Choragus Consulting customizes the onboarding strategic gamification architecture design document to guide intentional behavior modification that delivers business results and engages employees with almost real-time feedback on their orientation into a new position.
— Today’s businesses continue using motivation methods inherited from industrial-era “best practices” like the legacy of the outdated and costly annual performance reviews. Last year, Pierre Nanterme, Chairman & CEO of Accenture, a US $31 billion global professional services company, announced the retirement of the annual performance review for the firm's almost 400,000 managers and employees.
There is a better way.
The days of employees “going the extra mile,” or “giving 110% maximum effort” attitude were replaced with employees asking “What’s in it for me?” A fact borne out by a report of Gallup’s latest Employee Engagement Survey data indicating less than 70% of employees are fully engaged in their work.
The Gallup report continues, “These employees are not hostile or disruptive. They show up and kill time, doing the minimum required with little extra effort to go out of their way for customers. They are less vigilant, more likely to miss work and change jobs when new opportunities arise. They are thinking about lunch or their next break. Not engaged employees are either "checked out" or attempting to get their job done with little or no management support.”
“Despite sixteen years of data from Gallup and continued use of the “incentive bonus” or passive-aggressive scare tactics to motivate employees, the needle measuring employee engagement barely shook. Evidence of managers are exploiting the quick fix balm of meaningless points, badges, and leaderboard mentality is frequently found inside job announcements requiring gamification design from software developers.”
“The glittering hope of raising employee engagement using strategic gamification and its effective use of incentives and motivation remain locked inside Pandora’s Box.” says Dutch Driver, Principal of Choragus Consulting.
That absence of employee engagement is costly combined with a 70% predicted gamification failure rate and a narrow window, less that 10%, of effectively implementing gamification initiatives with any kind of return on investment.
Another failure of engagement resides in recruiting, and retaining vital, skilled employees hidden underneath Human Resources workforce planning, or Information Technology’s off-the-shelf SaaS solutions. Choragus Consulting customizes the onboarding strategic gamification architecture design document to guide intentional behavior modification that delivers business results and engages employees with almost real-time feedback on their orientation into a new position. A customized strategy is designed specifically to address known onboarding problems with morale, incentives, or motivation with alignment to the desired results.
The challenge facing project managers and sponsors responsible for gamification initiatives is the lack of game design talent to apply to gamification projects," said Brian Burke, research vice president at Gartner. "Poor game design is one of the key failings of many gamified applications today."
The enormous power of big data already collected by software when combined with gamification mechanics and metrics act to empower employees by monitoring their performance with the side benefit of increasing transparency in the workplace.
Driver believes the domain of social entrepreneurship is the future for the expansion of gamification. The lack of grant or foundation funding creates fertile ground for experimentation with engagement or motivation methods to modify behavior, form habits, and build socially sustainable communities.
Name: Dutch Driver
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Organization: Choragus Consulting
For more information, please visit http://choragus.co
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