Source | EREMEDIA : By Martha Duesterhoft
The recent news is filled with outrageous stories about what is happening to the Pokemon Go players. I’ll admit, I’m not a gamer, but I’m baffled by the behavior of the players. It’s as if they shift into a hypnotic state once starting the game. A good phrase I heard was, “Zombie aPOKEalyspe!” It’s a great description of what people look like as they are playing.
People are suffering injuries and criminals are using the game to lead players into situations where Pokemon-related attacks are happening. All this got me thinking; why are so many so fanatical about this game?
It appears that Pokemon Go is harnessing the power of augmented reality by giving incentives for people to go out and explore. There must be something we can learn from this and apply in motivating employees at work!
These are a few things I’ve learned about the game that I think are relevant:
- The game offers clear structure
- Players receive immediate feedback
- Players are challenged with attainable goals
- The game encourages going outside and walking
- Playing the game facilitates paying attention and noticing more
- Players find it easier to interact and build rapport with strangers
- It’s fun to play
How do these relate?
So, how do these factors translate to the workplace in motivating employees? Here’s my take on it:
1. Provide clear structure with roles, responsibilities and authority – Tension and conflict within the team can often be addressed when everyone clearly understands who is responsible for what, along with aligning the responsibility and authority parameters. This common understanding can go a long way in establishing expectations and preventing duplication of work and stepping into one another’s territory. Clarity can be quite motivating!
2. Offer feedback on performance regularly and in a timely manner — This too helps everyone understand how their performance and behaviors are measuring up to expectations. Remember, some people need more than others. If you are someone who doesn’t need frequent kudos, you may forget that others do need feedback, praise and encouragement on a regular basis. By the way, it’s also motivating to high performers when the low performers receive timely feedback or face consequences should performance not improve.
3. Set challenging, yet attainable goals – You have to have a way to measure performance and develop your team. Setting goals is a common practice, but you want to make sure that it’s a collaborative process with the other person. Take time to understand their personal development goals in combination with performance requirements. This way you’ll gain more buy-in and the other person will be incented to achieve those goals.