For any gamers out there, most, if not all will agree that achieving a Level Up in the game you are playing feels amazing. When you see the flashing lights and glowing emblems that state Level Up Acquired, it really feels good, since you took a long time to reach that point. You had to kill 100 boars, travel miles and miles, climb mountains, go through dark scary caves, use persuasion on other in game characters and so on and so on and so on. And all awhile you could see your XP experience bar get closer and closer to reaching the next level.
Wouldn’t it be great if we had a real life experience bar?
I mean look at how much work, I mean playing, players conduct to reach such a feat. Imagine playing a game and a major driving force is WORKING. They are willing to sit in front of the computer screen and work to achieve goals….. Sounds like a manager’s dream!!! Everyone working hard and consistently to achieve like goals.
The reason why I thought of creating this post was because I personally have experience creating game demos. It takes a lot of preparation and logic to create a game.
Who doesn’t like Progress?
Likewise, there should be much preparation and logic given in the creation of a experience bar within your organization. I have created experience bars within the organization I have worked and consulted for, I can tell you from personally experience that utilizing a experience bar for daily tasks or work lists within your organization works tremendously.
Everyone wants to physically see the progress that they have done. This gives them the drive, the motivation to hit the next goal, milestone or level.
Creating innovative employees, is that possible? Wouldn’t it be the best to be able to hire employees and transform them into creative, innovative and passionate employees. Of course it would, but is the reality?
I answer, Yes!
Why can’t leaders or managers be able to bring in employees that are not innovative and train them to become innovative? What is the essence of being innovative anyways? Well my definition of being innovative is the act of creating new life, new perspective on a new or old idea.
To me innovation is not too difficult to achieve. How many times have you changed something in daily life that help yourself, others or both?
The issues of taking on the feat of transforming your non-innovative employees into innovative ones are as follows:
1. Where to begin?
2. Creating a plan.
3. Presenting your plan in such a way that your listeners will hang on your every word.
4. Will middle management continue with your vision of self-sufficient innovative employees?
5. How to ensure that the innovative fuel does not die down?
These are some of the greatest issues that a leader or manager will experience if they decide to try to transform the culture of their organization into an innovative one. As the manager or leader, ensure that you yourself do not get thrown off the path of innovation, because doing so will become a compounding issue with your employees following suit.
As great managers and leaders, at least one of the best ways to become successful, would be passionate and hungry with what they are doing. Also, many managers or leaders hopes everyday that their employees will feel the same on their job. Low morale and disengagement from employees is widespread and very real, it is a very large issue that is not successfully addressed or in some cases at all around the world.
There is no list I can create to form an acceptable guideline to help guide leaders or managers with employees not being passionate about their jobs or being completely disengaged. What I will do will be focusing more on the on this topic from now on and doing more creative and innovative approaches to help individuals, employees and management, receive the guidance or the answers they are searching for in regards to discovering, finding the key and finally opening the door(s) to employee engagement and their passion level.
A Few Tips Regarding Employee Disengagement
1. Managers and Leaders need to demonstrate engagement themselves. Employees will not even begin to display any level of job engagement, unless they are preparing to take your job.
2. Focus some attention on the employees that currently possess a high level of passion and engagement. By doing so you as the manager or leader can take notes to try and find out why they are so engaged and others are not; you might be surprised with what you discover.
3. Sometimes you have to take a human resources perspective on the situation and try to figure out if pay is the issue, is there harassment at work that you are not aware of or if human resource employees are a bit easy with the interviews of said poor engaged employees.