How Play at Work Makes Work.. Work

It’s a touchy subject: does promoting “play” (or gamification) at work actually make your employees more engaged? It’s a topic that I’ve broached with many senior leaders with varying and valid concerns, mainly:

  1. Gamification can’t truly drive productivity because it is too much of a distraction.
  2. Doesn’t it foster competition rather than drive community and collaboration?
  3. Current internal portal structure doesn’t support or enable gamification technologies.
  4. Correlation between gamification and business performance is unclear.

Target Work Activities to Reward Desired Behavior

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Are you monogamous? Or is job loyalty dead? [#infographic]

The latest infographic from Jobvite explores who today’s workers are more entrepreneurs than traditional employees, embracing change in the pursuit of career growth. In fact, 61% of employees are looking for greener pastures. Obviously, this creates a challenge for employees to retain employees. Take a look at Jobvite’s infographic to see how you can build a monogamous relationship between you and your employees that is lasting and more enjoyable.

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50 Shades of Engagement

Update: A version of this post was published on Ragan Communications: “50 definitions of employee engagement” on August 6, 2012. Thank you so much to everyone who contributed to this post!

With the evolution and growing attention to employee engagement one thing has become very clear. Employee engagement comes in many shades, different definitions. It’s a concept that outwardly has a very simple meaning, but we know underneath, there are multiple layers, multiple shades that add to its complexity. Its meaning and how you define it can vary depending on your role, your organization, your individual satisfaction and even personal happiness. The levels of interest vary: there are those who don’t understand its value and won’t take part at all, those who play more of the voyeur, watching as it  happens, and then there are  those who are eager participants, actively driving and leading engagement efforts. We also know that how organizations define and promote employee engagement has evolved over time and has varying shades of definitions depending on the needs of the organization.

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16 Characteristics of a Social Workplace

Original post: 16 Characteristics of The Social Workplace by Shirley Williams (Blogger of Social Media Pearls)

One tool or platform does not make an organization social. It is not just about the tools- especially in isolation of the bigger picture. Well at least it ought not be. Sensational headlines just feed the fear of those with a  social media phobia.  What organizations and businesses should be thinking about is how can they leverage this new way of doing business.

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Making Employee Engagement Sticky

Interacting with employees via your annual employee survey, your quarterly town hall, company picnic, or annual recognition are all extremely important components to fostering an engaged workforce. But we see these more as employee events or tactical opportunities for engagement. As an overall engagement strategy, you need to transform your business and build an engaged employee experience. That is, to really make employee engagement stick — i.e., sustained engagement– you have to stop thinking in terms of individual employee events and start thinking in terms of interactions between the employee and the organization that build a relationship over time.

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Zombies Do Not Make Good Employees! [infographic]

Having a warm body fill that vacant seat in your office may seem like a better option than nothing, but beware: Your new hire could be a zombie.

No, not the living dead type. More like the deadbeat variety.

A bad employee could cost you upwards of $50,000 when all is said and done. While salary makes up part of the figure, to really calculate the full cost, you have to factor in recruiting, lost business, training and possible legal action. [Mashable]

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