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 As traditional approaches to performance management are becoming a thing of the past, full of outdated practices, modern strategies defined by gamification yield better results as they seamlessly integrate into the digital landscape of an organization, collects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.