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Learning Trends

Learning Trends

Taking One For The Team 1

Given the recent rise in attention to gamification in education we might think of it as a shiny new toy; however, the fact is it’s actually a long-overdue return to the natural way we learn. As children, we have the unfettered freedom to play and create and envision anything we want for ourselves, whether it is pretending we have an imaginary friend or deciding we’ll be an astronaut someday. This behavior is not only expected, but considered part of our learning process, and in its absence our parents and doctors would be concerned that we were not developing normally.

Natural Learning

Everything begins to change as we enter the educational system. Most people’s memories of school are characterized by sitting quietly at their desks while the teacher spoon-fed them information from a textbook. They later regurgitated this material during tests and quizzes for feedback in the form of a grade. Everyone was supposed to fit into this mold and those who didn’t were considered disruptive and even labeled troublemakers. More recently, however, the model has begun to shift, with educators recognizing that even the students who appear to have the shortest attention spans are engaged when they can access information via a digital platform (i.e. on their devices) and interact with other users in a competitive or collaborative way. Seen through an old-school lens, this may appear to be an unhealthy screen addiction, but beneath the surface a complex neuroscientific dance is occurring, one in which they are absorbing material they might otherwise consider difficult or boring.

 

  1. Integrating Gaming
  2. Flow State
  3. Philosophy of Gamification

Integrating Gaming

Employers have caught onto this with a vengeance, incorporating gaming aspects such as immersive experiences, along with leaderboards and points for immediate feedback and bragging rights, into their hiring ad onboarding processes, as well as ongoing trainings. These efforts have met with significant, measurable success – an uptick of 50% in productivity and 60% in employee engagement. Moreover, 79% of workers have reported that the gaming experience has contributed to increased purpose and motivation at their jobs.

This begs the question, why is play still excluded from most curricula for older children and adults? This antiquated attitude about learning seems to dovetail with traditional notions about life itself. As we grow up we are socialized to become more “responsible,” “mature,” and the – big one – “realistic,” which often translates to a narrowing of professional aspirations … and giving up on activities classified as play.  This is despite the body of research documenting the role of play at any age in creating happier, more fulfilling lives.

Flow State

One of these researchers is Dr. Stuart Brown, who founded The National Institute for Play more than three decades ago. Brown defines play as a “state of mind that one has when absorbed in an activity that provides enjoyment and a suspension of sense of time. And play is self-motivated so you want to do it again and again.”  He is describing a flow state, prominent in the work of psychologists Mihaly Csikszentmihalyi and Jeanne Nakamura, experienced by athletes and artists when they are completely immersed in their chosen activity. This is supported by the distinction, made by psychologist and learning expert Dr. Peter Brown, between the activity and the attitude accompanying it: “Two people might be throwing a ball … or typing words on a computer, and one might be playing while the other is not.” To tell whether one is in a “state of play” or not, Brown says, one must look at indicators such as body language.  When one is in the flow they are freed from the “monkey mind,” or intrusive thoughts that normally plague us so they can focus on the task at hand. The flow state also has several emotional and physical benefits, including an increase in the brain’s pleasure center activity, creativity, and motivation, and the lessening of anxiety and symptoms of stress such as pain (i.e., tight muscles) and fatigue. Essentially, flow is the state of being one aims to achieve in meditation, however, while beginning meditators often struggle to clear or bypass intrusive thoughts, it happens effortlessly while engaged in activity one enjoys – be it gardening, playing basketball, or gaming.

Philosophy of Gamification

Moreover, the philosophy of gamification encompasses the belief that learning is a lifelong pursuit, not just in terms of experience but formal schooling – and the data bears this out. According to the National Center for Education Studies, 17% of part-time undergraduate students at four-year colleges are older than thirty-five; the number is far higher (61%) for two-year programs. Research also shows that the numerous benefits for people ages fifty and older returning to college are roughly the same as younger people, namely, a better financial outlook, mental acuity, and even increased health and longevity.

Clearly, there is an untapped market for gamification platforms in our educational system, particularly when it comes to adults. The good news is that popular culture is finally catching up to the work of Dr. Brown, resulting in a growing awareness of our need to embrace play at every stage – and every arena – of life, and making doing so in adult learning only a matter of time.

Preparing for Gamification

Preparing for Gamification

Preparing For Gamification

If you’re considering a gamification platform, you’re probably thinking you’re already late to the “game” and ticking off the ways in which it can help you uplevel your business – and you’re probably correct on all counts. However, while the benefits of gamification are not just well-known but scientifically proven across numerous fields and disciplines, that doesn’t mean it’s a no-brainer for you.

The fact is, it involves a substantial investment of both time and money that may or may not be prudent for your business model or your current stage of development. The variables will differ depending on whether you buy a platform or build your own, but either way you can expect to shell out anywhere from $50k to well over a $100k, in addition to countless human hours, for the implementation, maintenance, and regular upgrades. Here are some things your company can do to maximize your ROI and set yourself up for gaming success.

 

Set Clear Goals

Perform Due Diligence

Conceptualize the Platform

Bottom Line

Set Clear Goals

As with any endeavor in business or in life, the first step is to set clear goals that are both ambitious and realistic. What is it you hope to achieve with this initial gamification platform? You can start with something broad – i.e., to increase sales; motivate your staff; or to improve organizational culture – then move on to more specific big-ticket items, such as the launch of a new product; getting your team to complete mundane tasks they usually shove to the side; or boosting the morale and camaraderie of a department lacking in collaborative efforts. Maybe you want to achieve all of these things; for now, though, you want to start with your greatest need and how gamification can potentially improve it.  

Perform Due Diligence

Once you have hammered out a specific goal, you need to perform due diligence to assess whether gamification is the best way to achieve it. This means extending your research beyond general information about how it activates pleasure centers in the brain or facilitates learning by decreasing stress. By now most companies, educators, and market analysts know that, which is why gamification has been the hot ticket for years and why you’re considering it in the first place.

Due diligence is not about simply confirming something you’re favorably disposed to, but about understanding the good, the bad, and the ugly. You’ve also read numerous stories about how giants from Starbucks to Nike have exponentially increased their revenue because of their gamification platforms, which gives you big ideas but little in the way of actionable data. The same is true for evidence specific to your industry or the area of your company you wish to improve. What’s really important is mining the internal data – for example, why your salespeople are consistently falling short of their quotas; why your trainings put more people to sleep than Ambien; and why consumers are giving less-than-stellar feedback around your website or app. This means issuing detailed surveys and really paying attention to the answers whether you like them or not. If office politics and watercooler gossip is creating a toxic culture, a gaming platform alone is not going to solve the problem. You may first have to put in the challenging work of implementing new policies and/or taking some other steps to shift the dynamic, thereby laying the foundation for the change you want gaming to bring about.

Conceptualize the Platform

Once you have determined your broad vision and specific goals and needs, you can start getting into the fun part: conceptualizing the platform. This, not surprisingly, will bring up several other critical questions, such as, “What is our primary audience?” and “How can this platform align with and showcase our brand?”  This encompasses both form and function – you want the world to be able to immediately identify the platform with you (i.e. by using your company logo and colors) and, while badges and leaderboards celebrating a win may be appropriate for a sales team, consumers who have purchased a certain amount of your product may be looking for something different (i.e., free stuff) as a reward.  The key to uncovering this is more research – data collected from internal and external focus groups throughout the design process will help inform both the initial rollout and improvements over time.

Bottom Line

While gamification is an invaluable tool for the growth and evolution of your company, it is not a substitute for a strong mission or structure. It is also not a one-and-done endeavor, but an ongoing process that will require a commitment long after your platform is designed and implemented – this means getting continual feedback from your team and your customers, as well as a willingness to make regular improvements to aesthetics and mechanics. That said, if you take these steps, your platform will be integral in increasing revenue, keeping you top of mind in the marketplace, and making it a place where the most talented people in your field want to work.

Remote Work: How to Create an Interactive Workplace

Remote Work: How to Create an Interactive Workplace

Interactive Workplace

The workplace is evolving. The “9-5” is being replaced with a new, open atmosphere that promotes productivity, efficiency, and collaboration. Over the last couple of decades, workplaces have shifted from hierarchical to horizontal. And, unlike employees of older generations, today’s workforce is motivated by more than just a paycheck.

Younger generations are motivated by respect, diverse experiences, and innovation. Interactive workplaces embrace a new style of learning, and implementing them increases creativity, motivation, and engagement in the workplace. However, these modern, remote workplaces are only successful when employees can interact.

What Is an Interactive Workplace?

Upon hearing the term, some might imagine a huge open space office with vibrant colors and loud patterns, funky furniture, employees mingling by a pool table or crowded around a large screen wearing VR headsets—and maybe a free-to-use snack bar to the left? While these imaginative types of offices do actually exist outside of movies, an interactive workplace doesn’t necessarily need to have colorful decor or odd furniture at all.

An interactive workplace at its core is a “space” that caters to the different ways that people learn and work. They allow people to interact with more content, share feedback, and ask questions. Innovation and employee collaboration are at the heart of an interactive workplace, and businesses don’t need to spend a fortune on renovations to achieve it.

How to create an interactive remote workplace:

Recreate Your Environment

Facilitate a Positive Setting

Utilize Interactive Tools

Additional Tips

Invest in Happiness

Create a Better Workplace for All

Recreate Your Environment

Whether your company is large or small, designing a remote work environment that promotes interaction is possible–and beneficial for the whole team. Executing “open spaces” provides employees a community environment; they can trade ideas, share opinions, and work together. This type of environment produces happier employees and a more positive environment overall.

Open and spacious, these interactive business environments attract motivated staff, encourage employee collaboration, and maximize space efficiency. Creating workspaces that are functional and allow for increased social collaboration has been shown to boost overall morale–and productivity. Employers can integrate various functional work environments into their offices, such as areas for personal space, concentration spaces where staff can get away from noise and distractions, collaboration areas, and social spaces.

Having designated spaces encourage people to move around, and take necessary breaks between heavy workloads to allow their minds and bodies a chance to recharge before diving back in. Allowing employees to choose how and where they work creates an environment that caters to many diverse needs, resulting in healthier and happier staff. However, all of this can be done remotely by implementing a virtual, interactive work environment.

Believe it or not, you don’t actually need to redecorate the office or hire an architect to create a better environment for your employees. With many people working from home these days, employers have access to many awesome new technologies. These technologies have been created with chief goals in mind: increasing remote interaction and collaboration, and assisting employees in learning in the way that’s most optimal for them.

Large and small businesses can implement features like smart meeting rooms; video chats; and workplace groups where members can post, comment, and discuss all together (or in teams). eLearning and Gamification platforms are remarkable tools for boosting engagement and making employees feel empowered, entertained, motivated, and rewarded for reaching their goals.

In an open environment, business leaders are more easily able to identify problems within their workforce, and can then respond by implementing systems to increase daily positive interactions. A “system” can be something as simple as offering feedback to employees–letting them know that their hard work is noticed, and giving necessary positive reinforcement. Or, employ more involved methods, such as hosting events or team-building activities to offer employees some extra motivation and incentive.

Facilitate a Positive Setting

Creating a positive company culture and work environment leads to positive feelings, which are infectious. Employees who enjoy their work are not only more loyal to their company, but on a daily basis, a positive mood will be infectious to everyone they interact with. As a bonus, your consumers or clients will identify this positive feeling, enhancing everyone’s experience.

Try simple actions like taking a moment to ask how someone’s weekend was, holding meetings in a team setting, or consulting one-on-one. You’ll offer employees a chance to share their experiences, challenges, and interests. Leaders can then take this information to see what’s working (or what isn’t), and decide how to further facilitate positive interactions among their team.

Utilize Interactive Tools

Many new technologies have popped up that can enhance company morale, facilitate learning, and improve organization. Collaboration tools help employees to stay connected from anywhere. Interactive learning tools foster creativity and improved decision-making, helping everyone stay engaged. Some of the best collaboration and interactive learning software host various benefits and implement multiple tools.

Gamification platforms turn work into fun by redefining mundane tasks into reachable goals, turning projects into friendly competitions. Gamification allows employees to see their progress and what awaits them if they continue to perform well. These platforms encourage employees to strive for greater heights, incentivizing their responsibilities and keep them feeling challenged and motivated.

Also a great aid in team building, gamification platforms disguise work by turning them into fun activities or challenges. Employers can offer real rewards for work done well. Encouraging a happier spirit and healthy work drive for employees makes them more loyal to the business and can increase employee retention overall.

Virtual team building activities provide communication and reinforce a shared team identity. Especially helpful for remote teams who are separated and may feel isolated, these activities help employees feel supported, re-supply engagement, and assist in building trust. Icebreaker activities, games, trivia, and personalized WFH care packages can bring people together and reinstate that team feeling in employees–no matter where they log in to work.

Interactive training is a beneficial style of learning many employers are picking up due to its many benefits. Interactive training and onboarding technologies are more appealing to employees because they offer interesting ways of learning new information, allowing learners to become more engaged, motivated, and rewarded through learning experiences. Because everyone learns differently, this type of training is invaluable to businesses.

An interactive approach to training recreates the workplace in a fun way that encourages learners to be more creative, have fun while they’re absorbing information, and feel stimulated as they connect with tasks emotionally. Employees who are trained via interactive learning tools will retain information more efficiently, end up working more productively, and tend to enjoy the process much more.

Additional Tips for Creating an Interactive Workplace

Any employer should aim to boost employee engagement. This makes teams more productive, less likely to make mistakes, and more efficient overall. You know the look: the glazed-over expressions you see during long monotonous presentations. Employers and employees both lose out when engagement is lacking. Employees want to feel motivated and positive while working, and when we’re engaged, we’re learning more and working at a higher quality.

The following tips are a small but surefire way to create a more interactive, collaborative workplace (without having to buy a pool table):

  • Instead of banning the use of phones, make tech work for you by turning smartphones and tablets into learning tools. Utilize personal device-compatible streaming and learning technology.

  • If it’s essential that employees grasp key takeaways from a presentation, turn it into a contest or trivia game. Encourage employees to team up together and work against other teams; this helps to build bonds and encourages information sharing at the same time.

  • Get to know your employees. Each person has a different personality, behaviors, and communication preferences. One fun, interactive way to get to know your staff is to have them take personality quizzes. The Myers-Brigs test is a popular tool for understanding your staff or peers more deeply. The Four Tendencies test looks at how an individual responds to expectations, and understanding tendencies can assist in better decision making. Many tests are available online and can be used to learn more about one another, and add some spice to a dull workday. Participating in fun, original activities can reinvigorate staff and bring the mood up in a snap.

  • Not everyone learns in the same way, so offering multiple methods of sharing information can help ensure the data being presented is understood. Offer video tutorials, as well as written packets, and if possible offer hands-on teaching too.

  • Use mobile technology to send out surveys and polls to your staff to gain a better understanding of the workplace from their perspective. Some people aren’t comfortable speaking up in front of an audience and may be anxious talking to supervisors. It can be useful to allow employees to tell you privately or even anonymously how much they already know, what they hope to achieve, where more attention is needed, etc. Allowing employees to speak with their higher-ups through written (online) communication allows employers to address issues that others may be thinking about.

Invest in Happiness

Society tends to focus on the clients or customers, but a business’s most essential asset is the people who keep the business going day after day. Providing a space that keeps its people inspired, engaged, healthy and happy should be of utmost importance to every business because the benefits aren’t only for the employees, but the clients–and the business itself.

Fun, unconventional workspaces employing modern technology and ideas are becoming more popular around the globe. If you look up the top places to work, you will find a list of businesses that have adapted this forward way of thinking. The reason being: an interactive workplace facilitates self-motivated, more creatively inspired employees who look forward to coming to work. While most companies will not spring for a spa room or in-house cafe, adapting even small changes to encourage workplace interaction can make a big difference in an employee’s experience.

It seems that the previously unrealistic idea of ‘doing what you love’ is now an attainable reality. Younger generations are more likely to strive for the best work environment possible, unlike previous generations who were more comfortable with sacrifice and traditional methods–whether or not they were propitious.

The benefits of interactive workplaces are proven. Business owners know that staying up to date is key to maintaining success. Modern workspaces reflect modern culture, and interactive workspaces are now viewed as a long-term investment. When employees love being at work, they’ll work more productively and more often. Business owners retain loyal employees, while clients and customers are exposed to genuinely happy staff who work better for them because they love what they do. Everyone wins.

A Better Workspace for All

People are beginning to reimagine their lives, incorporating their goals, and desires into their work life as much as their personal life. Work is where we spend the majority of our waking life, and considering just how valuable time is, it’s not too crazy that people wish to enjoy the work they do and make the most out of each day. When happier workers create more productively, make fewer errors, and company culture is all-around positive and constantly improving, one can argue that it is vital.

By choosing to implement one of the many interactive technologies, or environments as a long-term investment to better your workplace, you’re creating a space for employees to trade ideas, collaborate, and work as a team. What you get is a positive experience for all.

5 Motivators That Impact Employee Engagement Among Millennials and Gen Z

5 Motivators That Impact Employee Engagement Among Millennials and Gen Z

Employee Engagement Among Millennials

As mentioned in our previous blog entry, by the year 2025 75% of the workforce will be made up of members of the Millennial and Gen Z generations. Acknowledging, understanding, and motivating these generations can prove to be more difficult than generations of the past. Because of this, workplaces in our country are experiencing elevated levels of attrition, decreased motivation, and limited-to-no engagement from employees. Employee engagement can repair these problems while also playing a significant role in increased customer satisfaction which leads to a positive reputation for your business. 

In the words of David Zimmer, of The Employee Engagement Network: “Employee engagement is the art and science of engaging people in authentic and recognized connections to strategy, roles, performance, organization, community, relationship, customers, development, energy, and happiness to leverage, sustain, and transform work into results.”  Here we have outlined five ways we feel are important to keeping this new generation engaged and motivated every day when they come to work.  

Provide Security 

Enhance Competition

Digitize the Workplace

Promote Purpose & Responsibility

Provide Strong, Honest, and Transparent Leadership

 

Provide Security  

Younger Millennials and Gen Z were still only children during major events in our country such as 9/11 and the Great Recession. Many of them may have even seen their parents living in fear and struggling financially through these times. Furthermore, a sizable portion of their lives may have been defined by said struggles. It is because of this their motivations tend to lean more towards security rather than just money to ensure a secure and comfortable life outside of their employment. ZIZO is the perfect tool to provide an in-depth look into their future career path and expectations with incredibly specific and obtainable goals for years to come.  

If your company is not offering this kind of job security, these generations will always be looking for a backup plan or greener pastures elsewhere. Be sure to keep open lines of communication between management and employees to ensure they know how valuable their role is for the company. By feeling and knowing their value they will feel compelled to stay engaged and with that will come a natural increase in performance.  

Enhance Competition   

Millennials and Gen Z may have different motivations while at work but there is (at least) one common theme – Competition. While Millennials tend to lean more toward collaborative and teamwork environments, Gen Z tends to have a better understanding of the need for constant individual improvement and development at work to remain relevant. ZIZO’s contest and tournament platform is designed to nurture both Millennials’ and Gen Z’s desire to be recognized and rewarded both as an individual and even as a team.  

Whether as a team for Millennials or individually for Gen Z, ZIZO caters to the natural strong work ethic by both groups. However, they do expect to be rewarded for their hard work. To foster strong camaraderie amongst employees, raise the motivation of your staff, and improve the overall work environment, friendly competition is an absolute must when it comes to keeping your Millennial and Gen Z workers engaged.  

Digitize The Workplace 

Millennials and Gen Z have unique relationships with our digital world. Millennials, while still growing up in a world of landlines and dial-up internet, can sometimes find themselves relating more to Baby Boomers than Gen Z when it comes to new and modern technology. Gen Z, on the other hand, has been living in a world of smartphones and free Wi-Fi for as long as they can remember. Gen Z employees tend to better embrace the modernization of the workplace to help grow in their careers. Thankfully, ZIZO’s easy-to-use gamification platform caters to the needs of both generations to keep them engaged and motivated. Understanding and recognizing the differences between these generations is the only way to maximize employee performance and show that your company is providing every opportunity necessary for each person to excel and grow in 2021 and beyond.  

Promote Purpose and Responsibility 

It is human nature to need to feel that there is a clearly defined purpose to their jobs. A clearly defined mission from a business is the first step to creating an environment that allows employees to do their job to the best of their abilities. Michael Fontana, director of OptionBox Limited explains “By giving employees plenty of opportunities to progress within your company, you can increase employee retention because your teams will realize they could have a career at your business rather than just another job.” ZIZO allows businesses to easily share goals, achievements, and information that helps each employee find their spoke on the big wheel. Once an employee feels that they have an established purpose within the company they will be more likely to remain engaged and motivated, even during times of struggle.  

Provide Strong, Honest, and Transparent Leadership 

Finally, employees experience their organization through their leadership. Diversity, equity, and inclusion (DEI) is necessary for keeping today’s workforce motivated. Gen Z and Millennials both demand individualized respect. They want to see leadership that embraces diversity within the workplace and, while it may sound cliche, provides equal opportunities across the board. Disrespect or dishonesty shown toward any employee breeds distrust and therefore destroys collaboration and honest communication. Respect and recognition matter from all directions -peers, managers, policies, systems, and leaders.  

A major struggle plaguing the modern workforce is the feeling like they are not a part of a business’ larger picture. Millennials and Gen Z will become more invested in the future of the business when they are able to see what is happening around and above them at work. It is important that Millennials and Gen Z feel involved with a company’s growth and success. ZIZO helps management keep their employees informed with a 360-degree view of important data that helps make workers feel part of the big picture. Remember, transparency goes beyond just day-to-day statistics. Transparency can mean management sharing and discussing long-term goals for a company, or even creating an environment in which employees are allowed to discuss and share feedback to their superiors about ways they can be more effective at their jobs. Nobody wants to feel like they are left on the outside looking in. Transparency increases engagement which in-turn makes each employee invested in the overall success of their company. 

Just as it is important for Generation X and Baby Boomers to adapt to our modern world, it is equally as important for businesses to adapt to the strengths of the current up-and-coming generations. Millennial and Gen Z workers must know what is expected of them from work, have the proper materials and tools to properly do their job the right way, and receive the recognition they deserve for their work. Engagement is imperative of their success that they believe in their company’s mission and that they are committed to doing quality work.  

 

Hopefully, one lesson learned is that our younger generation does not need to be treated like children to stay engaged at work. As Millennials and Gen Z grow and move into management, their influence expands. Their individual needs matter and they have never needed Ping-Pong or beer at work. They need engagement. And when they get it, their employee experience can change extraordinarily fast, allowing them to achieve extraordinary business results.  

How to Motivate Your Employees

How to Motivate Your Employees

How To Motivate Your Employees

Recognize Wins

Set Clear Goals

Have Fun

Provide Positive Leadership

Promote Fairness and Reward Accordingly

According to a recent study by HubSpot, 69% of employees report that they would be more motivated at work if they felt better appreciated. This stat is concerning on a few levels; first, that is a huge percentage of employees who feel like their motivation at work is lacking, and beyond that, over half of the employees polled did not feel appreciated! In today’s world of individualism and competition for talent, there is no room for undervaluing good employees.

The more motivated your employees are, the more engaged they become with their work. This is crucial in today’s workforce where only 36% of employees report being engaged at work, despite statistics that supports 21% higher profitability in companies with a highly engaged workforce!

 

Recognize Wins

37% of employees rank recognition as their top motivator. The form of recognition which motivates individuals the most varies from case to case, but one thing is for sure – employees want to be recognized somehow. Varying the delivery and timing of recognition is a great way to appeal to all styles of employees.

When an employee does a good job, recognize that event by highlighting the positive impacts they it has on the organization. In addition to making your employee feel appreciated, it also underlines their impact on the bigger picture – improving culture all together.

The key to maximizing the positive effects of recognition and rewards is variety. Tap into intrinsic and extrinsic motivation factors with varied rewards. Some employees motivation is very much sparked from within – which requires external reinforcement in the form of praise, one-on-one positive feedback, and perceived status on their team.

Other team members require more extrinsic rewards for motivation. This can range of intangible rewards like public recognition, placing first in a leaderboard, or winning a contest to tangible rewards like prizes or bonuses. Keep in mind that variety is especially important when utilizing extrinsic rewards. Different items hold different value to everyone, and for the reward to be as effective as possible, you need to ensure you offer options to appeal to all your employees.

Set Clear Goals

No one likes spinning their wheels to no avail. It is difficult for employees to stay motivated if they do not know what direction they are headed in. Without a greater understanding of their long and short-term goals and what constitutes as good performance, complacency sets in.

Nip this issue in the bud by providing clear expectations, career maps, and benchmark goals for employees to strive to reach. Each time an employee achieves a goal, it triggers a motivation boost that keeps them moving in a positive direction.

Have Fun

Fun at work can be tricky – no one likes an overly happy workmate, and sometimes real talk and serious work is the only way to get something accomplished. However, just like there is a time and place for tough love and grinding away, there is also a big place for fun and positivity!

In fact, happiness has been proven to raise business productivity by 31%, not a number to sneeze at! Positive work experiences and relationships have a direct impact on success, motivation, engagement, and productivity. Shifting to a more positive and fun environment is one of the simplest ways to make a big impact!

Providing little breaks throughout the day where employees can relax and enjoy time with each other is a great way to build community and increase their desire to do well for their team. Ensure that the community involves everyone! Managers, ensure that you take the time to get to know your employees, check in on them, talk to them about work and life and show them that you really care. This promotes a culture of employees who feel cared about, comfortable, and happy!

In addition, providing a good employee experience underlines the idea that you care about your team. This shows them that they matter to you and/or their company and improves their motivation to perform.

Provide Positive Leadership

It isn’t enough to provide a fun and positive atmosphere for your employees – you need to walk the walk! Leadership should act as a prime example for your team and set the tone for a positive and motivated workforce.

Empower your leaders (and yourself) to approach their jobs with a positive and understanding approach – and don’t keep it a secret! Create a plan to communicate the company’s goals, values, and new directions with the entire team. Transparency breeds trust and a sense of belonging, both of which are crucial for happy employees.

Furthermore, instill trust in your employees. To one extent or another, employees want a sense of independence at work. They spend their days mastering their tasks and learning everything that they can to do the best job – show them that you see this! Take cues from them on their expertise and bolster their confidence at work by acknowledging that they know best when it comes to their specific job.  

Promote Fairness and Reward Accordingly

Of course, we can provide you with the most amazing tips in the world – but if your team doesn’t feel like you’re being fair and equitable, you won’t see much of a benefit. Feelings of favoritism and distrust are sure ways to lose your employees faith in you, and their desire to perform well for you.

Just like transparency in leadership is crucial to gaining your teams trust, so is transparency in rewards! Work with your team to develop a culture of fairness that rewards employees for wins in an objective way.