"Gamification" - a new generation of employee management tools

Next-generation employee management is a human resource management challenge that every manager and entrepreneur needs to face. In order to help the company succeed, Global Sources flagship magazine "CEConline" held the "Intelligence and Victory in the Future Export Series Forum" and "New Generation Employee Management Special", and invited Mr. Lv Qi, the consulting director of Hay Group, to analyze the new generation of employee management from a professional perspective. countermeasures.

Mr. Lu Qi has ten years of management consulting experience and five years of corporate management experience. He has a deep understanding of how to improve the human resources system in the context of organizational change, transformation and upgrading. Hay Group 1943 Founded in Philadelphia, USA in 2009, it is a global management consulting firm with 78 offices in 43 countries around the world. Mr. Lu Qi will give us an in-depth analysis of the psychology and thinking patterns of the new generation of employees, and tell everyone how to manage and make good use of the new generation.

Applause invited Mr. Lu to the stage.

Lv Qi: Time flies really fast when it comes to this topic. When I was consulting with companies before June or July, I had already discussed a topic of the post-80s generation. Time has changed, and the post-80s are discussing the post-85s generation. , The problem of the post-90s, so I remember Mr. Zhang Ruimin said that there are no successful enterprises, only enterprises of the times, and he himself discusses how enterprises face different situations and how to constantly change in the face of different times, How to keep innovating.

We are saying that the new generation has really come, and the way of thinking is different from ours. There are social factors in this difference, why? During the period of rapid development, employees did not need to think more about expanding the business, but when its development rate slows down, the advantages of rapid economic development are not there, and when the cost advantage is not there, when it is in the During normal development, how do we think about the internal management and development of the organization.

Facing the future, the main body of people is the new generation. What are the characteristics of these newcomers? It is very realistic to say what the new generation is. If you tell him about it, he will never listen. This is another angle. The senior in the education field said that he said that the post-70s generation will go around the southern wall when they see it. Think about it. It's still quite realistic, and you may find a way to get around it when you encounter a problem. The post-80s don’t hit the southern wall and don’t look back, so some entrepreneurs let him hit the wall in order to make him change. This problem hasn’t been solved yet. , no rules, no authority. How to deal with such a group of people?

First of all, we have to truly understand this group. We say that if we don’t change our thinking and some of our traditional ways, what we see in our eyes may be faults. Like the post-80s, this group of people is very self-centered, self-centered, very concerned about money, and negotiating conditions.

But if we look at it from another angle, we will see that they have a lot of outstanding highlights, creativity, network masters, respect for individuality, respect for individuality is right, this is A manifestation of man's transcendence of himself is a natural stage.

Leadership styles can be summed up in 6 styles:

The first imperative style, also known as one-finger meditation, why? Because Chinese entrepreneurs, or what Chinese managers are most accustomed to, issue instructions through one-way instructions and require immediate execution.

The second type of vision is sometimes easily misunderstood, and is mistaken for the concept of flickering and quenching thirst in Chinese enterprises. In fact, more and more young people, why do they feel boring, because they can't see the future of work, the connection between the future of work and reality, and the path between them. Therefore, entrepreneurs and managers who can lead should learn to use the vision model to point out long-term goals and directions. Many times when we think about our work, few leaders tell you how our organization develops. Very few, just tell you Do as you command.

The third type of affinity is very pleasant to work with employees.

The fourth democratic type, the democratic type is more involved in the decision-making and decision-making process, and allows them to participate in discussions. The leading type is to rush up by yourself.

The last type of coaching is more to guide employees to do things, and they do not necessarily participate.

Why do we introduce these 6 styles? There is a classic survey conclusion. There are several factors affecting performance, which directly affect the performance of the organization. There is an organizational atmosphere, and the organizational atmosphere is 30%. It affects the performance of the organization to a certain extent, but what is the influence of the organizational climate? It is leadership style. Leadership style can affect the atmosphere of the organization to a 70% degree. What style is used in different situations has different effects. What I want to emphasize is how to make good use of leadership style.

No style is wrong, or no style is bad. By speaking of three or more styles of leadership, a single one will have problems, but in the short term, under different circumstances, those with urgent tasks and heavy tasks must be commanding, and when some employees are not capable, Democracy with him will definitely be ineffective, so it must be used in combination according to different situations.

We will find that if we face the future, our traditional leadership style, such as this command type, may not work well with this new generation, because it has been said that the new generation is against authority, Directive is the most authoritative. It is the prestige of the leader and the charisma of the leader, the difference between the two is very big.

Interact with the new generation, understand them, listen to them, and have a clear vision and get them involved.

First, changing leadership styles can definitely bring results.

The second aspect, many enterprises have undergone great changes now, this model is called network organization. Divide the organization into many self-made business units. Internal resources support the business units and are embedded in the business units to work. The original functional management becomes the rule designer. Everyone has become the main body of self-development, and many things can be solved easily.

Third, the incentive mechanism still needs to be changed accordingly. The traditional compensation mechanism is how much responsibility you have and whether your work is good or not. But looking forward to the future, we need to think more deeply about incentives, whether we can achieve employee motivation, and whether we can make employees more active. Incentives are not a simple salary, nor a simple salary increase or decrease.

For the new generation, we propose a concept, gamification. If the organization can make employees have the energy to play games and start work, it is a wonderful thing. Although it is a bit difficult, it is necessary to do this. This kind of experiment, and many companies are starting to do this kind of experiment. A good game can mobilize the human nervous system at the same time and is the carrier of the physiological system. Many times it is said that our employees are not willing to work hard and accept challenges. This is not the case. Playing a good game is very challenging. Have you ever played a game that is not challenging? You are not willing to play, and work is the same. If the work is easy for him, he will only feel bored and uninteresting, so it is very important whether we can transplant the concept of the game into the work. Gamification How do we introduce this gamification into our work? I think this is a topic that everyone should think about.

My last quote from Mr. Brian is that the opposite of play is not work, but depression. We are more about making work more interesting, which is a very core point of view in dealing with the new generation.

Gamification is a broad and open concept. It can contain a lot of things. As long as you can play games, you can extract some elements from it to form some of our innovations.