Yera propone convertir en trabajo en un juego

Happy male businessman talking to someone during video conference on computer in the office.  Copy space.

A motivated office worker – Getty

¿Te gusta tu trabajo? La respuesta seguro que será “sí”, or “qué remedio”. La primera con la boca pequeña? la segunda, very common for the great majority of workers. Casi todos van a la oficina every morning to be able to pay their invoices y más adelante, jubilarse. El trabajo es, para muchos, un mal necesario, y claro, esta visión tiene un coste para el empleador.

A demotivated worker is a remora for the organization because his productivity plummets and this translates into less income for the company. Cuánto menos? Atento porque el dato es demoledor: estos trabajadores demotivados les cuestan a las companies the equivalent of 11% of the gross domestic product of the economies of the countries of the first world.

Lograr que el trabajo sea un juego

And not always the salary or a good schedule are sufficient incentives to achieve a better performance on the part of the workers: on a good part of the occasions human motivations are driven by other defeats. What? Te estarás preguntando, la respuesta rápida es: una palmada en la espalda.

La respuesta larga tiene más injundia y es que el truco para conseguir que los trabajadores se motivin consiste en gamificar su perfomance. This is at least what the company Estonia Yera proposes, which has just raised a juicy round of investment worth more than half a million euros. Behind her is the founder of Veriff, Kaarel Kotkas, who did not hesitate to support this start-up from his country.

What exactly does this company offer to have reached such an injection of money? It was taken as a starting point that almost 80% of the workers are demotivated and there is a lack of interest in the costs that we have pointed out before.

A partir este hecho, la firma ofrece un sistema de recompencias—basicamente, un juego—mediante el cual los empleados de la compañía recibean puntos positivos conciertas tasks que a la empresa le interesta que se lleven cabo. Son pequeñas rutinas por las que poco a poco se van sumando puntos con los que luego suceden dos cosas: se opta unos premios, por un lado, y por otro, se muestra el ranking de forma pública en el departmenta.

Empiezas a entender por dónde van los tiros ¿Verdad? If an employee aspires to achieve some of the prizes that are handed out as a reward (think about a weekend at a hotel or a dinner at a good restaurant), he has a working horizon towards which he should be directed. Ya no se trata cumplir las horas para cobar una nomina, sino que, además de ello, se pueden obtener premios muy attractivos.

Adiós al concepto “palo-zanahoria”

Por otro lado, el sistema de Yera fomenta la rivalry entre los empleados, pero una sana rivalry en la que cada uno va viendo sus progressos com comparisiona con los del resto. Behind all this there is an algorithm that also rewards teamwork: if a department concludes a determined project, the system rewards the components of the team with their respective points.

For those responsible for the Department, this tool offers a clear control panel in which they can see the evolution of projects and the profitability of the equipment.

Another advantage of this tool is that it is not necessary to install new software: it is attached to the main tools of the market, both in project management and communication, such as Trello, Slack, Teams or Azure.

This Estonian project goes much beyond the “palo y zanahoria” concept, that is, it is not based on promoting good attitudes with prizes and that the bosses are not satisfied with their expectations, but rather, according to the promotion, their creativity . Y lo logra giving full autonomy to the workers to reach their objectives and climb the table.

To finish simplifying things even more for the entrepreneur, this system has a store of rewards among the ones that can be chosen from experiences to physical prizes. ¿Quién dijo que el trabajo era burrido?

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