Tag Archives: millennial

Using Games, Sims and Virtual Worlds – at Work #IHRIMConf

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As you all may know, I’m in Chicago blogging and taking part in the IHRIM HR Technology Conference. I just finished sitting in on an incredible session with CEO Scott Randall, of BrandGames, who is taking gamification to a whole new level. The title of the session was “Games, Sims, and Virtual Worlds – Engaging the next generation workforce.” Using gamification to drive engagement in the workplace. I’ll all about this.

Randall began by telling us all something that we already knew and that being that we are all overworked, over-messaged, and under-engaged at work. We are overwhelmed. Utilizing technology at work is critical if we are to evolve – especially with the techies who grew up on games. “These kids that grew up on SIMS and other games are our current workforce who are expecting to use technology EVERY DAY at work” says Randall. “And we need to be changing with technology in order to keep them engaged and keep our communication methods going forward in a technological world.”

A few stats on gaming:

  • 135 million consumers play at least one hour of video games a month, vs. 56 million in 2008.
  • 75% of US tablet owners play games on their devices, 57% of smart phone owners also play games.
  • 3 billion hours of game play a week are going on, with $60 billion in game sales

Where is this game play happening? – 40% are playing games at work. (Saatchi Gaming Study)

Here is my video interview with Randall after his session:

Randall makes a valid point. If our employees are already participating in games at work, why aren’t we using this same strategy to train and engage our employees?

It is predicted that during 2012 20% of Global 2000 organizations will deploy a gamified application. By 2014 the number will rise to 70%. Those are outrageous stats, IMHO.

Understanding how to apply game mechanics is critical to increase engagement with customers and employees and to motivate positive behavioral changes – and is critical to our success.

Check out BrandGames and find out how you can incorporate gaming into your engagement and training initiatives.

Photo Credit: Gigaom.com

Mixed Nuts in the workplace

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Last night I was catching up on my reading and found a great article on the subject in May’s issue of HR Magazine  entitled “Mixing It Up.” I encourage you to go back and read it if you haven’t already. It gives great statistics of our current 21st Century Workforce Demographics and the dynamics associated with such diversity and how each generation views the next.

The article stresses the importance of understanding the traits, values and stereotypes of the generations represented on your team, in your department or within your organization. When people see how one generation’s childhood is different from their childhood, their personal life experiences, then they begin to see how the values , opinions and work ethics of each generation were formed.

The Mixed Nuts Diversity

Let’s focus first on the Silent Generation or Traditionalists. These folks grew up during the Great Depression and experienced World War II. They witnessed the growth of the federal government as they implemented Social Security, creating jobs and safety nets for the poor and elderly. Their values in the workplace and life in general, tend to be more frugal, rule compliant, loyalty to employers, and a deep sense of responsibility and sacrifice for the good of the organization.

Then we have the Baby Boomers (76 Million of them in fact) who are labeled the “Me” generation.  These are those who go after individual rights in society and the workplace. Independence and social consciousness are their traits because these are those who marched against “the establishment” and fought for equal rights. They are competitive, independent, and workaholics and their identity was closely aligned by their profession.

Generation X (45 million). These are those who grew up as the divorce rated doubled, and single mothers were raising their children and working outside the home. They were often left to fend for themselves after school and had the TV to entertain them. They saw the personal computer come about and went through multiple recessions. Self-management, pragmatic and cynical are their traits. They are prepared at any time for the rug to be pulled out from under them and are just waiting for it. They have a Plan B.

Ahh….The 80 Million Millennials. The technology generation. These kids grew up with home computers and computers and technology in the schools. It seemed as if they were playing on computers when coming out of the birth canal. They grew up in a diverse population in schools and their neighborhoods and discovered cultural differences and were okay with that. Their parents became their friends and became their coaches, praising and encouraging them on a consistent basis. They were taught to get good grades, play instruments and volunteer which experts tell us make them “well-rounded” within the workplace. They also are the ones who don’t see work/life flexibility as perks (like the older generations who feel it is earned) they see it as a necessity for long-term productivity and engagement.

So, how do we bridge this gap? 

The experts say the best way to start bridging the generational gap within the workplace is to focus on their similarities. For example, Millennials insist on having work/life flexibility and the Baby Boomers and Generation X need this as well because they are either caring for their parents or sandwiched in between their children and their parents. And those generation gaps are closing in as the younger generation is stepping up to the plate to take care of their loved ones.

In the end we can’t chase after all the needs of this diverse group we have to do what’s right for our workplace. What’s your model telling you about the future of your workforce?

Source:

http://www.shrm.org/Publications/hrmagazine/EditorialContent/2011/0511/Pages/0511fox.aspx