How to Make Your Employee Awards More Engaging?

Check out our this simple idea to make your employee wards more engaging and fun!

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The best way to make your employee awards more engaging

If your annual employee awards have become a bit stale and you want to make them more engaging, here is a simple, yet effective idea – add a bit of humor!

Funny employee awards should definitely be a part of your employee recognition program. Awarding your employees in a humorous, lighthearted manner will boost your office morale and keep your employees motivated and engaged.

4 ways to make your employee awards more engaging

1. Add a bit of humor

“Employee of the month” award is so…well, boring and way to common. Get creative and add a sense of humor to your awards! If you need some inspiration, check out our list of the 20 ideas for funny employee awards. Have fun with your awards, but make sure you don’t go overboard. Be thoughtful and careful not to embarrass your employees.

2. Include your employees

Ask your employees for their input on your employee awards. Ask them what type of employee awards they would like to see in your company. Make sure to implement all of their ideas! Also, find volunteers who are into the idea and let them help you plan and prepare the event.  

3. Get together and celebrate

Turn your employee awards ceremony into a party! You can geo fancy and set up a red carpet outside the meeting space and have one of your employees posing as a paparazzi photographer as the guests arrive. If your company culture is casual, host your employee award ceremony at the office, with a couple of snacks and drinks, one Friday afternoon.

4. Get creative with awards

Get creative with your awards! Certificates are so expected. Instead, do something surprising! Hand out interesting prizes or trophies. If you don’t have a budget for great prizes, don’t worry.

The prizes don’t have to be expensive. Go to a dollar store and pick out a variety of low-cost items related to the award itself. For example, a keychain flashlight can be a great award for your employee whose positive attitude shines even in the most darkest of times. 

These 5 Statistics Reveal the Real Truth About Employee Recognition

Employee recognition is a very effective method for improving employee motivation, engagement, productivity and job satisfaction. It’s a fact.

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The truth about employee recognition

In a time of war for talent, employees have the power to choose their employer. Losing your top talent to your competitors can be detrimental for your business.

This is why many employers invest a lot of time, money and effort to improve their employee experience. They are doing their best to keep their employees happy and satisfied. For example, most companies these days try to provide fancy perks and benefits, implement an employee wellness program, etc.

But the question is how effective are all of their efforts? What do employees really care about?

Is it really true that a simple act of saying praise to your employees can improve your company’s bottom line by keeping your best employees?

I won’t say a word. The following statistics speak for themselves.

Top 5 employee recognition statistics

Statistic #1: Half of the U.S. employees are unsatisfied with their job

The Conference Board’s latest survey on job satisfaction has found that only 51% of employees feel overall satisfied with their job. This survey gauged approximately 1,500 employed individuals, who together comprise a snapshot of the U.S. workforce.

Statistic #2: Half of the U.S. employees are considering a new job

Half of U.S. employees are watching the job market or actively looking for a job, based on findings from a new Gallup Workforce Panel study. Results are based on a Gallup Panel Web study completed by 13,008 U.S. adults who are demographically representative of the U.S. adult population.

Statistic #3: The main reason why employees leave their jobs is a lack of recognition

The main reasons why employees leave their jobs is that they don’t feel appreciated, according to Gallup’ research.

Statistic #4: Employees aren’t recognized (enough) for their work

According to Gallup’s analysis, only one in three workers in the U.S. strongly agree that they received recognition or praise for doing good work in the past seven days.

Even more, Gallup Poll shows that 65% of employees haven’t received any form of recognition for good work in the last year!

Statistic #5: Employees want praise, not money

According to Officevibe’s recent study, 82% of employees think it’s better to give someone praise than a gift.

In a recent Gallup workplace survey, employees were asked what types of recognition were the most memorable for them. Respondents emphasized 5 methods in particular – and money isn’t the only (or the top) form of recognition employees prefer. Most employees prefer employee recognition in the form of:

  1. Public recognition or acknowledgment via an award or a certificate
  2. Private recognition from a boss, peer or customer
  3. Receiving or obtaining a high level of achievement through evaluations or reviews
  4. Promotion or increase in the scope of work or responsibility to show trust
  5. Monetary awards such as a trip, prize or pay increase

Bonus statistic: High cost of turnover

Total costs associated with a turnover range from 90% to 200% of an employee’s annual salary, according to a report from the Center for American Progress.

Employee Experience – The XXI Century Corporate Super Power

Written by João Duarte, Content Director at Tap My Back.

Interviewing Jacob Morgan

Jacob Morgan is a 3x best-selling author, keynote speaker, and futurist. His latest book is The Employee Experience Advantage: How to Win the War for Talent by Giving Employees the Workspaces They Want, the Tools They Need and a Culture They Can Celebrate (Wiley, March 2017) which is based on an analysis of over 250 global organizations. Jacob’s work has been endorsed by the CEOs of: Cisco, Whirlpool, T-Mobile, Best Buy, SAP, Nestle, KPMG, Schneider Electric and many others.

Tap My Back, a tool that provides the simplest way to provide work recognition recently had the opportunity to talk with Jacob Morgan about the concept relying beyond his latest book, employee recognition. Jacob advocates this concept should be the major focus of companies aiming to attract and retain talent. This article provides a summary of the main ideas explored on the interview. Alternatively,  you can read or listen the full interview here: Employee experience – The XXI century corporate super power.

Nowadays, we’re living in such a rapidly and demanding world that the skills gap issue is turning into a big thing. Therefore, more than ever before the need to attract and retain talent is a huge issue for corporations around the world. In the end, “every organization in the world can exist without technology but no organization in the world can exist without people”. Bearing this in mind, the concept Jacob Morgan approached in his last book, employee experience, comes in the perfect timing. Companies need to seek out to provide the best possible interactions with their workforce, that is the only way to guarantee they have people delivering their best and sticking for the long run.

On the interview Jacob explained that employee experience is sort of the next step in what regards the way company’s manage workforce. It appears as an answer to the fact that “employee engagement has always acted as kind of an adrenaline shot inside of our organizations” –  Jacob Morgan.

He goes through a few best practices that major companies with the likes of Facebook, Google or Microsoft are adopting to improve their staff experience, highlighting three major aspects culture, technology and physical space. Jacob also confessed to Tap My Back that this concept of employee experience is something that the whole company should be aware and responsible for, even though he sees mainly HR related roles pushing it into company’s’ culture.

In the end of the interview, Jacob Morgan was questioned about the best advice he would provide to SMB companies looking to start from scratch implementing and improving the employee experience they provide. You can check his tips and the full interview here: Employee experience – The XXI century corporate super power.


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Recognize Employee Achievements: 5 Ways how to give Positive Feedback | Featured Image

Recognize Employee Achievements: 5 Ways how to give Positive Feedback

Recognize Employee Achievements: 5 Ways how to give Positive Feedback | Main Image

Feedback shouldn’t only be given when there’s a problem. It’s also important to let your employees know they’re on the right track and that they’re valued within the company. Recognizing achievements can signal to other employees the types of skills that should be enhanced and behavior that should be replicated. For those of you who are uncomfortable giving positive feedback, following the right steps will help you to deliver honest recognition that doesn’t feel forced or insincere.

Putting positive feedback to the test

In his insightful Ted Talk “What makes us feel good about our work?”, behavioral economist Dan Ariely describes an experiment he conducted on the correlation between recognition and motivation. In the experiment people were offered declining amounts of money to circle pairs of identical letters on a sheet of paper. In the first scenario, people had to write their name on the paper. When they were finished, they handed it to an experimenter who quickly scanned the paper, said “aha” and placed it on a pile. In the second scenario, the participants did not write their name on the paper. When they were finished, the experimenter placed the paper on the pile without looking at it. In the final scenario, the experimenter put the sheets directly into a shredder.

The results showed that people in the first scenario ended up working for half as much money as the people in the third scenario. Watching their work being destroyed immediately was extremely demotivating, despite being offered money to do an easy task over and over again. Surprisingly, it turns out that the average stopping point for people in the second scenario was almost the same as those in the third. As Mr. Ariely explained, “Ignoring people’s performance was almost as bad as shredding it in front of their eyes.” Even just a simple acknowledgment from the experimenter had a marked impact on the subjects’ motivation.

Why is positive feedback important?

A common misconception is that motivation in the workplace is primarily based on monetary rewards. It’s not always possible to give your employees a raise every time they do well, and surprisingly it might not be the strongest incentive either. A 2013 study by Make Their Day and Badgeville revealed that 83% of employees surveyed found recognition for contributions to be more fulfilling than rewards and gifts. Another 88% believed praise from managers in particular was either very or extremely motivating.

Positive feedback lets your employees know that they’re valued by the company and is especially important for building confidence in newer employees. It’s also helpful to give positive feedback when an employee improves in an area they had previously had difficulty with, making it very useful as a follow up to constructive feedback.

Don’t forget that your top performers also need positive feedback. Many managers tend to neglect their top performers when it comes to feedback because they see it more as a tool for helping improve the performance of employees who are struggling. Recognizing them for their efforts and showing appreciation are important steps to retaining your top talent.

While creating a positive feedback culture starts with managers, encouraging your employees to give positive feedback to each other is the step that will diffuse and institutionalize the practice within the office. The Make Their Day/Badgeville study reported that 76% of respondents saw praise from peers as very or extremely motivating. Peer-to-peer feedback can inspire better interpersonal relationships between employees and boost team spirit.

How to give positive feedback:

  1. Be specific

Avoid generic comments like “good job!” Explain what your employee did in particular so they can learn what type of behavior they should keep up in future. Instead of saying “you’re a great team player” describe what they did and why you appreciated it. “The extra coaching you gave to the new recruits on the last project helped them to learn the appropriate procedures, and helped our department to reach our deadline on time.” This will also help managers who are uncomfortable giving positive feedback. If you stick with stating the facts and why you thought their performance deserved recognition you can avoid clichés.

  1. Timing

Timing is an important aspect of giving positive feedback. If you wait too long both you and the receiver might forget the details of their performance. This will undermine one of the main reasons for giving positive feedback: pointing out positive behavior so it can be encouraged and replicated. If you put it off for too long, when the employee finally receives appreciation for their work, so much time may have passed that it could feel more like an afterthought. If you don’t have time to speak with them straight away, send them a message or email. Letting the opportunity to give praise go by in some instances and not others can unintentionally create double standards.

  1. Get into the habit of giving feedback more frequently

Failing to recognize when your team has gone above and beyond can demotivate them. Not recognizing their efforts will tell them they simply met expectations. Getting into the habit of giving positive feedback more often will motivate your employees to achieve more.

Be careful not to base positive feedback exclusively on results. Sometimes even if an employee puts forth their best effort, a project could fall through due to funding, a client may decide to go in a different direction, etc. It’s at these times that positive feedback can be most effective in counteracting the demotivating feeling your employee may be experiencing after not seeing their efforts materialize.

  1. Set goals and new challenges

Even if you only have positive feedback to give, you should encourage your employees to continue improving by helping them set goals and new challenges. This is especially important for top performers who may become demotivated if they don’t feel they’re developing or being challenged.

Start by asking them if they have any professional goals or objectives they’d like to accomplish in the next few months, or in the next few years. Consider how these short and long term goals could fit with the company’s objectives. Then offer support finding ways they could achieve these goals, for example, taking on a stretch assignment or participating in a training course. Keep in mind that the goals you’re setting together should be challenging but achievable, and won’t cut into your employee’s work-life balance.

  1. Encourage a positive feedback culture

A 2009 Mckinsey Quarterly survey found that respondents saw praise from their managers, leadership attention and a chance to lead projects or task forces as no less or even more effective motivators than cash based incentives. Aside from giving praise, you can also recognize your employees’ achievements by suggesting they give feedback and coaching to peers who are having difficulties in that particular area. This can help top employees develop leadership skills, and at the same time boost the performance levels of other employees.

Alternatively, you could suggest they give a presentation on this project, skill, etc. to the team. This will demonstrate an example of what you’re looking for to other employees and reinforce your recognition of their success. If employees share their successes with the rest of the team more often it will help foster a sense of community. Encouraging your employees to give more feedback and empowering them with new leadership skills is one of the best ways to keep them challenged and motivated.

Summary and take-aways:

An effective manager consistently recognizes their employees’ strengths and achievements with positive feedback. Employees who feel their work is appreciated by their manager and peers are highly motivated and more likely to stick with their current job. Giving more positive feedback can be a great way to encourage team spirit and a positive work culture.

  • Give examples and be specific
  • Don’t wait too long
  • Give feedback more frequently
  • Don’t base feedback on results
  • Set goals and new challenges
  • Encourage peer-to-peer feedback and sharing of achievements

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Keeping your finger to the pulse: HR’s digital solutions for 2017

Keeping your finger to the pulse: HR’s digital solutions for 2017

Keeping your finger to the pulse: HR’s digital solutions for 2017

It’s quite surprising how many company’s HR departments haven’t yet joined the digital revolution. These companies seem to think that how it was done is fine and has worked perfectly well in the past, so why bother updating anything?

The thing is that often the people in HR feel differently, with 70 to 80% of their time spent on low-value administrative tasks. I feel that’s shameful, particularly as a huge amount of that work can be automatized and digitized. This would allow HR to be massively more productive and play a more strategic role in the company by creating new opportunities, learning methods and more for their companies.

If you agree with me, consider embracing these digital solutions.

Peer to peer recognition

Often a big part of the modern HR department is validating the newer employees, who are in many ways far more demanding than previous generations. That can be taxing for both managers and the HR department to do.

A good solution that has recently come out is Tapmyback. The idea here is to allow people to recognize each other’s work, so that people are no longer looking to management alone to validate what they’re doing.

This will make it far more likely that your employees will receive the recognition they need, while freeing up the HR department to concentrate on offering opportunities for staff to grow and excel.

Non-traditional reviews

Many people do not like to be reviews. And that’s not really that strange, is it? For that reason, OrangeHRM is a good go-to product, as it makes reviewing a far more effective and less stressful affair, where people don’t have to sit in front of their manager but can instead read the process online.

It can, in fact, do far more than that including track time off, help with recruitment and offer training suggestions – which are all very useful services to automate. The good news is that there is a 30 day free trail so that your company can see if it’s suitable.

Resume analyzers

One of the biggest tasks you’ve got to do in the HR department is to manage resumes. Fortunately, that’s gotten a lot easier today with the resume parsers. These will go through piles or resumes, looking for keywords and key skills that you need and discarding the huge pile of useless crap that often comes with it.

In fact, they’ve become such a common occurrence that resume writing services are completely ready for them. And so, you won’t actually miss out on any of the good resumes while cutting down on the time that hiring new personal consumes substantially.

Social media recruiting

Here’s a surprising statistic 73% of 18 to 34 year olds have found their job through social media. That means that if you’re not yet trying to recruit though these platforms, you really are missing out on a huge slice of the younger market out there (and though there is something to be said for experience, diversity is useful too).

For that reason, make certain that you start using services like linkedin to get the word out there that you’re looking. Only in that way can you be sure that you’ll find the right person for the position that you’re looking for.

Online educational resources

Another great new technological wave that every HR department should introduce is the one taking place in online education. For example, there are now dozens of online courses that are available for free or only a little money at such places as EdX.

These offer you a great opportunity to both offer your employees a chance to boost their skill set, while cutting down on costs as well as travel time for them to get those skills.

In fact, some companies have taken to offering employees a certain time during their day or week where they can study these courses, all while never leaving the office. In this way, they can get on with learning without forcing their companies to find ways to work around their absence as they’re still there in case of emergencies.

Last words

In truth, it surprises me that companies would ever think HR isn’t ready for the digital age. There are huge gains to be made in the HR department by coming in to the 21st century. And the great thing is that the more effective your HR department functions, the easier it is for them to help the rest of your company get a head and upgrade their skillset.

And that matters. After all, the modern world is changing ever more rapidly and it’s vital for any company that their workers are changing and improving along with it. Otherwise you might just find that your company’s skillset ends up obsolete.

There really is no recovering from that.

Sylvia Giltner, Blogger, Artist, Student

Technology and art are a big part of my life, and I enjoy integrating them into everything I do. — Sylvia Giltner


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Enhance Engagement and Retention with People Analytics

Enhance Engagement and Retention with People Analytics

Employee Group

An organization that provides top wages and benefits loses a great employee to a competitor for no apparent reason. We can’t stop employees from leaving unless we have a plan to make them stay.

“Retention is the single most important thing for growth” – Alex Shultz (VP Growth, Facebook)

What is the biggest and most intractable restraint to growth faced by companies doing business today? For many organizations, it’s the lack of appropriate talent. The reason: As more organizations have expanded their operations, the need for talent has skyrocketed. But there isn’t enough skilled labor to fill the demand. As a result, one risks losing the talent to other organizations. And with so many companies drawing on a limited talent pool, the competition is fierce.

Glassdoor’s statistical analysis reveals top three factors that matter most for employee retention.

  • Company culture
  • Employee salary
  • Stagnating for long periods of time in the same job

By examining the survey responses of more than 100,000 employees in numerous organizations, Gallup also discovered common themes among the reasons employees chose to remain with a company or to leave it. The reasons employees chose to stay with a company included the following:

  • I feel my job is important to the company.
  • My supervisor cares about me and gives me regular feedback.
  • I know my job expectations.
  • My opinions count.
  • I have opportunity to do my best work every day.
  • My career development is encouraged.

All the above reasons are part of what is often known is “engagement”. Organizations, or teams with high levels of employee engagement score high in most if not all of these. Higher engagement levels not only significantly affect employee retention, productivity and loyalty, but are also a key link to customer satisfaction, company reputation and overall stakeholder value.

OWEN Analytics, who is are providing AI-based people solutions have developed a robust and comprehensive methodology to measure and enhance retention. They run quick pulse surveys that are a combination of “ME” questions (My opinions count), and “WE” questions (I would like to appreciate the following individuals for helping me in my day-to-day work). Open feedback questions are interspersed as well to understand sentiment and key issues.

This helps understand engagement drivers not only from an individual employee perspective, but also from a team dynamics perspective. After all, our engagement with the organization is actually our engagement with the people in the organization – hence understanding those relationships is critical in better understanding attrition. This is the science of ONA (Organization Network Analysis). The example below illustrates how ONA can be used to understand team dynamics in a pharmaceutical sales organization.

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Clearly, the more cohesive teams have better performance and lower attrition.

Now that we have looked at engagement comprehensively, we need to look at what other factors drive employee turnover, as shown below:

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As per Deloitte, moving beyond the analysis of employee engagement and retention, analytics and AI have come together, giving companies a much more detailed view of management and operational issues to improve operational performance.

Exploring People Analytics

People Analytics, a discipline that started as a small technical group that analyzed engagement and retention, has now gone mainstream as per Deloitte. Organizations are redesigning their technical analytics groups to build out digitally powered enterprise analytics solutions.

OWEN Analytics specializes in helping organizations improve retention using AI driven techniques. As per OWEN, “Machine learning predictions can be sufficiently accurate and thus very effective in enabling targeted interventions for retaining high risk employees. However, using such techniques requires significant expertise in developing predictive models and experience in interpreting the outputs.

HR leaders and aspiring analysts needn’t be disheartened though. One can start with some very simple analyses using nothing more than basic Excel and develop reasonably good retention strategies” Read their blog here: Manage attrition using simple analytics.

OWEN uses a systematic retention approach to understand, predict and drive necessary actions.

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Predictive models are developed using various Machine Learning algorithms (e.g. Decision Trees, Random Forests, Logistic Regression, Support Vector Machines and Artificial Neural Networks) and best fit algorithm based on the accuracy and business context selected to predict flight risk.

Once the predictions are drivers are available, simple action planning templates to develop and track interventions are used to retain high potential employees.

Retention Challenge

The retention challenge is the result of increasing job mobility in the global knowledge economy where workers average six employers over the course of a career, coupled with the baby boomer retirement “brain drain” and a smaller generation of workers entering their prime working age during this time. It is occurring in all types of organizations across all management levels. This study empirically investigates whether the impact of an organization’s strategic orientation toward knowledge management, the learning culture it supports, and specific human resource practices impact knowledge worker retention and organization performance.

The Eight Elements of the High-Retention Organization as per SAS Institute

  • Clear Sense of Direction and Purpose
  • Caring Management
  • Flexible Benefits and Schedule Adapted to the Needs of the Individual
  • Open Communication
  • A Charged Work Environment
  • Performance Management
  • Recognition and Reward
  • Training and Development

As per Asia – Pacific Journal of Research, preventing turnover is a wise step to implement because it saves money, time, and effort. The company should spend a considerable effort and time to prevent turnover. It is better for an organization to keep experienced and productive employees than to hire new ones. It should invest in its employees through training programs, creating a good hiring process, and engrain them with strong organizational vision. To effectively solve turnover problems, every company needs to address the causes of the turnover. The causes of turnover might not be the same for every company. Below are the most common and affecting factors for preventing turnover.

It’s no more a secret that People Analytics plays a vital role for organizations in dealing with challenges of employee engagement and retention.

About the Authors:

Soumyasanto Sen — Blogger, Speaker and Evangelist in HR Technologies. Engaging with OWEN Analytics.

Professional Advisor, Consultant, Investor in HR Tech. Having 12+ years of experience focusing on Strategies, People Analytics, Cloud, UX, Security, Integration and Entrepreneurship in Digital HR Transformation.

Tej Mehta — Founder & CEO of OWEN Analytics.

Entrepreneur, advisor, student of social sciences. Founded i-Cube as an intersection of analytics and social sciences. Previously, as Vice President with Seabury Group, led strategy and operational transformation programs across several clients in the airline and aerospace industries. Aeronautical engineer, MBA from University of Southern California.


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Keeping your finger to the pulse: HR’s digital solutions for 2017

Keeping your finger to the pulse: HR’s digital solutions for 2017

Man with MacBook Pro on wooden pier

It’s not uncommon to learn that some businesses are reluctant to update the tried and tested methods. It’s not difficult to get stuck in a digital rut. Particularly if companies have been trading for many years. Time has taught us to think if it’s not broken don’t fix it, but in this case; we’re wrong.

Taking on paperless processes

Technology is everywhere. Today businesses are expected to be online in some capacity. And whilst it’s understandable that in a hands on industry like retail it might feel unnecessary to take on new tech, from a business perspective; it makes no sense not to.

Spending time hunting through piles of paper slows down response time in an age when most answers are a click away. Eliminating paper not only updates your methods and reduces the amount of paper your company consumes. But it also reduces the time and money spent managing it. It also ensures that none of your documents go missing, that all your information easily searchable and backed up in a centralised location keeping all your information is secure. By taking on digital solutions your company can embrace these benefits whilst upping your efficiency and professional image.

So, what’s the best way to do this in HR?

Aside from the hundreds of cloud solutions that are adaptable and available today, there are different operating systems with a HR focus. Charlie, Zoho, and People HR are just a select few to look at. Adopting these will make your HR department more efficient, and help take your paper based work online. Managing the day to day processes typical of a HR department. Such as, payroll, team details, holidays and sick days.

HR trends – what to look out for

Now in 2017, different principles apply. These recent trends are what you need to be aware of in order to stay ahead.

A millennial workforce

The biggest trend for recruiting will be concerned with millennials. Unlike their previous baby-boomer generation, millennials are a more demanding workforce[1]. They are more likely to to need constant validation, communicate through social media and require a lot more guidance. The challenge for HR is to attract and retain this talent in an innovative way. And there are a variety of techniques and apps that can help with this.

  • Start regularly recognising good work – Boost employee confidence in their work by using TapMyBack. This app works through peer-to-peer recognition, and gives managers great insight to their teams on where needs improvement or celebrating.
  • Continuous assessments – this will mean employees are able to recognise any problems and correct them. This will encourage growth in their role and identify when an employee is suitable for a promotion.
  • Non-traditional performance reviews – With a reputation as negative and demotivating, the majority of staff dread their performance reviews. Tools like OrangeHRM can help you easily track progress and produce reviews on your employees, giving you time to focus on improving this process.
  • Have your social media experts follow relatable trends for millennials – this will help to engage with them regularly whilst ensuring current and any prospective employees relate to your brand. Free tools like Social Mention and Twazzup can ensure you keep on top of this.

Maintaining company culture and hiring the right team

2016 found that 84% of candidates would consider leaving their current job if a more attractive role was available[2], and with the millennial generation always on the lookout for better opportunities; finding the right person and then retaining talent is becoming more of a challenge for HR. This can mean sieving through a high volume of C.V’s often in a short period of time, especially around the seasonal period, making it easy for an applicant to go unrecognised. Which leads on to…

Updating processes around recruitment

One way HR managers are attempting to become proactive in their recruiting search is by looking to social media. Research from Aberdeen Group has seen 73% of 18-34 year olds find their most recent job through social media[3]. And as social platforms have a large millennial population[4]; it not only makes sense to recruit from these online sources, but it also financially makes sense as it’s a very cost effective solution. A software options such as JobVite are available to simplify your social recruiting process. Along with others like HireRabbit and BranchOut.

Electronic signature solutions are also a very effective way of streamlining your recruitment process. As soon as you have selected your successful candidate you can email their contract through the e-signature platform. They can then review and sign according to their schedule, or even on-the-go, and contracts are returned as soon as they’re completed. Removing the need for in-store visits and cut out printing and postage costs. Try Signable’s free trial for an e-sig solution.

Take on new technology today

Don’t waste your time with systems that are time consuming and feel counterproductive. Using software as a solution means your business is constantly innovating and streamlining it’s approach. And as a report by Business Review Europe highlights how “new technology adoption is crucial to business success … businesses can only progress as quickly as IT enables them to – it’s business at the speed of IT.”[5]

About the Author:

bio-pic

Jessie Davies is a Marketing Manager at Signable and also goes by the title “Content Queen”. Signable is an electronic signature platform that helps businesses get their documents finalised faster. As Content Queen she ensures that Signable’s customer’s resource for support, educational content and industry updates are always available and clear. Jessie also makes sure the Twitter feed is full of hilarious reaction gifs and sarcastic comments.

Website | Twitter | Facebook

References:

[1] Millennial workforce - Source

[2] Recruitment stats - Source

[3] Social recruitment stats - Source

[4] Social media millennial stats - Source

[5] Business Review Europe - Source

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Future of Work: Using Gamification in the HR

Gamification in HR

Gamification takes the essence of games attributes and techniques that game designers use to engage players and applies these to a range of real-world processes inside a company and to non-game experiences to motivate actions that add value to the business. Gamification is transforming business models by creating new ways to extend relationships, craft longer-term engagement, and drive customer and employee loyalty. It works because it leverages the motivations and desires that exist in all of us for community, feedback, achievement and reward.

Gallup’s latest research shows why companies are increasing their interest in gamification.The Gallup study finds 31% of employees are engaged at work (51% are disengaged and 17.5% actively disengaged). But what is most interesting is how this data compares when you apply a generational segmentation. It turns out Millennials are the least engaged generation with only 28.9% engaged as compared to 32.9% for Gen X & Boomers.

So how can various processes in human resources be “gamified” to provide an opportunity for employees across the generations to increase their levels of engagement, collaboration and recognition in the workplace?

  • Think strategy first: identify and articulate specific business objectives you are trying to achieve with gamification;
  • Understand what motivates your employees: gamification is 75% psychology and 25% technology;
  • Engage employees at the emotional level: more than points, badges and leaderboards, gamification engages at a core emotional level.

HR departments process different kind of tasks, let’s highlight the most likely to be gamified. Take recruiting, for instance. Games offer a natural and fun way for people to explore and learn more about a company and its culture. The recruiting and talent acquisition arenas have experienced the most success to date with incorporating gamification strategies to engage with potential candidates and give them a taste of day-to-day life within a company.

It’s not just recruiting where HR can get into the game. In the landscape of corporate learning and development programs, gamification has potential as well. Interactive games drive employee participation and enable the transfer of educational content in a fun and appealing way. The rewards and incentives built into gaming plays well with performance management, which is a key factor in keeping employees engaged. Companies can employ gamification elements when designing performance plans to entice employees to participate more fully in their own performance planning. This level of HR gamification in performance management is still in its infancy but has the potential to drive high performers to new heights and ultimately enhance a company’s business performance.

Somehow, despite promising success stories, many companies have not embraced gamification as a meaningful solution to industry challenges. Some of the most common barriers to adoption include:

  • A belief that gamification is too expensive. However, companies do not necessarily need to develop a full-fledged game or gaming software to take advantage of gamification.
  • Older executives do not buy into the strategy. Whether your company operates under board management or a chief executive officer, some old-school managers may not understand or approve of gamification in the workplace. Check with the Millennials in the company and get their help in making the case for gamification to the GenX/Baby Boomers.
  • Lack of understanding about gamification. Many businesses today still don’t understand how it works or the range of benefits that accrue to incorporating game-like incentives into workplace activities. More and more companies are using it and talking about the benefits though; so it is becoming easier to explain gamification and to demonstrate its value to those who still don’t get it.

Gamification lead to the one thing that HR just can’t get enough of: data. The increased data generated from gamifying these HR processes means that HR professionals will have more ways than ever to measure the effectiveness of their programs and to make real-time adjustments. Gamification has potential as an important component of a company’s overall HR strategy. The fact is companies that don’t incorporate gaming principles into HR practices risk it being “game over” as the competition passes them by.

Woobe is the best tool for HR professionals to manage and improve internal networking. A solid internal network is required to implement successfully the New World of Work in your company, gamification included. Once again Woobe is on the edge in the future of work: thanks to the mobile application available to all the employees, and the ability to carry out surveys, the more employees use the platform, the more they get points. The HR will therefore have the right support to include gaming features to real-world processes.

Source: Future of work: using gamification in the HR – Woobe