Gamification news, tactics, case studies and more. The official blog of Bunchball.
Want to learn more about this approach to drive and measure employee engagement across the human capital lifecycle? Watch our webcast on-demand: The Vision for Human Capital Engagement
Every manager craves a highly committed, motivated workforce. When workers are engaged, business performance is better, customer satisfaction scores rise and ultimately, revenues increase.
But keeping employees engaged isn’t easy – particularly in today’s distracted and fragmented workplace. Boilerplate training programs and dated motivational techniques (contests, SPIFFs, etc.) are expensive, time-intensive and hard to measure. In fact, they do little to keep employees inspired for the long-term – and worse yet, they often have the opposite effect: demoralization. And then motivation sags, productivity lags and the downward spiral picks up momentum from there.
What can you do to turn things around?
Guest post by John Carton, Senior Client Advisor at Bluewolf
If you haven’t embraced big data & business analytics for data-driven decision making, what’s holding you back? Learn the 3 most common roadblocks
What can we learn from the increased Republican voter turnout on Super Tuesday, and how can those lessons be applied to business?
Today’s employees are distracted. Email. Meetings. Mobile devices. Social media. Chatter across open layouts. Researchers say office workers are now interrupted—or self-interrupt—about every three minutes. No wonder it’s so difficult to motivate people to stay on task.
Our survey also found that nearly nine out of ten attendees (87%) plan to evaluate digital engagement platforms in the coming year. Why? Because there’s widespread recognition that digital engagement platforms can drive participation in learning systems leading to a direct positive impact on the bottom line.
Call center managers are constantly on the look-out for ways to improve operational efficiencies and performance overall. We recently helped a customer that needed a fresh approach to a variety of traditional call center challenges.
If you’re an executive overseeing a diverse workforce or human resource manager looking to identify top performers, you need to recognize these differences and find ways for every personality type to excel.
While some organizations take a Grinch-like approach of “make your quota or else,” fear-based tactics during crunch time will never properly motivate teams – at least not long-term.