Smart Working

Gamification and Smart Working: work in the time of Coronavirus.

How has the lockdown period changed our daily lives? Many scenarios of the near future are not yet clear, but with others, unfortunately, we have already had to measure ourselves by finding solutions and new balances: one above all is smart working.

Part of the success that smart working has achieved is to be attributed to the new technologies, which have allowed us to be always fully connected and to continuously share objectives and results.

The use of gamification tools is among the main trends for the management of human resources in 2020, which has been growing even before this critical period.

 Gamification can encourage home working and make it become smart, as it allows you to actively involve the person in an interactive experience, capable of affecting the various daily work processes (exchange between colleagues, skills and speed in understanding the dynamics), improving problem-solving, forcing decisions, examining tests, evaluating situations, developing strategies, taking goals into account.

The managers had a first period of doubts: not very confident of the ability of their employees to know how to organize and approach work from a place other than the office, but the benefits of smart working have gradually become clear.

  • Greater autonomy of time management by employees
  • Time-consuming commute reduction
  • Savings in labour costs, with the reduction of fixed costs by the company
  • Improvement of the quality of life of workers, especially if supported by valid and reliable technologies.

The theme of work from home, even if it is a form of work used all over the world, came to the fore in the Coronavirus era, when it changed from possibility to need.

What was holding back this step before?

The fear that the worker was unable to organize work deadlines away from the watchful eye of one of his managers.

The concern that works from home could be considered an invasion of everyday life and privacy.

A progressive removal and isolation of the worker from corporate life, the difficulties of controlling the quantity and quality of the work done, the fear that they could have required excessive and unsustainable efforts.

Gamification allows for greater productivity and agile work organization.

Gamification has the indisputable advantage of making possible the exchange and involvement of the team, providing playful and mechanical dynamics that are based on teamwork, such as collaboration between employees and company areas.

The distance is reduced by the game and it is possible to create team-building dynamics to limit the home insulation of the worker.

The application of playful elements in the working context makes clear tasks and corporate objectives to be conformed to.

What is the substantial difference between a purely technological approach and gamification?

That the latter allows the automated management of tasks and activities in sequential workflows where the team and not the individual can work: in this way, it is possible to encourage the spontaneous collaboration of all and identify any weak points.

Create real-time control dashboards where everyone is encouraged to work to achieve their result, thus avoiding the need to install remote control tools.

It makes it possible to manage activities in a single software with different access levels.

Desirable achievements

All these reflections naturally lead to supporting the working mode in smart working, thanks also to the possible introduction of new KPIs, more relevant and more in line with the objectives to be achieved: gamification can make measurable reaction and taking charge KPI, problem solving, collaboration between colleagues, planning, performance.

We conclude with a statement by Josh Krichefski, CEO of the advertising giant MediaCom, “Creating a corporate culture in which people feel comfortable in carrying out their work, regardless of where they are, really allows you to get the best from there. Putting people first and not the processes is essential to establish a relationship of mutual trust between the employer and the resources “

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