Workpoints

Friday, 24 June 2016

How do we get employees to reach self-actualisation?

In our last two editions, we unpacked the importance of understanding and applying Maslow’s theory of motivation so that an organisation meets its cultural and strategic objectives (Blog 1). We have also delved into how we use elements of our Workpoints platform to achieve this (Blog 2).
However, in our first post we mentioned that Maslow’s top order need, Self-actualisation, is a need level where tangible rewards will almost always fall short. We also said that although our Workpoints platform can’t address this important need directly, our team of qualified Behavioural Specialists can guide you on how best to do so.



So let’s first expand on how Maslow’s Self-actualisation need is explained. Self-actualisation can be broadly described as the restlessness that can arise unless a person does something that is truly of value to them, i.e. what they are meant to do (Maslow, 1943). Furthermore, this level of need is described as a growth need, which is motivated only after basic needs are met and encompasses aspects such as the following; challenge, opportunity, learning, knowledge, beauty, creativity, becoming more of your potential and everything you are capable of. It is the ability to be and to become what you are potentially (Maslow, 1943).

This survey has been created, in-house, by our Behavioural Specialist team here at Workpoints with the results speaking directly to the theory underlying our programme and how to maximise this for your business. Simply put, the results from our survey point us in the right direction as to which employee needs levels are being met…or not.
So how do we at Workpoints have any impact on this you ask? Well before we set-out to set-up your Workpoints programme according to your specific organisational requirements, it is important that we understand the needs of your employees first. We do this by sending out a short 19 question engagement survey to your employees.

Say for example, we see that all your employee lower order needs are satisfied, we then encourage the activation of activities that speak to higher order and growth (Self-actualisation) needs alike. This could mean including activities that encourage personal training and development, knowledge sharing, taking on more challenging work, etc. We then monitor the data captured by these activities to see if behaviour, specific to the respective need levels, is improving. We also conduct follow up engagement surveys to stay on top of how your employee’s needs might be changing.

That, in a nutshell, is how we address needs levels that might appear to be outside the direct grasp of tangible rewards. For more on our engagement survey, stay in touch for our next blog or contact us at info@workpoints.co.za 
Authors
Jillian Dabbs (MCom Industrial Psychology)
Jillian is a part of our Behavioural Specialist team here at Workpoints. She is our content developer, our avid blogger as well as our party planner.


Estée Roodt (MCom Industrial Psychology)
Estée is part of our Behavioural Specialist team here at Workpoints. She is our keen researcher, our problem-solver and our number one sports star.



Workpoints is a fully featured reward, recognition and incentives platform that provides you with the tools to create a high performance organisation. Our easy-to-use application integrates simply into any organisation and instantly encourages staff to do the daily grind with excellence and energy. Visit www.workpoints.co.za for more info and a free trial!

References
Maslow, A. H. (1943). A theory of human motivation. Psychological Review, 50(13), 370–396. http://doi.org/10.1037/h0054346

Wednesday, 15 June 2016

The importance of recognition

As emphasised in last week’s edition, the culture of an organisation is the critical success factor to the execution of a company’s strategy. Therefore, understanding and positively influencing the behaviours of those who impact a company’s culture is imperative in order to generate a desired state. 
While we have delved into the one of many theories, Maslow’s theory of motivation, underlying our Workpoints platform. This week we would like to share a few more insights with you regarding Maslow, in particular regarding the Belonging and Esteem levels.

When investigated further, we see that these two levels can be directly influenced through Workpoints, our modern day recognition programme.
Belonging, according to Maslow (1943) is a lower end need. The importance of keeping the lower order needs of the individual satisfied is that it releases him or her to pursue higher order needs which relate to social goals (Maslow, 1943). For example, in most cases, only once an individual fulfills the need to feel a part of the team, will he or she take on more challenging tasks within the team. 
The needs associated with the Esteem level can be grouped into two sections namely; a) strength, achievement, adequacy, confidence in the face of the world, independence and freedom and b) The desire for reputation, prestige, recognition, attention, importance, appreciation (Maslow, 1943, p.381-382). Maslow (1943) describes that meeting the needs of Esteem will allow an individual to experience feelings of confidence, worth, strength, capability, adequacy and usefulness.
So how do we connect these two levels with modern day recognition you ask? Our social timeline, our peer-to-peer recognition and our leaderboard components of Workpoints help us make the connection. These elements are often referred to as gamification elements or otherwise known as the concept of “using data to move behaviour” (Hein, 2013).

Our social timeline allows all employees to see the in’s and out’s of the organisation. Who has achieved what and who has awarded to whom. Most importantly, if their name appears on this timeline, the entire organisation will be able to recognise their hard work.

Our peer-to-peer component facilitates point transactions between colleagues. Not only does this enable employees to thank and be thanked, but it fosters a culture of team engagement.

Our leaderboard enables anyone on the programme to see who has earned the most points for the week, the month or the quarter. We can only imagine the sense of accomplishment should an employee see his or her name at the top of this list.
These three elements appeal to employee’s intrinsic human desires for personal achievement, social status, self-expression, community, closure and competition (Hein, 2013). And yes, you made the link, these descriptions are almost identical to those of Maslow’s two levels discussed above.  
Ultimately, when we apply Maslow’s hierarchy of needs to organisations, it becomes a powerful tool in understanding the motivation and needs of employees. It enables leadership to understand human behaviour in order to create a high performing culture – a culture all companies are out to achieve. 

With the right knowledge of the needs of an individual, we can make our best effort to create an environment where certain behaviours become preferred.

Authors
Jillian Dabbs (MCom Industrial Psychology)

Jillian is a part of our Behavioural Specialist team here at Workpoints. She is our content developer, our avid blogger as well as our party planner.
Estée Roodt (MCom Industrial Psychology)

Estée is part of our Behavioural Specialist team here at Workpoints. She is our keen researcher, our problem-solver and our number one sports star.

www.workpoints.co.za


Workpoints is a fully featured reward, recognition and incentives platform that provides you with the tools to create a high performance organisation. Our easy-to-use application integrates simply into any organisation and instantly encourages staff to do the daily grind with excellence and energy. Visit www.workpoints.co.za for more info and a free trial!



References

Hein, R. (2013). How to Use Gamification to Engage Employees. http://CIO.com
Maslow, A. H. (1943). A theory of human motivation. Psychological Review, 50(13), 370–396. http://doi.org/10.1037/h0054346

Tuesday, 7 June 2016

Building culture using Maslow’s hierarchy of needs

Simply put, the culture of an organisation is the critical success factor to the execution of a company strategy. The habits and values of the individuals that work for the company define the execution of any action plan. This means that culture matters, and therefore behaviours matter too.

Thus, in our quest, as Workpoints, to have a positive influence on behaviour at work we must have a clear understanding of the following two aspects. Firstly, we need to understand the variables of human behaviour at any given point in time, and secondly, we need a platform that can manage, monitor, coordinate and facilitate a change in behaviour.

So to make this happen, our team of Behavioural Specialists have compiled a model of general behaviour and how to influence it. While there are many theories underlying our Workpoints platform, the one that we are going to unpack a little bit in this post is Maslow’s hierarchy of needs.

Maslow’s theory, or often referred to as the theory of motivation, explains how people experience needs according to five levels (Maslow, 1943). Maslow (1943), stated that any behaviour - anything that an individual takes action on - is an expression of basic needs being addressed or satisfied.


What we have found is that these human needs play a vital role in individual motivation at work and when a holistic reward and recognition programme is initiated within a company – one that ensures all individual needs are met - an organisations’ culture thrives.

To illustrate where we have applied a little bit of the Maslow’s Hierarchy of needs theory, firstly let’s take a peek inside our Workpoints Voucher Store.


Here you can see that our rewards speak to two levels of individual needs, primarily the Physiological & Safety levels.

Secondly, let’s jump to the Self-Actualisation level, where tangible rewards will almost always fall short. However in this case, our team of Behavioural Specialists will guide you on how to best set-up your personalised Workpoints programme to ensure this level of needs is accounted for.  

And lastly, the Belonging and Esteem levels are met by our recognition programme through the use of our social timeline, leader board and our peer-to-peer recognition elements. Stay connected for more on these topics in our upcoming posts…

Authors

Estée Roodt (MCom Industrial Psychology)

Estée is part of our Behavioural Specialist team here at Workpoints. She is our keen researcher, our problem-solver and our number one sports star.




Jillian Dabbs (MCom Industrial Psychology) 

Jillian is a part of our Behavioural Specialist team here at Workpoints. She is our content developer, our avid blogger as well as our party planner.




Workpoints is a fully featured reward, recognition and incentives platform that provides you with the tools to create a high performance organisation. Our easy-to-use application integrates simply into any organisation and instantly encourages staff to do the daily grind with excellence and energy. Visit www.workpoints.co.za for more info and a free trial!


References

Maslow, A. H. (1943). A theory of human motivation. Psychological Review, 50(13), 370–396. http://doi.org/10.1037/h0054346

Friday, 3 June 2016

Try something new for 30 days!



So it's the middle of the year... while this leaves most of us thinking where has 2016 gone, it probably leaves some of us to re-evaluate the good intentions that we entered into the New Year with. Whether our New Years' resolution was to start going to gym, losing those extra holiday kilograms or starting a new hobby... some of us may have managed to stick to these, while for others, we might feel like we are stuck in a rut.

According to Matt Cutts, when feeling like this – set yourself a new goal for 30 days. Think of something you have always wanted to add to your life and try it. In other words, there is no need to wait until another New Year rolls around to reach the goals you have always wanted to. Apparently, all it takes is 30 days to form a new habit.

What Matt Cutts observed is that if you are really determined to achieve something, you can do pretty much anything for 30 days. These could be personal or work goals. So if you would like to give these 30 day challenges a try, or you would like to set 30 day challenges for your company, why not add a little extra incentive by using Workpoints?

We have officially launched our new organisational development platform. With this launch we have also re-branded our product into a slick, user-friendly platform called Workpoints. Although the same Encentivize team is behind the creation of Workpoints, our innovative platform enables many new and exciting features. These include:
  • Groups to encourage teamwork and ensure that everyone gets rewarded fairly. Employees can be segmented into different contextual groups, divisions or teams. Activities can be set up in relation to these groups in order to reward accordingly.
  • Leader boards to encourage extra effort through friendly competition. A gamified ordering of the leading individuals indicates their standing in different aspects of work life. It also shows each employee their own position and how to reach the top.
  • Timelines and micro-reporting that keeps everyone aware of the current state of affairs throughout the system and contributes to motivation. Snippets of information are spread around the system, with metrics at a glance and feedback within context.
  • Apps are additional features that have been turned into an app ecosystem. These can be added to Wokpoints on demand. More apps will be added to the app store as they become available.
We will be posting about each of these topics and more on a weekly basis - so stay tuned!

Jillian Dabbs (MCom Industrial Psychology) 

Jillian is a part of our Behavioural Specialist team here at Workpoints. She is our content developer, our avid blogger as well as our party planner.



Workpoints is a fully featured reward, recognition and incentives platform that provides you with the tools to create a high performance organisation. Our easy-to-use application integrates simply into any organisation and instantly encourages staff to do the daily grind with excellence and energy. Visit www.workpoints.co.za for more info and a free trial!