Add some cheer to the lives of coworkers!

Though late-nights are nothing to write home about, once in a while, all of us have to deal with what we call the unavoidable workplace evil. Especially when we have to roll out new updates and integrations. I’ll let you in a little secret about the processes, they are relentless. So it’s obvious that everyone needs to be vigilant, careful and responsible. Watching pieces fit into place and give rise to something new and amazing. 

But the question is, who watches the watchmen? 

 

Being human goes a long way 

 

You see, getting through a particularly hard project without the right kind of support isn’t easy at all. While having a competent team in place is of utmost importance, having members with impressive humane skills is too. You might assume that in a highly specialised role empathy can’t play any kind of a role. But you’re wrong. At the end of the day, it’s empathy that urges us to get our co-worker a hot cuppa! Similarly, the creative ones can help arrive at unique solutions and ones with good managerial skills can take care of small hiccups without you even noticing! 

Sadly, in traditional methods of recognition and rewarding, incorporating the finer details about work that made the day worth it wasn’t prevalent. So it was very, very easy to overlook these rock stars who make the team grow. 

 

Cheers to all! 

 

But thankfully, with the changing landscape of work things are beginning to look different. 

For example, you now don’t have to wait for appraisal meetings of any sort to let your teammate know how awesome they’ve been. With just a click, you can leave them a cheer or a boost at any time for a job well done, whether it is being an ace at a meeting or being really organised. 

Sounds good. Right? But imagine how much better it would be if there were points to win and redeem at the end of the day? 

 

Thanks to our mobile Work-Life app, that could be a part of your work life. And here’s how: 

 

After people cheer or boost you, you’ll get to respond on the action to indicate whether it was helpful or not. The number of validations left on the feedback help others understand its importance. Eventually, this will give rise to the opportunity to calculate your Work-Life score. 

Different activities allocate different points, the points help you reach higher levels. So how can one even begin to start calculating the work life score?

Since feedback currently is derived by behaviour and skill, a mix is very important. At the end of the day, both skill and behaviour play a huge role in determining your capabilities and progress in an organisation. 

Similarly, quantity also matters in the future. A large quantity of feedback doesn’t essentially mean great feedback, so the system needs to know the right balance. 

Feedback impact helps the user validate the importance of feedback that has been left behind. How? By helping you understand what kind of an impact it has on you at work! 

And that’s not all. With some great integrations in place, getting used to it isn’t a hassle at all. With gamification playing an important role in getting things done and calculating scores, it gives the tool a chance to curate feedback that actually makes a huge difference in both recognising as well as rewarding someone. 

Applauding your team’s rockstar is just a click away

I love apps. I love how simple life gets all thanks to them. Starting from keeping tabs on my finances and ending with keeping tabs on how many steps I’ve taken in a day, there’s absolutely nothing that helps me stay on track more than the little reminders that keep popping up on my devices every now and then. And to be honest, it definitely beats sticky notes filling up my life. 

At work, things are honestly no different. With the digital boom transforming the ways in which we work, new tools are being introduced to our lives every single day. Some allow us to communicate better, some help us eliminate toxic practices and some help us work better, more seamlessly distance notwithstanding. 

Despite how amazing this is, a lot of people fear that technology is something to be afraid of. At the end of the day, so many jobs – both specialised and generic – have already been replaced by AI. 

 

But what if I told you that there is no need to be afraid? 

 

What if I told you that embracing this change is exactly what you need to help your business grow? You see, the power of human imagination and creativity is not something technology can replace. So when aided with the right technology, it creates some of the most beautiful solutions that help your organization thrive and grow. 

With Dockabl, not only can you observe and track your work, you can also communicate and appreciate your team effortlessly, all with a click of the button. 

While there are several apps that can help you get through work, what makes Dockabl special is that it allows you to Cheer and Boost your colleagues and team. Though a lot of you might write off the importance of appreciating your colleagues and team, at Dockabl, we know it makes a positive impact pretty instantly! 

 

Motivation miracles

 

At this point, it’s normal for some of you to wonder about the hard work you need to get used to a whole new app. Thanks to our user friendly design, not only is using Dockabl rather intuitive, you have access to the most important updates right from your home screen! 

Even if you are new to the system, getting used to it hardly takes any time. With our assistant right there to help you, you won’t even have to worry about how to write your first email of appreciation to Cheer or Boost your colleague. We have it covered!

Our smart AI also integrates seamlessly with your email app to not just track feedback notifications you get from the tool, but also consolidate it, allowing you easier access and making processes less intimidating. Similarly, our Bot also makes work smoother on Slack

When it comes to the calendar, we not just set reminders for meetings, we also help you gather information from them and offer you the opportunity to give the star of your meeting a quick Cheer. 

On Jira, every time you’re notified of a completed task, our seamless integration enables you to give a quick nudge to cheer or boost to employees who are doing a good job. 

While working hard is important at work, staying motivated is equally important if you think about it. And in our experience, a simple thank you for a job well done, goes a long way. Not only is productivity boosted when an employee realises that their efforts are being appreciated, but others are motivated to work hard too. On our platform, every single job well done calls for a round of applause. And the results are tremendous. At the end of the day, such is the power of validation.

Welcome to the world of gamification

All work and some play can make deadlines a lot of fun

 

Donna loves her job. She really does. Proactive, enthusiastic and creative, though she is young, she has some of the best solutions to offer at dead ends. Additionally, she rarely misses a deadline, is up for a challenge almost all the time and even lends her colleagues a helping hand when they need it. Sounds like quite the perfect employee. Doesn’t she? Well, she could be. But you see, there’s something about her that even she admits to being less than perfect. 

Her reluctance to get mundane, dreary jobs done. 

Though her attitude towards this is pretty relatable for most of us, with age, we have learned to accept that work can’t always be interesting. But for those who are just starting out, it will take a year or few to wrap their heads around it. However, there’s a simple way we can make it easier. While we can’t do much to make the task in itself more interesting, we can make doing it less cumbersome than before. 

 

Welcome to the world of gamification. 

 

Why gamification some of you might be wondering. At the end of the day, there are enough people talking about its loopholes. But what most people fail to understand is its impact on performance management. 

With immediate feedback being one of the most important offerings of gamification, it motivates an employee to do better it even helps them learn from their mistakes and take measures to rectify themselves, and thereby have a huge positive impact on the business. As traditional approaches to performance management are becoming a thing of the past, full of outdated practices, modern strategies defined by gamification yield better results as they seamlessly integrate into the digital landscape of an organization, collects real-time data from them and helps you understand how the company is faring at the very moment. 

For the uninitiated, gamification is simply the process in which you introduce game mechanics in non-game environments, like work. By adapting values that enhance transparency, competition, design, fun, play and even addiction, modern day workspaces are turning to gamification to not just engage and motivate employees, but also to retain them by offering them enough incentives. 

 

Is your performance management strategy up-to-date? 

 

In a public study conducted by Deloitte it was revealed that a large number of employees have little faith in their organization’s ability to positively impact performance or even employee engagement, thereby leading the majority of workforces to believe that “performance management is broken.” 

The study further claims: 

  • Today’s widespread ranking- and ratings-based performance management is damaging employee engagement, alienating high performers, and costing managers valuable time.
  • Only 8 percent of companies report that their performance management process drives high levels of value, while 58 percent said it is not an effective use of time.
  • Leading organizations are scrapping the annual evaluation cycle and replacing it with ongoing feedback and coaching designed to promote continuous employee development.

Defined by age old practices like annual reviews and appraisals, forced ranking and hierarchy as well rigid rating systems, performance management systems and strategies are currently struggling to not just adapt to the ways of the new world, they are struggling to put forward an argument that actually supports the legitimacy of traditional performance management. 

With the need for timely feedback that is future-focused as well as the removal of forced rankings being the need of the hour, ranking systems that don’t leave an employee feeling demotivated is the last thing your company needs. You see, traditional performance management systems have quite the reputation of being rigid, past focused and frustrating as it did little to address an employee’s concerns about how they are doing in the present to perform better. 

 

It is time to embrace the change 

 

But that is not all that gamification has to offer. 

  • A promise of trust

With unfair judgment being a great concern among employees, gamification gives rise to a system where ratings have no space for being subjective. Since everyone is rated along similar parameters, based on data that is being collected on the go, gamification helps build objective systems. 

  • Death of rankings 

By eliminating rankings that keep only a few people in focus, not only does gamification shift the focus from unhealthy peer comparisons, towards individual achievements, making employees more accountable for their performances. 

  • Bridges some gaps 

By dismantling corporate hierarchies, not only are gaps being bridged between managers and employees, but employees in different departments as well. This gives rise to a system where not only communication is key to success, but also one that is adaptable and agile enough to make space for collaborations that were otherwise impossible. 

  • Feedback matters

With learning on the job becoming more and more important with each passing day, feedback can no longer vibe restricted to annual procedures. With employees depending on real-time feedback to learn and improve their performance at work, gamification not only helps collate accurate data from users, it also helps them have a better understanding of their present performance, giving them the scope to improve in the near future. 

  • Growth begins here 

Contrary to what might seem intuitive, ranking employees on characteristics that are relevant to managers does not quite lead to growth. You see, it is only with a system that allows you to observe and offer constructive feedback that enables your business to grow. 

While gamification does have a few loopholes that one can easily point out, like how the lack of a robust system can lead your entire strategy to fail or how it might become repetitive and mundane, we at Dockabl are here to prove you otherwise. 

 

Continuous feedback: Bridging gaps and celebrating empowerment

One of the most interesting things about changing workspaces is the simple fact that there are so many new things to learn everyday. With new trends appearing almost everyday, it isn’t easy to embrace them without the will to learn, even when you’re at work. But sadly, just learning isn’t enough. How do you know if you have learned right if there’s no one to tell you that? 

In a world that is home to a large number of fast-paced changes, it is wrong to assume that management styles won’t undergo massive change as well. And one of the biggest changes we see is the rise in continuous feedback. 

 

What is continuous feedback?

 

With annual reviews proving to be rather ineffective in the modern era of work, new tools have risen that help to not only bridge the gap between managers and employees, but also introduce practices that can make work more agile and flexible, giving rise to greater employee engagement and thereby, productivity. 

So a system that allows you to give continuous feedback does not only eliminate flaws like timeline issues that restrict annual feedback to just a few relevant months, the boring nature of the yearly procedures as well as insufficient feedback, it can enable an organization to recognize what the employees are doing right, and what they aren’t, they can also make communication regular, seamless and flexible. 

  • The changing nature of feedback 

With the idea that feedback is restricted only for someone who isn’t doing their job right-ruling the roost, it’s not surprising to know that feedback is essentially a rather negative word to use. 

But with the changing times and trends, not only is evident that we need to stop villainizing the word ‘feedback’, we also need to understand that it actually helps more than it harms. 

At the end of the day, it is only with the help of feedback that you can understand what you are doing right. It is with feedback that you can even start looking for creative solutions to difficult problems and even empower your organization to innovate towards growth. 

With employee feedback becoming an increasingly important part of organizations, so are cultures that celebrate easy communication, constructive criticism as well as empowerment that enables not just the organization to excel, but the employees too.  

  • Ratings matter 

With the ability to rate various opinions and reviews, organizations can understand suggestions that are popular and credible and learn from them. 

Ratings also help employers and employees prioritise answers that communicate the urgency of its nature to everyone else. 

Being able to rate the one who is rating allows a team of credible, unbiased voices that bridges gaps between employees and managers. 

  • Censorship can make a difference 

With the help of analytical tools, not only does monitoring comments become easier, it is also easy for the management to keep hate speech, leaking sensitive information and unwanted comments at bay. 

While comments are important to understand issues better, in a system where anonymity is important, it makes sense to review them before publication. 

  • Anonymity encourages conversations  

While it is true that anonymous surveys are not easy to trust, in a professional space where a comment can cost you your job, anonymity actually encourages people to speak up. 

Be it safety issues or sexual harassment or failing managers, some topics are way too sensitive to be dealt without diplomacy and care. With repression not exactly helping the organization realise where they are failing, creation of safe spaces not just bring these issues to the forefront, it also protects employees from the worst. 

  • Simplicity is key 

Starting from how easy it is to use the tool and ending with how short and sweet the questions you have are, simplicity is quite the winner when it comes to feedback systems. 

And if you have a ratings system in place, nothing could actually be better! 

Distinctly different from employee feedback surveys in nature, ratings not only means quick and easy feedback, but true feedback too. 

In fact, if you design your system right, access can be simplified to such an extent, that you can actually update things from your inbox. 

  • Designed to win 

While surveys and long questionnaires can discourage people from engaging with them, a feedback system can prove to be a whiff of fresh air if designed right. 

You see, a feedback system is not merely restricted to figuring out what your employees are doing right or wrong. It is an effective way to realise what the company is doing right, and even they ways in which they can improve. 

Not only do people respond more to shorter surveys, also known as pulse surveys, they can address several issues, be open to suggestions and eventually build detailed feedback that makes a difference from those working in the company. 

 

Though adapting to change can be intimidating, we’re here to help. 

How? Read on to know: 

 

  • Dockabl 2.0 is a continuous feedback tool which seamlessly integrates into the ecosystem of work for any individual or team. 
  • It then enables ongoing feedback on work, projects and skills, behaviours. 
  • This is achieved by reaching our customer where they are, rather than asking them to indulge in more work on our tool. 
  • This is solved through plug ins and integrations with work tools such as Slack, Jira, Asana, Email, Calendar, Whatsapp etc. Dockabl 2.0 focuses on feedback consolidation, curation and deep insights on this data. We have come up with a concept of a worklife score which we envision will replace any performance review rating score, assessment score or any other metric in the context of work performance. 
  • What a credit score is to you in the context of financial metrics, worklife score would be in the context of work metrics. 
  • This score could become the norm for performance reviews, career progression, pay, recruitment, succession, etc 
  • The best part is that, these insights and analytics are an outcome of multiple quantitative and qualitative data points over a period of time and not a random rating shared by a manager at the end of the year. 
  • Moreover, there is a strong layer of gamification where an employee will continue to strive for higher levels which is synonymous to higher performance and holistic development in the context of work and work progression.