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Learning Trends

Learning Trends

Learning Trends

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.

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.

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.

Why Are Micro-Rewards Effective in the Workplace?

Why Are Micro-Rewards Effective in the Workplace?

Increase Productivity with Rewards and Recognition

Why Isn’t Everyone Micro-Rewarding?

Gamification for Employee Engagement

Boost the Bottom Line with Micro-Rewards

Have you ever worked at a job where you feel like you are not being appreciated or recognized for your hard work?

Let me answer for you… of course you have, and you’re not alone! Many people feel as though they are overworked and underappreciated. If this isn’t the case for you, then you are part of the lucky few.

One of the biggest problems within a workforce is lack of recognition for your hard work. Furthermore, a workplace that does acknowledge and rewards its employees is more likely to retain valuable staff. In fact, 79% of employees polled in 2019 said that an increase in recognition and rewards would make them more loyal to an employer.

If you put in extra hours or go that extra mile, but nobody seems to acknowledge all your hard work, this starts to have an impact on your work – whether you conciously realize it or not. Slowly, you start to resent your job, boss or co-workers. Before you realize it, you stopped trying as hard and just do what you need to do to get by. Eventually it may escalate into you moving on to a different job.

However, what if you were recognized more often or rewarded for beating the deadline? 

rewards effective in the workplace

Increase Productivity with Recognition and Rewards in the Workplace

Businesses with recognition programs outperform those without them by an average of 14%. While those who report being unhappy or planning to leave their current job often report that employee recognition is one of the main reasons, making lack of recognition a costly problem for employers.

In order to help lower the chances of this happening, things will need to change. Thats is where micro-rewards come in. Micro-rewards are small and frequent rewards for completing tasks or reaching goals. By continually getting rewards for performing well in your job it naturally increases motivation. This concept is true not only in the workforce but in many other applications as well.

Business leaders want to know what the secret is to keeping employees happy and engaged. There have been many studies around micro-rewards in the workplace. One study by Kaitlin Woolley and Ayelet Fishbach was published in the Journal of Personality and Social Psychology. In the study, they found that people who received immediate rewards for completing smaller tasks were overall happier.

In addition to this, people who received rewards more frequently lead to added enjoyment in their work and increased interest. This was taken a step further with those same people. They found that the workers continued to remain interested even when there were no more rewards coming in. This showed that the positivity from the rewards and recognition had a lingering effect that lasted even when the rewards stopped.

Woolley stated “If you have a hobby – say you like to knit or quilt – the process itself is enjoyable, it’s intrinsically motivated. You’re doing it just for the sake of doing it, rather than for the outcome.” When employers add micro rewards, this results in a similar outcome. Based on the research Woolley and Fishbach found these immediate rewards will increase the overall experience of the task at hand.

Employees no longer just view it as a job or task that needs to be completed. As you can assume this not only will benefit the employee but also the business. The employee is now happy and engaged in their work. While the business will have a motivated and loyal employee working hard to accomplish tasks. It is ultimately a win-win for all parties involved.

Why Isn’t Everyone Micro-Rewarding?

If the solution is so simple why isn’t every business doing this?

The answer is many of them do not think it is a good idea. People think that by giving employees a bonus too soon or too often can result in some negative consequences. By giving someone something too early, you remove the thing that may be motivating them to work harder. They will then stop working or not work as hard because they do not see the reason to.

While this may be true for some this is not the case for all. “More evidence suggests immediate rewards are beneficial,” said Woolley. “They’re a useful tool for increasing interest in an activity.” Depending on the team lead, manager, owners, etc. they may not know just how impactful a small change like this can have. When businesses grow in size it is often difficult to stay in close communication with every employee. This leads to people not being heard and feeling overlooked. Constantly reminding employees that they are appreciated or noticed will help minimize that.

Another reason businesses are not using micro-rewards is due to the inconvenience it may cause. No one wants to spend time and money on something they don’t see as essential to business success. They haven’t needed to do this before, so why start now? As previously mentioned, when a business grows it becomes too cumbersome to remain in close communication with every employee. Many don’t have the ability to put someone in charge of managing all of that. It is a lot of work to balance how much an employee is getting, how often, how much the business overall is giving to all the employees and so much more.

It is not as simple as just giving something away every so often. Employees have different day to day tasks, goals and etc. Whoever oversees handing out the micro rewards would not only need to set the goals for each employee but also track that they hit them on time. This would result in a lot of hours of work to make sure this was done properly. With multiple micro-rewards, it can get confusing very quickly. This can have business owners feeling like it is more work than it is worth.

However, what if there was a software to help manage all of this? A tool created to solve just this problem for businesses.

Gamification Software for Employee Engagement

This is where an employee workplace gamification & business intelligence platform can help. A software dedicated to fixing the problem that every business faces. No longer do employees need to feel like they are not valued. ZIZO was created for the purpose of helping not only businesses but the people who help keep the business going. ZIZO’s gamification components incentivize staff by rewarding them for achieving daily, weekly, and monthly goals and foster a culture of transparency and accountability.

Instead of just letting employees know via email what the goals are, why not turn it into something fun that they can look forward to? ZIZO gives managers the ability to create Contests and Tournaments based on specific KPI’s. 1v1, collaborative goals, team competitions and battle royale tournaments make achieving goals fun and engaging. Employees are challenged to hit targets, and in return, they earn Z Coins and Z Bucks that have real monetary value and can be cashed in for rewards like office perks or merchandise. With all of this in one dashboard it makes managing very easy!

High attrition rates are often due to employees feeling as if they don’t have a future in their current roles. When there is no defined career path, employees aren’t entirely sure what achievement means and how it will impact them. With ZIZO’s rank and level system, employees can see exactly where they are headed, how to get there, and what awaits them at the top.

Because it is bidirectional, they also know they need to continue performing if they want to continue climbing the ladder. Everyone can see the performance of their coworkers and how they match up. If an employee goes the extra mile, they will be rewarded for it right away. Management will see that they exceeded expectations and will have an opportunity to thank them within minutes.

Boost The Bottom Line With Micro-Rewards

In an interview CEO of ZIZO Jimmy Chabat said,

“Be agile. This has been the most crucial lesson I’ve learned across all of my business ventures. …, a great company is one that grows, leads, innovates and adapts. Agility is the trait which allows a company to do all of those things.”

As you’re probably well aware, the workforce is continually changing and so should you. Some of you might be asking why should a business care about micro-rewards so much? Shouldn’t the employee just be thankful they have a job? To be honest, if employees do not feel like they are being recognized or rewarded properly they will just leave. An employee leaving results in a business losing money.

Gone are the days where employees will remain with a company for 20+ years.

If an employee does not feel appreciated, they will search elsewhere for someone who will appreciate them. With remote working becoming more popular it will open more doors for employees to find new jobs. So, keeping them happy will ensure that they do not go looking elsewhere. If an employee leaves their job, the cost to fill the position and train a new employee could be thousands of dollars, if not more. If it happens frequent enough this can cause a serious problem and lead to a lot of money being wasted.

“Today’s $46 billion market for recognition, with its focus on tenure-based programs, clearly is failing, and is out of sync with modern employment practices,” said Josh Bersin, Chief Executive Officer and President, Bersin & Associates. “This new research highlights a huge opportunity for companies to redirect existing expenditures to programs that significantly influence engagement and retention. The findings also suggest that recognition programs should align with an organization’s comprehensive performance management strategy to drive business results.”

From a business standpoint this shows the importance of a small gesture saying thank you. A few micro-rewards spread out strategically thanking an employee for all their hard work will go along way. From a money standpoint this would be a great investment for a business. Making someone feel appreciated for their work is as valuable now as it has always been.