Naureen Meraj & Imran Sayeed - Retaining the Best Employees & Driving Leadership with Gamification
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Naureen Meraj & Imran Sayeed - Retaining the Best Employees & Driving Leadership with Gamification

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No company wants to lose a valuable and essential employee, especially one that possesses strong client relationships. Many companies are finding that sustaining morale and loyalty among employees has ...

No company wants to lose a valuable and essential employee, especially one that possesses strong client relationships. Many companies are finding that sustaining morale and loyalty among employees has become a real issue within their own walls and in industries across the board. These business issues are not immune to employees who are the key to driving innovation, productivity, resulting revenue and market growth. So how do companies combat this trend and continue to raise the level of morale and loyalty among their employees? Gamification. In this speaking session, attendees will learn potential advantages of keeping employees engaged through gamification, while understanding why traditional engagement models don’t apply to the workplace anymore. Additionally, those in attendance will learn how to develop and implement a gamification strategy that taps into their organization, getting the best out of what their employees have to offer.

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Naureen Meraj & Imran Sayeed - Retaining the Best Employees & Driving Leadership with Gamification Presentation Transcript

  • 1. GSummit  San  Francisco  April 2013Retaining  the  Best  Employees  &    Driving  Leadership  with  Gamification
  • 2. WHY  IS  EMPLOYEE  ENGAGEMENT  IMPORTANT?  
  • 3. 3Gallup  Poll                        Human  Perspective  The  PEOPLE  What  are  they  thinking  when  they  are  NOT  ENGAGED?  WORKLack  of  Excitement  Lack  of      Enthusiasm  Decrease  in    ProducBvity  72% of U.S.workforce &69% of globalworkforce isdisengaged;their job is “justa paycheck18% ofemployees are“actively hostile”The full potentialof theengagementbecomes lost forthe outsourcer aswell as the client
  • 4. 4Why  should  Management  care?  Ownership   Produc0vity   Innova0on  •  Dedication  •  Commitment  to  success  •  Continuous  improvement  in  quality,  efficiency    •  Attrition  costs:  §  Departure  §  Vacancy  §  Staffing  §  Training  §  Mining  Knowledge  •  New  ideas  •  Creativity  
  • 5. 5What’s  missing  in  the  traditional  model?    Positive  Motivators  ACHIEVEMENTS  • Set  Targets/  Goals  • Break  projects  &  tasks  into  easily  recognizable  stages  leading  toward  ul0mate  objec0ve  • Punctuate  with  small  but  marked  achievements  RECOGNITION  • Feedback  fundamental  to  mo0va0on  • Construc0ve  but  posi0ve  • Iden0fy  future  expecta0ons;  give  employees  something  to  aim/strive  for  • Achieve  through  a  structured  review  system  (but  keep  in  mind  the  best  0me  to  give  feedback  is  when  event  occurs)  CHALLENGE  • Work  should  be  interes0ng  (to  engage  employee’s  aTen0on)  • Work  should  be  s0mula0ng  (to  maintain  interest  and  provide  sense  of  personal  achievement)  • Allow  for  par0cipa0on  in  new  projects  and  work-­‐related  events  ADVANCEMENT  • Short  Term:  Increased  responsibility;  Acquisi0on  of  new  skills;  Broader  experiences  • Long  Term:  Promo0ons  Salary  raises  • Design  project  plans    that  allow  for  employees  to  feel  as  if  they  are  moving  in  right  direc0on  DEFINED  RESPONSIBILITY          • Empowerment  &  Control  • Most  posi0ve  and  las0ng  mo0vators  • Provides  a  level  of  advancement  that  will  give  rise  to  employee’s  sense  of  achievement  • Assign  to  those  who  are  ready  (showing  confidence  &  capability)  to  avoid  failure  Based on Frederick Herzberg’s Long-Term Approach for Sustainable Enthusiasm and Commitment
  • 6. A  NEW  APPROACH  TO  EMPLOYEE  ENGAGEMENT  
  • 7. 7      10  Areas  of  Focus  –  GAMIFY  IT!  Management  Respect  for  Employees   Fairness  /  Compensation   Communication  Work  /  Life  Balance  Professional  Development  Teamwork  Corporate  Relations  Performance  Feedback  Overall  Level  of  Job  Satisfaction  LEVELONELEVELTHREELEVELTWO
  • 8. 8A  leadership  development  game  enhancing  leadership  skills  across  different  levels  and  roles  within  the  organizaBon  Addresses  various  aspects  of  leadership:  Team-­‐building,  problem  solving,  communicaBng,  planning,  goal-­‐seKng  and  managing  change    The  Mission  map  guides  the  employees  through  mulBple  challenges  Each  challenge  is  a  leadership  subject  to  learn  about  and  advance  an  employee’s  career  ‘Avatar-­‐based’  –  can  be  tailored  for  different  personality  types  Ability  to  collaborate  with  peers  Helps  managers  idenBfy  future  leaders  “A  first  in  the  industry”  accessible  to  all  companies  on  the  Ignite  GamificaBon  cloud-­‐based  plaUorm  Gamification  Example:    Leadership  Development  =
  • 9. 9EducaBonal,  collaboraBve  and  moBvaBonal  mobile  game  to  facilitate  training  of  large  and  scaVered  sales  force.  Learning  content  is  highly  accessible,  transformed  into  secret  files,  sales  people  can  track  their  progress,  earn  rewards  NTT  DATA  Gamification  Example:    Sales  Training    The  Dashboard  presents  the  News  with  recent  acBviBes,  Rewards  and  Leaderboards.  The  Sales  Missions  secBon  allows  user  to  enter  New  Deal  informaBon,  track  progress  and  close  deals  to  get  points  and  access  rewards.  The  Secret  Intel  secBon  makes  the  employee  access  “secret  files”  about  new  products,  pass  test  to  get  even  more  points  to  improve  posiBon  in  leaderboard  and  get  more  rewards!  QuesBons  screen   Progress  screen  =
  • 10. 10Internal  Quality  Employee  SaBsfacBon  Employee  Loyalty  Increased  ProducBvity  Value/Quality  Client  SaBsfacBon  Client  Loyalty  Profitability  &  Growth  Return  on  Investing  in  Employees:      The  payoff  of  a  committed  workforce    Give  employees  meaningful  work  and  help  them  grow  professionally;  In  turn  employees  will  help  the  employer  and  client  in  achieving  goals  for  profitable  growth  Metrics  for  Success  
  • 11. 11Ø  Ownership  •    Emergence  of  2  new  Centers  of  Excellence  based  on  work  being  done  offshore    Ø  Productivity  Ø  Reduced  India  attrition  rate  by  over  50%  Ø  Increased  employee  referrals  by  30%  Ø  Increase  collaboration  and  knowledge  sharing  •    “Socially”  -­‐  -­‐  few  hundred  to  4000+  active  participants      Ø  Innovation  Ø  Laid  out  the  groundwork  for  new  initiatives  •  “Smart  Idea  Challenge”    ü  Generated  over  300  new  ideas  resulting  in  11,000  hours  of  additional  support  capacity  for  client  at  no  additional  cost  ü  Over  $10M  in  revenue  and  cost  savings  for  client  Success  Story  
  • 12. 12Imran  Sayeed  NTT  DATA  SVP,  CTO  Imran.Sayeed@nttdata.com      Naureen  Meraj  NTT  DATA  Global  Lead  Gamification  and  Strategic  Engagement  Naureen.Meraj@nttdata.com        Contact Us
  • 13. This document contains confidential Company information. Do not disclose it to third parties without permission from the Company.