CATEGORY

MOTIVAIT

 

With Meet Motivait we want to show what makes us special: our people. Meet Ana, one of our excellent creative and UI designers. She has an unrivalled positivity and is described by her colleagues as “cheerful, sociable and committed”. On a day-to-day basis, she is responsible for the design and execution of client projects, with an emphasis on developing appropriate imagery, video, animation and visual content to ensure an optimal level of engagement.

 

Name

Ana Lourenço

Role

Creative and UI Designer 

When did you join Motivait?

Initially in 2017 and after a break, re-joined in March 2021.

Describe what you do in under 5 words

Create and design visual content.

What part of your job do you love the most?

I love being able to transform the client needs and desires into something creative and unexpected to them – something they didn’t even know they needed. 

What do you like to do outside of work?

Amateur traveller, frequent festival goer, sports enthusiast and an experienced partier – As long as the current restrictions allow to. 

What is the best career advice you’ve ever received?

“Step away from the screen”

If Ana’s colleagues could describe her in only 3 words, they would say:

Colleague 1: “Cheerful, Sociable, Committed

Colleague 2: “Extroverted, Detail-oriented, Fun

Colleague 3: “Exuberant, Undaunted, a 10/10 Drinking Partner

 

👋 Say ‘hi!’ to Ana on LinkedIn

 

Get in touch with our team

Behind each of our engagement solutions is a team that brings your ideas to life through design, communication and technology. Meet David! Our Senior Front-end Developer. One of our most versatile employees. Passionate salsa dancer, horseback archer and Cross Fit enthusiast. David is responsible for development functions such as design, software development, code review and automated testing to ensure the delivery of high quality solutions that meet our clients’ requirements in terms of functionality, performance, security and user experience.

Name

David Rubio Uceta

Role

Senior Front-end Developer

When did you join Motivait?

I started working at Motivait in July 2021. 

Describe what you do in under 5 words

Improve client’s business through code.

What part of your job do you love the most?

Motivait is a small company that wants its employees to develop their careers, so you can take a look at what is being done in other departments and collaborate if you want and need to. When it comes to software development, Motivait gives you the opportunity to collaborate on more than one of the existing projects, so it is practically impossible to get bored.

What do you like to do outside of work?

I tried CrossFit at the beginning of the pandemic, and I liked it, so now I just want to have time to do it more often. Besides that, I’ve been a horseback archer for several years now, and now I’m training to improve my results in international competitions.   

What is the best career advice you’ve ever received?

Never stop learning.

If David’s colleagues could describe him in only 3 words, they would say:

Colleague 1: “Resilient, Professional and Detail-Oriented”

Colleague 2: “Passionate, Thorough, Skilled”

Colleague 3:  “Patient, Relaxed, Thoughtful”

 

👋 Say ‘hi!’ to David on LinkedIn

 

Get in touch with our team

With Meet Motivait we want to show what makes us special: our people. Meet Emerson, one of our brilliant Software Developers. He is passionate about aeroplanes and is a frequent pilot of small planes and jet skis. On a day-to-day basis, he is involved in planning and developing applications for customers and providing maintenance for existing software using a wide range of different technologies.

 

Name

Emerson de Mello

Role

Full Stack Software Developer

When did you join Motivait?

I started working at Motivait in June 2021 

Describe what you do in under 5 words

Requirement gathering and Software Development.

What part of your job do you love the most?

The company is like one big team, everyone works together to solve problems and create amazing solutions for our clients!

What do you like to do outside of work?

My life is very social, I go out a lot to catch up with friends, I also like to fly small planes as pilot and to sail small boats and Jet Ski’s during the summer.

What is the best career advice you’ve ever received?

Leave your emotions at home.

If Emerson’s colleagues could describe him in only 3 words, they would say:

Colleague 1: “Charismatic, Knowledgeable, Entertaining”

Colleague 2: “Optimistic, Can-do, Upbeat”

Colleague 3: “Efficient, Reliable, Never-a-dull-moment”

 

 

👋 Say ‘hi!’ to Emerson on LinkedIn

 

Get in touch with our team

Behind each of our engagement solutions is a team that brings your ideas to life through design, communication and technology. Meet Daniela! One of our great Customer Support and Operations Engineers. She’s a very decisive person and is described as “brilliant” by her colleagues. Daniela ensures that automated processes and issues are handled correctly.

Name

Daniela Roberto Fuentes    

Role

Customer Support and Operations Engineer. 

When did you join Motivait?

I started working at Motivait on 14 November 2016.  

Describe what you do in under 5 words

I solve customer problems. 

What part of your job do you love the most?

In terms of the company I love the communication between departments, the idea that everyone in the company knows what everyone else is doing makes you feel included. In my day-to-day work I like the problem solving, the investigation process we go through when we have an incident or a new request.  

What do you like to do outside of work?

Running! I usually go out in the city and look at buildings, restaurants and new things while I’m running. I try to make a mental note of the interesting places I find and then visit them with friends. 

What is the best career advice you’ve ever received?

Face incidents without preconceived ideas. 

If Daniela’s colleagues could describe her in only 3 words, they would say:

Colleague 1: “Upbeat, enthusiastic, inspirational”

Colleague 2: “Proactive, detailed, team-player!”

Colleague 3:  “Perceptive, patient, brilliant”

 

 

👋 Say ‘hi!’ to Daniela on LinkedIn

 

Get in touch with our team

In 2020, we said that we believed 2021 would be a year for reassessing and improving approaches. The very human challenges and experiences of 2020, we felt, would inevitably cause businesses and organisations to empathetically reconsider and refocus on the people at the heart of their operations. Looking back on the last 12 months there have certainly been significant changes – many of them focused on improving connection and proximity between people, their brands, their communities, and their needs.  

Employee Engagement has seen more debate and discussion than ever before (9-5, WFH, The Great Resignation), driven by necessity, by competition, and by a real shift in the previously established status-quo. Technologies that seemed inaccessible or expensive became common practice, with QR codes and apps becoming part of day-to-day life from ordering from a menu to storing medical information. 2021 provoked developments which at their core worked to enable, encourage, and connect people. 

As we say goodbye to 2021 and hello to 2022, we round up the themes and pieces that most appealed to you this year.  

Empowering the People  

2021 saw people revaluating what they wanted their life to look like and how their work fitted into the picture. After proving working from home was more than just a possibility, businesses have wrestled with how to offer flexibility to employees revaluating what they want their working life to look like, without compromising on other aspects of company culture. Companies who have embraced more flexibility for workers have then in turn been faced with challenges around sustaining a sense of belonging, a sense of community, as well as a sense of enthusiasm across remote teams whose only interface with their colleagues and the company is their laptop screen.  

While working from home may not be going anywhere soon, looking to the immediate future there will be a very real need to implement the infrastructure and solutions to support a seamless working experience across all circumstances.  

Customer Centric  

Looking specifically at Customer Engagement, the last 18 months have probably seen more need for change, reinvention, and agile responses than in the last 10 years. Supply chain shortages, haulage delays, new legislation on importing and deporting – it’s been a tough year to meet ever increasing demand and high customer expectations. It would be wrong to write off today’s consumers as easily influenced or swayed, when the reality is that most are actually looking to be impressed by services, values and experiences that stand out from the crowd. In their research into customer journeys, PwC found that people will pay up to 16% more for a great customer experience (CX), while Gartner found that 64% of customers value CX over price.  

The growing market evidence suggests that instead of being impatient for deliveries, consumers may actually be frustrated with poor communication and service; instead of fickle they may in fact be more conscious of where they’re spending than ever before. If 2021 was the year for trying to keep up with an ever-changing landscape, will 2022 be the year to utilise learnings to actually stop, listen and understand the customer?  

Sustainable Change for the Greater Good 

Since early 2020, we have all had time to think and reflect on the way we live our lives. People have taken up habits and hobbies with more interest in sustainability, nature and resourcefulness – DIY around the house, upcycling furniture or clothing, sewing masks, growing herbs, fruits, and vegetables. Outside of the home, local communities and governments have become more aware of the conscious efforts required to reengage, reassure and encourage participation in order to sustain local businesses and commerce. On a global scale, the recent COP26 conventions acted as a reminder for many that collective action is desperately needed to address the very present challenges for society – to turn the tides or slow down the devastating effects of climate change, and to support communities rebuild or reinforce their right to belong and thrive.       

Have the unignorable events of 2020 and 2021 provoked new practices that we will take with us into 2022? Could we be at a turning point for attitudes and values across society? 

A one-minute round up of all the strengths that make us the right people to help solve your organisation’s engagement challenges.

Speak to one of our expert consultants who can help to better understand your organisation’s challenges and advise you with the right engagement solutions.

How does anyone even begin to ‘round-up’ the year we’ve all had? In our personal and professional lives, most of us have experienced such vast challenges and significant change that it is hard to believe it has been 12 months and not 24. Though we may be turning a new page as we move to the new year, it is not an entirely new story, and in 2021 many businesses will most likely continue to grapple with different ups-and-downs and the effects of 2020.

That said, we believe what also lies ahead is an opportunity to make a real difference by reassessing and improving approaches, focussing on the people at the heart of businesses, communities, organisations, and society, to achieve success in spite of uncertainty.

So instead of rounding up 2020 as if the story were over, we thought we’d look back on the themes and pieces that most appealed to people’s needs and interests over the year. Reflection and food for thought, as the collective journey towards new approaches, strategies and innovation continues into 2021 and beyond.

  1. Keeping Teams Connected & Empowered

This year teams had to act and adapt quickly to new circumstances, conflicting priorities, and different strategies. A need like never before to think creatively and innovatively in how challenges were met. With many moving to remote working or facing heightened demand, lots of us looked for ways to keep employees feeling productive, fulfilled, and motivated – through digital solutions.

In 2021, there will no doubt be a new round of challenges to face in supporting and sustaining an engaged, committed, and productive workforce in what will still be difficult business conditions. Here are our 3 most popular posts from this year looking at employee engagement, to help spark ideas for 2021:

  1. Customer Care, Concern and Connection

In a recent study, 70% of European based executives stated that the current coronavirus pandemic was accelerating the pace of their digital transformation. This year saw brands across all sectors make herculean efforts to try and stay connected to their customers, some even diversifying the services they offered in order to sustain the customer bond. Digital experiences inevitably became the only vehicle for staying in touch, and while technology is amazing because of its reach and flexibility, it is just a vehicle at the end of the day.
It is people who we want to connect to, build relationships with, and learn from their motivations, reactions, and needs. Human crises require human responses.

Is 2021 the year to flip our thinking on digital transformation and focus in on how it can deliver better connection, empathy, and engagement? Here are our 3 most popular posts from this year that looked at building better relationships and engagement with customers:

  1. Future Values

Over these past few months, we have all had time to think and reflect on the way we live our lives. Crises often have the effect of bringing our core values into focus, and by having a number of our old routines and habits taken away from us, we’ve maybe been reminded of what we think is important. Furthermore, more than ever before people are expecting the brands around them to stand for something. Businesses are now being pushed beyond their classic interests to become advocates for a better society.

Euromonitor’s 2020 Sustainability Survey found that COVID-19 has brought social purpose to the fore, with two thirds of surveyed companies defining sustainability as “supporting local communities”, a 15% increase compared to the previous year. Accenture reports 62% of customers want companies to take a stand on current and broadly relevant issues like sustainability, transparency or fair employment practices.

As we all reassess what practices and approaches we want to represent our values in 2021, here are our 3 most popular posts on the emerging power of values and ethics in society.

It’s been a month now since the UCL Centre for Behaviour Change 2018 conference “Going Digital & Beyond” and I have been reflecting on a key theme that struck me as being so important and relevant in the work I do at Motivait. Mostly, it is the idea that intervention effectiveness and engagement have distinctly different sets of design and outcome criteria.

For any intervention, programme or solution to be effective in achieving its aims, it must be engaging for users (for this blog, I’ll focus on digital interventions). Whilst this is hardly breaking news, it is easy to fall into the trap of thinking user engagement and user effectiveness are the same thing and therefore only designing exclusively for one or the other.

The effectiveness of an intervention is determined by whether it positively changes desired behaviour(s) and delivers intended outcomes. Effectiveness is determined by a range of factors; from how the intervention is delivered, the population and context, target behaviour(s), the extent of relevant behaviour change techniques & psychological theory applied to the intervention content, to name but a few.

Using an example, if we take employee job-strain as a commonly experienced challenge for organisations, we may use the Job Demands-Resources model as a relevant psychological framework to understand and reduce job strain. Then, we could translate its principles into the content design of a workplace wellbeing app to help managers & employees learn how to reduce employee job-strain –let’s give it a name and call it MyWorkBeing.

While the intervention’s content has been designed using relevant theory, it does not necessarily mean that this alone will attract users and sustain their engagement to the point where it is actually achieving its outcomes. In our made-up example MyWorkBeing app, it needs to be engaging enough, for long enough, to help employees’ change behaviours associated with job-strain, in the long-term, not just for a week.

There are multiple factors that influence engagement with interventions. Aside from variations in individual differences (e.g. motivation), these include the extent to which persuasive communications is used to attract users, to usability and UX, to specific engagement designs such as gamification elements and how specified they are in behaviour change techniques terms (i.e. the ‘active ingredients’ from behavioural science that regulate changes in behaviour).

So thinking about our MyWorkBeing app, it could include features such as onboarding tutorials to help users understand the apps usefulness, self-help education videos such as mindfulness, goal-setting, feedback and monitoring to cope with personal stressors, to the use of crowd-creation and crowd-rating mechanisms to generate and rate employee ideas on how the working environment could be re-designed to support wellbeing (e.g. better communal areas to incentivise social lunches, to work process changes).

When it comes to evaluating digital behaviour change interventions, it is important that engagement and effectiveness are evaluated separately without confusing their criteria. Engagement with digital interventions is considered to be measured in behavioural terms (amount, depth, frequency of use, etc.) via system analytics and in subjective experiential terms (attention, interest, vigour, satisfaction, etc.) via self-report measures.
Here we can observe what levels of engagement with the intervention, as revealed from the above metrics, is bringing about the desired changes (i.e. effectiveness criteria); this is referred to as the ‘optimal dose’.

Using our example, what levels of user engagement with the MyWorkBeing app is resulting in reductions in job-strain related behaviours (e.g. lunching at desks, email access out of hours) and outcome measures (e.g. absenteeism, wellbeing self-report measures)? We could find that those users who set and regularly monitor their goal progress and frequently watch self-help video features, to have better outcomes compared to those who only engage with the crowd-creation & crowd-rating features.

The take away message here is that engagement and effectiveness are equally important and should both be designed for carefully and evaluated with their different criteria. Simply, if users are not engaging with something, it’s not going to be effective. By the same token, if people are engaging, but the content design (or some of it) is not relevant to users, it’s also unlikely to be effective.

Motivait-GDPR-Strengthening-Customer-Relationships

What, Who and Why?

Coming to a cinema near you, 25th May 2018, the General Data Protection Regulation (GDPR) is the EU’s new addition to its current Data Protection rules.

It has been designed to put people back in control of their data, creating a shift of power from the organisation to the individual (a consumer-controlled world of privacy), and is in keeping with the general move we’re seeing across society of PULL rather than PUSH. Read more

Motivait The Mystery of Millennials

Early in my career I was working for a college as a learning technologist. This meant that I would help teachers design learning materials to put on to the learning management system. It was great fun and gave me the opportunity to work closely with the teachers and the students. We were a further education institution, focusing mostly on students aged between 16 and 18. It was fascinating to see the dynamic between them and the teachers on a day to day basis. Read more