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.

How to Be an Objective Manager

How to Be an Objective Manager

How to Be an Objective Manager

Defining Objectivity

What does it mean to be an objective manager? Objectivity means lacking bias, not showing favoritism towards one side or the other. So, in a nutshell, an objective manager must manage his team without bias or favoritism. His (or her) view must be crystal clear in order to see beyond skewed perceptions and to be able to avoid favoritism in the workplace for the greater good of his team and the business as a whole.

Objectivity: the quality or character of being objective lack of favoritism toward one side or another: freedom from bias.

“Freedom from bias”, or a “lack of favoritism toward one side or another” is a very positive quality to have in our interactions with others, but even more so in our interactions with those who are subordinate to us in our careers. When someone is a leader of any kind, it is vitally important that they have a broad understanding of the goals of the organization. That they will then also be able to translate that into the work that they are responsible for is the goal. Everyone within an organization needs to have a clear understanding of the big picture, and a view that is free from bias. Team managers, as leaders, must ensure that their management style is objective so that that their views are not clouded when decisions are made about how to meet the company’s goals. Good decisions cannot be made on bad information, and good managers recognize bias so that it can be dealt with accordingly. Any leader who struggles with bias or favoritism in the workplace will be using information that is inaccurate to lead with, which in turn skews the thought processes and most notably, the accomplishments of their employees. And that is not what good leaders – and objective managers – need to be doing.

Let’s discuss Principles of Management.  What are the qualities of a good leader and an objective manager? Besides the obvious ones already discussed, the all-important lack of favoritism and/or bias, there are several qualities that managers will want to develop to be good leaders, and several principles they will want to follow.

Principles of Management

Let’s discuss Principles of Management.  What are the qualities of a good leader and an objective manager? Besides the obvious ones already discussed, the all-important lack of favoritism and/or bias, there are several qualities that managers will want to develop to be good leaders, and several principles they will want to follow.

“Dispassionate objectivity is itself a passion, for the real and for the truth”.

– Abraham Maslow

No matter the industry, great leaders are essential. The responsibility of a leader to be fair and remain objective is one of the benchmarks of any business. Leaders who can minimize personal biases are then able to keep a realistic perspective, aiding in objectivity and the overall success of the project. Whether considering a performance review, work on a major project, or hiring new employees; the manager may want to take precautions and make sure that they are basing their decisions on good information. If the manager knows his information is solid, not skewed, and that his approach is objective, then he or she can be confident that the right decision is going to be made. With solid leadership, a solid effort from the team should result. Growing the confidence and communication skills of your team will have only positive effects the team and on the company. There are many ways to build your team’s strength and skills with gamification being a top choice. ZIZO can tell you more about their unique team building Performance Management Systems and Gamification Platform and offers an easy, free demo.

ZiZo’s innovative workforce gamification management software will positively impact your 
culture, productivity and ultimately– your success.

Managers need to be able to manage their workforces objectively and effectively for the company as a whole to be successful. A good manager must also be willing to consistently educate themselves and grow in leadership skills. Good leaders also make the workplace a safe space where the employees know they will be heard and not be judged unfairly. Employees know when their boss is not seeing things clearly and that lack of authenticity breeds distrust, which in turn, stresses the employees and disrupts the flow of work. This is not what any business owner wants. Let’s talk about a few pillars of good leadership.

Are You Doing All You Can to Stay Objective?

In assessing your objectivity, ask yourself the following questions:

  • Do I consider all the available information before making a decision?
  • Is there a way I could make use of observable data in my daily managerial duties?
  • Do I let my decisions be influenced by my personal opinions or experiences?
  • Do I hold biases that influence my behavior at work?
  • Have I overreacted in ambiguous situations?
  • Do I rely on my judgment when making decisions?

What Makes a Good Leader?

Be aware of your biases. As an objective manager, you will want to make sure you take the time necessary to make unbiased decisions when they are called for. If you as a manager are not aware of your own predisposition towards favoritism, you could easily rush decisions resulting in errors in judgement. It is vitally important to not only be aware of your biases but to also actively take steps to mitigate them. If biases exist, the manager must recognize them to be able to make crucial decisions fairly. Preconceived notions cloud your view. The manager who can recognize this and do what is necessary to prevent them from unfairly influencing decisions is taking a powerful step towards good leadership.

Consider your reactions. Part of being aware that you may have biases towards different situations is also recognizing those in your own reactions. Again, effective managers take the time needed to ensure they are making fair decisions without bias and need to do the same when reacting to work situations. In taking that time and considering the bigger picture, you are safeguarding your ability to see things from a different perspective, remain impartial, and be certain that the decisions you make for your team are reasonable and non-discriminatory.

Get to know your team. They will each have unique experiences and abilities and it’s the job of a manager to get to know them so that each employee will be able to do their best work for the benefit of the company, as well as themselves individually. Knowing what motivates your employees and making a determined effort to create more opportunities to motivate them is key to encouraging growth. Objective management creates a positive environment of growth and appreciation, which spurs company growth and advancement.  The ZIZO platform is a great way to do this because it fosters good communication, adds a bit of friendly competition into the day, and encourages team members to reach their goals.

Welcome collaborative thinking. Know what the company’s vision is and be able to effectively share that with your team. When team members share the vision, they are invested in the success of the company, and are working towards the common goal. But without the vision, the motivation is not the same. A great way to encourage your team to share the company vision is for the leader to be invested in their ideas. Your team members likely have some thoughts of their own that would benefit the whole and a great manager will build an environment that encourages them to share their thoughts. If a team member feels that their ideas are appreciated, they will be more willing to share their concepts with the team which builds a sense of community, a feeling of being included and being invested in the success of the group, which strengthens the company overall.

John Maxwell, in his 21 INDISPENSABLE QUALITIES OF A LEADER, lists many merits of a good leader.  Among them are many traits that you will not only want to see in yourself, but also will want to build in your team. Number one on the list is being a person of good character because character is more than just what you say, it’s who you are and how you live. Be the person ready to recognize things in yourself that can be improved, then work on that. Desirable character traits include honesty and reliability, being a good communicator (which also includes being a good listener), working hard, and being diligent to fulfill your responsibilities in a respectful manner. Also on the list, commitment and competence are very important qualities for a leader. Show your commitment to continuing leadership education for yourself and it will translate into your team wanting to do the same. A good leader will do all the above and help others do the same. There are some great team-building tools available that leaders can use to promote growth within their teams, with ZIZO topping the list.

Good, solid communication skills are high on the list because it is one of the most important qualities for a leader of any kind. When you show that you can effectively lead by being clear in your communication while also allowing your team to let their voices be heard, it follows that both sides are being heard clearly. Good communication in this scenario is both sides being fully heard and understood. Then the leader can take all ideas into consideration and make a decision based on the thoughts of the team as well as his own. The team will be then be able to respect it since they know their voices have also been heard. Gamification provides an effective way for team members and leaders to communicate with each other – plus it’s fun so people will want to participate.

How Can a Good Manager Lead Objectively?

Courage, discernment, focus, and passion are more qualities that Maxwell calls indispensable, and for good reason. He defines courage as making things right, not just smoothing them over, which is an essential quality for leaders because it is the leader’s responsibility to be able to fix things that are wrong by identifying the root of it and correcting it. And at times, it may take courage to do so. Courage goes hand-in-hand with discernment, which is defined as “the ability to find the root of the matter.” An objective leader needs both discernment and courage.

“Smart leaders believe only half of what they hear. Discerning leaders know which half

to believe.”

~John. C. Maxwell

Generosity is a hallmark of the discerning, courageous leader that is focused and passionate about what he is doing.  Putting people first and being grateful for what you have are qualities you will see when generosity is being put into practice. It’s been said that your candle will not dim by lighting another. This is how good leadership should work. American President Calvin Coolidge stated that, “No person was ever honored for what he received. Honor has been the reward for what he gave.” Any company that prioritizes these leadership qualities including generosity is setting their own stage for success, and they can easily outshine their competition.

An objective leader is also a problem solver. As good leaders, they understand that small issues can turn into large ones, so they will prioritize fixing these issues. They work hard to build good relationships because that is the basis for making the company work. With good rapport and communication, and a situation where the team member feels valued, they will in turn, value the company and work hard to correct problems as soon as they are identified. When team members see leaders that take responsibility to go that extra mile to get the job done because of their own drive for excellence even in small things, they will do the same. The teams are treated to the sight of their leaders having self-discipline and acting as servant-leaders. Their vision for the future is accomplished by rightly discerning the truth, encouraging proper communication, and solving whatever problems come their way through humble service to others.

Objectivity as a leader involves creating a culture of collaboration, trust, discernment, honesty, and courage to rightly identify and correct issues as they arise while building relationships. By maintaining a high standard of excellence and open communication, building trust among team members and helping each one reach defined goals, leaders truly lead their teams to success.

ZIZO offers a fun and engaging gamification platform on which to motivate your teams, easily manage data and communications, help team members reach their goals, and promotes the overall success of the business; all done in an engaging, competitive, and fun way.


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.  

Does ZIZO Work?

Does ZIZO Work?

Does Zizo Work?

What do you like most about ZIZO?

Which feature do you use the most?

How often do you use ZIZO?

How is the experience of naviagting ZIZO?

What is your goal when you use ZIZO?

Describe a situation where ZIZO is most useful to you.

How is your communication with the ZIZO team?

Does ZIZO work? Here at ZIZO we work hard to create a tool that will make everyday tasks easier and more fun! Learning from our users is crucial to the development of our software. Customer feedback gives us the chance to see what is working and what could use some improvement. Recently we went to visit one of our beta testers to see what they had to say. I figured a Q&A would be the best way to give you a little glimpse into what our active users are saying about us. So here they are!

What do you like most about ZIZO?

Overall, many of the agents reiterated how much they love the concept behind it and the direction you are heading in! They find it very helpful having the ability to see all the data in real time as this always keeps you in the know. Visually they think that the app looks very clean and is easy to use. One agent said

“The competition it creates keeps me working harder because I want to win” – Bryan W.

Which feature do you use the most?

To help find out what features are important to the users we asked them what they use the most within ZIZO. To help increase their efficiency we want to know what helps the agents. Most of our beta testers enjoy viewing the reporting. Chris S. stated,

“The reporting helps me keep an eye on my performance and hold myself accountable.”

Other agents said that they use the leaderboard on a regular basis to see where they rank among their peers. The leaderboard shows how you are doing and if you need to step it up.

How often do you use ZIZO?

All of our testers said that they use ZIZO daily and they check it pretty often throughout the day. Hilary G. said,

“I check ZIZO almost every 30 minutes and when I am not actively checking it I have it open on another screen.”

How is the experience navigating ZIZO?

An app is just about useless if people don’t know where to find what they are looking for. It is important to make sure that agents do not waste time looking for data. We want it right at their fingertips for quick and easy viewing. We were pleased to hear that all of the agents at our beta location found ZIZO incredibly easy to navigate. Some saying that no training was necessary because everything flowed so well that it just makes sense.

What is your goal when you use ZIZO?

When logging into ZIZO our agents advised that they rely on us to track trends. With all of the real time data in one place it makes it easy to go back in time and view the reporting. They enjoy having the ability to view numbers from previous months or set a custom time frame (specific week/weeks). Aside from tracking trends users stay logged into ZIZO as a way to monitor their own personal performance. When they close a deal or input something into the system the love seeing how the numbers change and how close they are to achieving their goal.

Describe a situation where ZIZO is the most useful to you.

No one had a specific situation however they all mentioned it helps to keep them on track. They know how the month is going and what needs to be done to improve.

How is your communication with the ZIZO team?

Agents love having so many options to get help if they need it. They have the ability to chat through the app, email, call or setup a video call. One agent advised

“If there are ever any issues or concerns they are always addressed quickly and efficiently.”

Overall, we received great feedback from our beta group. They continue to enjoy using ZIZO and look forward to seeing it grow. In a short amount of time, they have noticed how much it has help them stay motivated and engaged throughout the work day. Our users feel like ZIZO is contributing to their increased success. They are glad that they were asked to be apart of our testing and hope to continue with us as we add more features. To learn more about ZIZO and how we can help you please visit our website at www.playzizo.com – ITS GAME TIME

4 Steps to Creating a Culture of Healthy Competition

4 Steps to Creating a Culture of Healthy Competition

4 steps to creating a culture of healthy competition

1. Mix Up the Competition

2. Make it FUN

3. Provide Variable Rewards

4. Be Purposefully Transparent

Healthy competition in life is inevitable. We’re constantly competing with those around us, ourselves, and our environment – often without even realizing it. While it can act as an incredible driver for many, when implemented incorrectly, competition can be detrimental.

In a work environment where collaboration is widely promoted, competition seems like the opposite solution to increasing performance. However, when done correctly, competition within a team has the potential to push your employees to perform at new levels.

Implementing any competition within your workforce should be approached with caution. Try using the simple tips below to try competition at work the right way.

Mix Up the Competition

As you’re already well aware, everyone on your team works differently. Some employees have no problem going head-to-head with their coworker and even thrive on it. On the other hand, some are intimidated by direct competition, and even become unmotivated when faced with that type of challenge. Those who don’t love a good face off might thrive when working with a team against another team or might do best competing against a goal instead of an individual.

Providing one type of competition will accomplish increased production for few but will likely have the opposite effect on the rest of the team. Consider varying the types and durations of competition. This keeps the competitions from feeling stale, while simultaneously appealing to every type of employee.

Consider the following:

Face Offs

Regardless the collaborative environment at your office, there will always be employees who thrive in a one versus one competition. Set the tone early that this is a fun competition that should be taken lightly.

One-on-one competitions are the trickiest to manage when it comes to hard feelings. It is crucial to purposefully match the right employees together. Ensure that those involved in the competition are of similar performance level. Pairing up employees at differing abilities will ruin the fun of the competition and may lead to hard feelings towards your management.

Team vs. Team Challenges

Team face offs are a great way to encourage both competition and teamwork. Pitting two groups against each other is and awesome way to encourage specific behaviors. If you have a handful of leaders that you want the rest of your team to follow, split them up and build teams around them.

Providing an activity which requires collaboration opens the door to mentorship and learning from each other without feeling forced.

Individuals vs. Goal

Some people simply don’t like feeling compared to others – there are competitions for them too! Even the most introverted employee can’t resist a good challenge from time to time. Push their performance without pushing them outside of their comfort zone by setting them up with a challenge against themselves.

Make it Fun

While it should go without saying – it is incredibly important to remember to make workplace competitions fun! It is easy for employees to get caught up in their performance metrics and looking good for the boss. Don’t let it happen to your team!

Don’t forget to remind your employees every step of the way that competitions at work are for fun. Break up some of the intensity with less important competitions that highlight non-work-related skills like desk decorating, fitness, or cooking. Use different rewards to give each competition different weights – they don’t all have to be the end all, be all.

Especially when competitions are first introduced, your employees will be looking to you to take cues on how seriously they should take them. Ensure that the importance of performing well is highlighted, while keeping things friendly and light. Workplace competition is supposed to be friendly not exhausting!

Provide Variable Rewards

Every individual is motivated by different things. Some employees prefer tangible goods, while others will give 110% for the potential reward of recognition; many are motivated by rewards like time off or company perks.

To accomplish maximum participation from your team, it is important to provide prizes that appeal to everyone. Of course, it is impossible to make everyone happy every time.

This problem can be solved in a myriad of ways. The most common solution would be to change up the reward for each competition. Carefully plan your rewards ahead of time to ensure a schedule with something for everyone. Create a reward schedule that is equal parts tangible goods, monetary, perks, and recognition – but don’t share the schedule with your team. Creating a predictable schedule could cause your employees to get bored and lose interest in the competition.

If trying to perfectly plan a reward schedule that everyone will love without becoming predictable is making your head spin, there are other solutions!

At ZIZO, we were sick of trying to guess what everyone would want, so we decided to let them choose! All competitions on the ZIZO platform are rewarded with coins and ZBucks (currency). To keep things exciting, all of our competitions are worth different amounts of reward.

Winners can take the currency and spend it in our reward store for whatever makes them happiest. That way – the winner wins big every time! Giving competitors the power to choose what they’re working for increases their likelihood of caring about the competition.

Give them the opportunity to beat their own record or reward them for hitting a certain milestone by a specific deadline. Providing them with a solo competition will crank up their drive to perform without risking the adverse effects of competing against someone else.

Collaborative Team vs. Goal

Engaging the entire team to work towards a collaborative goal is by far one of the most effective ways to implement competition into the workplace. In a study conducted by ZIZO, we found that most individuals prefer working with a team towards a common goal rather than facing another team or individual.

In addition to the data, we’ve tested this firsthand. In my own agency, we’d run a contest almost every Friday. We’d give the entire team a goal to accomplish and whenever they reached that number, they could take the rest of the day off, paid. The team would successfully reach the goal 90% of the time!

Blitz Competitions

A blitz competition is a great way to jump start productivity when your team is in a slump. Announce a short competition, starting immediately to create a buzz and some excitement. A blitz should be no longer than an hour long, and its best if the prize is available then and there.

Multi-Day Tournaments

On the occasion that your team needs less excitement and more focus try a multi-day tournament. These are a great resource when your team needs a refreshed interest in any one KPI. By creating a longer competition, you’re enhancing the need for employees to focus on their performance over the course of a few days.

Battle Royale

If your whole office needs a little wake-up call, a Battle Royale is a great way to get everyone’s attention! This is a ‘fight-to-the-death’ style competition that leaves only the best as the last man standing. While employees are competing directly with their peers, the entire team is involved, which takes a lot of the pressure off those who aren’t wild for the intensity of a face-off.

Be Purposefully Transparent

Regardless of how meticulously you plan competitions, they’ll never be successful if your team doesn’t have trust in it. Perceived bias, inaccurate score keeping and lack of follow through on rewards are among the most common reasons a competition fails.

It is incredibly important to ensure your employees trust the competition mechanics 100% for them to go all-in for a contest.

 The easiest way to earn your employee’s trust is to be as transparent as possible with them. If they’re able to keep tabs on the system throughout the entire competition, they’ll have no reason not to trust the outcome.

Share with employees what is being measured, who is being measured, and how a winner will be determined. Provide them with any information relevant to the competition upfront and before they have to ask.

While competitive workplaces get a bad rep, don’t let it scare you! The right type of competition can elevate your team’s performance and bring new life to your workforce.