich media benefit statements can help drive employees’ and candidates’ key motivators.
Too often, transparency in the talent acquisition process is like Big Foot – much talked about but rarely, if ever, seen. Josh Reeves, CEO of Gusto, just published his five keys to putting workplace and recruiting transparency into action, which include providing frequent feedback to employees and candidates and holding more “AMA” (ask me anything) meetings. Check out the article in Entrepreneur for Reeves’ full run-down.
Creating a Transparent Talent Acquisition Process
The best time to establish transparent talent acquisition and retention processes? As soon as an employee or candidate walks through your company’s door. Using HR materials like offer letters and total rewards statements is the best place to start.
What do offer letters and benefit packages have that help create a transparent, employee-first company culture?
- Empathetic, candidate-centric messaging
- Engaging design and rich media formats
- Intuitive, mobile-friendly interfaces
Take a look at how some companies have already started adapting their talent acquisition processes to be more transparent and empathetic.
The recruitment process can be just as long, tiring and stressful for talent acquisition specialists as it can be for the candidates they’re recruiting. Unfortunately, many HR teams are making their process for hiring talent even harder on themselves – not because they lack knowledge, effort or expertise, but because their company’s recruitment process lacks empathy.
Liz Ryan, founder and CEO of Human Workplace, recently reported on the five most obnoxious recruiting practices that turn off candidates. They probably won’t surprise you – here are a few…
- Stiff, impersonal job ads
- Boring application tracking systems
- Long, drawn-out application processes
Give Your Recruitment Process More Empathy
What also shouldn’t surprise you is the common thread that runs through all five recruitment killers: a lack of empathy, humanity and personalization in the recruitment process. But the great thing for talent acquisition experts is that injecting a little empathy and humanity into total rewards marketing and employee and candidate engagement doesn’t have to involve a page-one rewrite of their HR strategy. It may just require some outside-the-box thinking and working with the right collaborators.
Check out our new white paper to see how some innovative HR teams are working with marketers to approach the recruitment process at a deeper, more empathetic level.