In the world of communications consultancy at least, you just can’t find good staff any more.
When I’m recruiting, I’m usually trying to hire into roles where people are tasked with creating intellectual value (producers, creatives, planners, consultants). The ones that really get it? They’re few and far between. Even when there’s a recession raging, the fight for talent is raging along too.
Then, once they’re on board, they might perform beautifully for a while, but it can be patchy. And clients expect flawless service – that’s the so-called hygiene level. Nothing less will do.
My third post about motivation is inspired by the second talk I saw Michael Wu deliver recently – the Science of Gamification.
Roy Rogers on his horse Trigger
At the heart of gamification is the observation that we avoid work in preference to play. So perhaps if we can introduce elements of the game to the working world, we might be able to influence behaviour to achieve a business purpose.
Wu’s definition: gamification is the use of game mechanics/dynamics to drive game-like engagement and actions in non-game environments (e.g. work, education, exercise, etc.)
My interest was piqued with that mention of engagement… Here we are in the world of motivation once more. Wu demonstrated how gamification dynamics are mirrored throughout behavioural psychology and economics.
I think I’ve hit upon a silver bullet. I know exactly how to hire and keep the right people to achieve excellence but I need to take you on a journey before I can reveal it. This is the first of four posts on motivation.