Using Gamification to Improve Engagement and Retention Rates

 By Chris Whitlow, CEO of Edukate

High turnover rates are a problem that employers face every day, and finding solutions to keep employees is just as challenging. In 2016, the turnover rate for employees in the hospitality sector was more than 70 percent, according to data from the Bureau of Labor Statistics’ Job Openings and Labor Turnover (JOLTS) program. To counter this and improve employee retention rates, employers should consider utilizing gamification to engage and inspire employees.

Gamification refers to the application of game elements into other settings. Many companies are already using gamification to improve their customers' experiences, but it can have big benefits for their employees as well. Successful gamification tactics in the workplace include using job simulation activities for recruiting and employee onboarding, holding engagement contests when implementing a new technology, and awarding points and rewards for typically mundane tasks.

Increasing employee engagement with gamification

Gamification functions well in the workforce because it creates an engaging environment for employees and ultimately improves a company’s culture. Adding playful elements such as rewards to humdrum tasks leads to increased rates of engagement as employees feel incentivized to participate.

Many employees are stuck at a desk, helping to keep customers happy but not staying engaged themselves.  

This same concept applies to employee benefits. Employers should strive to create engagement around their benefit offerings via gamification. Employees who take full advantage of their benefits to address personal stressors reap the rewards of working for that specific company and feel more fulfilled.

An engaged employee is a happy employee, so it's important to care for them in the same way that one would a customer.

Increasing motivation and productivity

Gamification means more than offering an occasional contest. Rather, it’s about energizing employees through engagement. Gamification also shifts an employee’s view of a task without changing the fundamental nature of the task. Employees feel excited about their workplace while completing the same tasks that they were before. Additionally, positive feedback and recognition motivates users to feel more satisfied.

Motivated employees are in turn are more engaged, loyal, and productive—in return, they are more likely to stay with their current company.

Gamification as a part of overall culture

Company culture affects an employee’s opinion of the company and is a strong component in employees’ decisions to leave a company or stay, and gamification promotes a positive and rewarding company culture. Employees are often scattered throughout the workplace and focus on different tasks. Gamification allows employees to work on projects in different departments and spread the culture. It helps create a sense of belonging for workers and reminds them of common goals and values found throughout the organization.

It’s time for the employers to utilize gamification for their employees—not just their customers. Games are fun, but gamification is a robust business-oriented solution that will improve employees’ experiences and increase retention rates.  

Hiring Your Strategic HR Partner

Finding the right fit: What you need to know

By: Evette Baker, President of Sparks Group 

Today’s HR leaders are now strategic business partners who communicate directly with executives to facilitate immediate and long-term success by working with the entire organization. Specific qualifications are required for this forward-thinking leader, who is enforcing regulations, ensuring compliance, branding employee culture, and managing retention. The outcome of these core HR functions can have a significant impact on your organization and the quality of your people. Therefore, this person must fully understand the company initiatives that drive revenue in order to build the strategic plans that fuel success and mitigate risks. When investing in your HR business partner, be sure to follow these three guidelines.

1.  It’s all about the soft skills.

An HR leader’s interpersonal skills are paramount to their success and must be regarded when understanding a company’s culture. These positions are communicating directly and indirectly with multiple levels of staff, which can dramatically increase efficiency and productivity. Soft skill characteristics critical for success include:

·       Strategic thinking.  HR leaders share a thorough knowledge of the specific industry they are leading and the business solutions that are driven from talent acquisition, retention, etc. HR leaders must not only know their functionality, they must also be students to the competitive landscape as well as best practices.

·       Ethics. Due to the sensitive nature of some situations, they must inspire trust and hold a confident relationship with everyone in the organization. Their high integrity is projected through positive and healthy employee relations. 

·       Problem-solving ability. Also known as “crisis managers,” they must be able to simplify complex problems with legal, employee and business matters. Problem-solvers have the ability to listen and take deep interest in enabling the solution. Great HR leaders provide an environment where employees come to be heard. They build their employees’ self-esteem by allowing them to have a voice.

·       Passion. Recruiting new talent, empowering employees to engage in professional growth, and coaching managers to build their leadership skills requires HR leaders to genuinely enjoy helping others. Passionate HR leaders are life-long learners, who are constantly seeking new ways to develop and gain new ideas. They strive for excellence and base their success on the success of their peers and the organization.

2. Strategic experience brings a competitive advantage.

When HR leaders understand overall business strategy and the core difference between their organization and the competition, the company benefits from their competitive knowledge. The best strategic behaviors include four components. 

·       Innovation. Outstanding HR practitioners must fully understand the company’s mission and goals to know what drives success and revenue. Through this knowledge they design creative systems to stand out from the competition. They align their work, projects, and goals with every need of the business.

·       Leadership experience. Strong management skills are required to implement guidelines and procedures across all business functions. HR leaders must cultivate a welcoming environment and operate with the mindset that matches the executive team.

·       Program implementation experience. In order to implement a new program successfully, HR leaders must manage several tasks between different departments. Their acute attention to detail and strategic planning methodologies are essential every step of the way.

·       Change management. Highly effective HR leaders who are successful at change management are respected and trusted by the workforce. Their ability to garner the support from the entire team impacts success. Whether it involves a simple change to the way customer complaints are handled or a major change to organizational policy or strategy, it is essential there is minimal disruption.

3. We need subject matter expert in HR systems.

HR managers touch all activities related to HR on a daily basis including accounting, management, and payroll. Expert leaders utilize HR information systems (HRIS) to more effectively manage these functions through HR software. The ability to effectively analyze these business functions is also a valuable tool for providing measurable results and metrics to stakeholders. 

Becoming a subject matter expert in HRIS will lead to increased efficiency when making large scale decisions that affect productivity.

4. The bottom line

Looking into the future, HR leaders are now business partners who sit at the table with the C-level executives and are part of the core leadership team. They are there to understand the company strategy and help CEOs anticipate human capital challenges. They are deeply involved in planning the initiatives that drive organizational success, and they mitigate risks across all departments with the people. The more knowledge HR has about business operations, the more critical they become in developing an efficient workforce, higher employee retention rates, and a positive company culture. All of these lead to attracting top talent and producing the best product and services. During the hiring process, take the time to understand these specific goals for the company and invest in an HR leader who is qualified to accomplish these goals.