1223 RB Hilversum
BLOS kinderopvang, Hunkemöller, TopMondzorg, Univé Centraal and many more
The effect of low employee engagement is significant. Only 20 to 25% of employees across Europe are engaged in their work. “It results in less productivity, high turnover and loss of money”, Theo states. Facts and numbers aside, you might be wondering what triggered our guests to come to our most recent TinQtable.
After a playful way of getting to know each other, let's welcome Liesbeth Buddingh-van Binsbergen, our special guest for this TinQtable. She brings expertise as a Content Developer for Learning and Development (L&D) at BLOS kinderopvang, where she has been employed for 3 years. She shares her experience with gamification, highlighting its role in enhancing employee engagement and explaining how it aligns with her L&D strategy. Her ultimate goal: to create one BLOS culture. A culture of learning and collaboration among all employees.
Research shows that engagement is highest before starting a new job. That's why new employees can access the BLOS platform two weeks before their official start date in daily care. Liesbeth explains, “Upon receiving an invitation to join the platform, participation is not mandatory, but virtually everyone accepts and joins.”
This approach gets Miguel's appreciation. He thinks it's a really nice way to engage new employees from day one.
Getting employees engaged in the beginning of their career at BLOS is one thing. But according to Liesbeth, it can be quite tricky to engage every caregiver. “Because they lack time for on-the-job learning”, she explains. “They’re constantly occupied with taking care of the children and are unable or unwilling to dedicate their free time to learning.”
And there’s another cause that may explain lower employee engagement. BLOS kinderopvang has undergone rapid growth, expanding from 7 to 300 locations. With 2,000 employees, not everybody feels connected to the brand. Liesbeth explains, “Individuals from other companies sometimes experience a different sense of belonging. They are committed to their work, but not necessarily to the organization.”
Employee engagement takes more time in cases of takeovers. To lend a hand to the recognition of the new organization, Theo recommends working with a theme to create the right brand feeling for each employee. “Whatever you design, prioritize the theme”, Theo advises. “The rest, such as the storyline and rules, will follow.” Hence, it’s no coincidence that both the BLOS platform and the game were developed with a clear theme that is recognizable to every employee.
Prioritizing theme. Check.
Measuring employee engagement. What now?
When Kris Schamroth, Co-Founder of Kycks, asks about measuring engagement, Liesbeth replies, “When people are asking questions about the content, it indicates their engagement and involvement.” At BLOS they compare performance indicators, KPIs and turnover with similar companies that operate in similar environments. Liesbeth: “We also consider how much time employees spend on our online BLOS platform and in the game, comparing it to their overall performance.”
However, quantifying engagement in numerical terms can be difficult since it relates to a subjective ‘feeling’. To address the issue of individuals expressing different feelings than they actually experience, Liesbeth recommends creating a safe environment that encourages honest feedback. If your primary focus is on actively engaging your employees, you need to think about what you want your employees to learn and what outcomes you expect.
Liesbeth elaborates, "While using a game may be enjoyable and trendy, it is crucial to evaluate if it truly achieves the desired results." Ultimately, it's about engaging people at the right times in a fun and interactive way.
Last but not least, our game developer Erik Boddeüs introduces the Octalysis model by Yu-kai Chau. This model comprises 8 ingredients for engaging people in games. Before you think this is only relevant to player engagement and not user engagement, think again. Erik explains, “In reality, all the ingredients are always present in a work situation, but in varying degrees. Some may be more prominent than others.”
Actually, you have the luxury of choosing. Which ingredients are applicable within your organization? If you know which ingredients work best, you have focus points and can come up with a solution.
Employee engagement needs to begin earlier than anticipated. Consider engaging new employees even before they join your organization. Explore how you can adapt the Octalysis model to fit your specific situation. Additionally, acknowledge that it may not always be possible to engage everyone. However, that should not discourage your efforts. Ultimately, whattruly matters is engaging individuals during the crucial moments that make a difference.
What can you definitely do to boost employee engagement? Press play!
From our learning specialists to yours.