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Behavioural Design, Engagement, Gamification, Learning, MOTIVAIT

Preventing Digital Learning Fatigue in an Era of Interconnectivity

We all saw how technology helped people during the pandemic; without tools like Teams, Zoom, online learning platforms and social media, working effectively and staying connected with friends, family, colleagues and peers would have been incredibly difficult, if not impossible. As people become more comfortable and familiar with technology, the risk of fatigue heightens and therefore more preventative measures need to be taken in order to keep audiences engaged, motivated and intrigued.

Take learning and development platforms for example which, when facilitated digitally, offer a consistent experience for all participants irrespective of where, how or when they’re logging on. However, a digitally interconnected world does present some issues, the most stated of which is the concept of ‘Digital Learning Fatigue’ – also referred to as ‘Zoom Fatigue’ or simply ‘Online Fatigue’.

What is Digital Learning Fatigue?

Digital Learning Fatigue is a state of exhaustion, both physical and mental, where individuals reach their saturation point of using digital tools.

If this sounds familiar, and you feel like you have experienced this burnout, you are not alone. In 2021, 70% of people said they had experienced it, and dealt with frustrating side effects like sensory overload, irritability and restlessness.

One quick Google search and we’re flooded with ways to combat or at least limit these types of effects, whether it’s ‘only spend essential time online’, ‘make sure you take adequate rests’, or ‘adjust your screen brightness and ensure you have a comfortable, ergonomic set up’. Undoubtedly helpful to a certain degree, but the sustainability of such measures does raise questions, especially considering how increasingly online we are becoming.

A more sustainable and longer-term solution is diversifying the way people work and learn. Employing a ‘microlearning’ approach to studies, weaving in methods of gamification and experimenting with hybrid working are three great examples of how we can cut down our screentime, without compromising on these new, innovative and effective ways of working.

Microlearning

Microlearning is a way of teaching and conveying information to learners in bite-sized chunks, with a focused and specific learning outcome. It may also incorporate multiple forms of media to break up the format.

One study shows that microlearning has improved focus and supported long-term retention by up to 80%.

Stats source

Given that digital fatigue can be the result of having to process large quantities of information, incorporating elements of microlearning is one way to help break up the process and facilitate continued participation. Breaking large amounts of information down into smaller chunks makes learning materials much easier to digest, less overwhelming for users to approach and less exhausting to become immersed in. Not only is this universally beneficial, but it is a more accessible method for people with learning disabilities to retain information.

Microlearning can also maximise workflow. When learners complete a section of work, they develop a sense of accomplishment which can lead to a greater sense of purpose and achievement. Therefore, when you split a piece of work into these smaller sections, it can provide the learner with a greater sense of achievement more often, which in turn increases their motivation to engage with the teaching further.

Microlearning also encourages the formation of good habits and gives users more flexibility while working. Incorporating microlearning practises in combination with other methods of engagement can be an excellent way to engage people digitally while preventing learning fatigue, but it is important that these techniques are intertwined with one another as continued engagement is about diversification and enjoyment. Microlearning uses repetition in short bursts which has been linked to memory retention comparatively to large volumes of information in one go.

Using the agile methods of workflow, although ridged in nature, can be a great way to improve workflow and productivity while moving at a pace that embraces microlearning. Following this methodology facilitates reflection and inspection ensuring results are to a higher standard, while simultaneously being more engaging for users. This method of work can easily be gamified to engage users further, while simultaneously making workflow more productive and enjoyable.

Similarly, to Microlearning, gamified learning elements have also proven to be more engaging for people with learning disabilities. Gamification encourages outside-of-the-box thinking and leans away from ‘traditional’ forms of learning that are often not catered to the needs of these groups of learners. Digital methods of learning can help people with Dyslexia as digital text can be edited e.g., text could be made bigger or a different colour to be more accessible for someone with differing needs, or visual recourses to aid reading.

Gamification

Gamification is the enhancement of systems, typically educational or workplace systems to create an experience similar to a video game in order to motivate and engage the user.

Incorporating elements of gamification into digital learning can encourage continual engagement over longer periods of time by making it more enjoyable. Gamification can also provide a sense achievement and pride to the learner, through elements such as interactive tutorials, progress bars, mini games and quizzes.

Gamified educational platforms have already seen success in the workplace and in educational environments. Universities around the world are investing a significant amount of money on creating engaging platforms for students to use alongside their in-person studies.

Additionally, 55% of teachers agree that using digital games in class motivates low-performing and special ed students.

Stats source

Imagine the impact of a student or employee going through compulsory training in a mixed media format; consisting of core written materials in bite-sized chunks, interspersed with informational, engaging videos, with game elements and quizzes, collaboration with other users, team exercises and mixing methods of in-person and digital learning; versus an experience solely consisting of lengthy written materials over long periods of time, which the learner is expected to read on their own and complete within a set timeframe.

Hybrid Learning

Hybrid or blended learning is an innovative approach to learning that combines online educational materials and in person or place-based opportunities together to create an environment that is more interesting and more inclusive to the user.

Integrating physical and digital learning elements can ensure learning is more memorable, enjoyable and productive. Although traditionally thought of as a distraction to learning, embracing the capabilities of smartphones and weaving them with other forms of learning has the potential to engage disengaged audiences. A good example of this is the use of mobile technology during physical learning sessions – such as smartphone polls, quizzes, or a group activity. The popularity of smartphones has allowed people to embrace the use of them in learning, a good way to engage people with technology. People are familiar and comfortable with mobile phones, especially younger audiences who are often the target market for digital or hybrid learning.

65% of students prefer in-person learning

Stats source

Although young people may respond well to digital tools, they also respond well to in-person activities, and studies have shown that up to 65% of students prefer in-person learning. A way in which this could be implemented is by starting the learning experiences physically and then allow the journey to continue and be enhanced digitally. QR codes are a staple for this and could encourage students to scan to continue their experience within a virtual environment, perhaps to play an interactive mini-game based on something they’ve learnt in-person.

Students digitally learning

Engaging people using emerging technologies such as Augmented Reality (AR) is a great way to combine digital capabilities with the real world. AR is now available through smartphones, making the technology not only more accessible, but also portable. Mobile AR means learners can easily interact in a digital way with their physical surroundings, presenting opportunities for interactive learning. Incorporating hybrid learning into practises such as onboarding is a great way to increase engagement. Traditionally onboarding is either online or in person but combining the two and adding gamified elements could be a great way to prevent fatigue during this process.

 

Conclusion

As people’s familiarity with technology increases, digital fatigue increases parallel to it. Therefore, innovation is important in its prevention, ensuring technology is developing alongside people, growing with them and being adapted to meet their needs. Digital fatigue can also have some serious physical and emotional consequences so is important to deploy solutions and embrace technology designed to prevent it and engage the user across all sectors, whether it be education or within the workplace.

Although it may seem like a popular buzzword, digital fatigue could cause serious disengagement with a huge proportion of people and that’s why considering it during any digital design process is crucial. Due to market oversaturation of learning technologies, diversifying platforms using unique features such as gamification and hybrid learning is a great way to stand out among competitors. Digital fatigue can affect all users, but it can often depend on the users’ needs and the type of platform and type of learning. Therefore, designing and developing platforms with this in mind from the start is the path to preventing digital learning fatigue.

 

Discover a real-world example of how technology can be integrated into learning effectively.
Read our case study on ‘Partnership in Action: Newcastle University Business School & Motivait’

30/01/2023/by Millie Probert
https://www.motivait.net/wp-content/uploads/2023/01/Motivait-digital-learning-fatigue-1.jpg 1333 2000 Millie Probert https://www.motivait.net/wp-content/uploads/2022/10/motivait-logo-web-300x113-1.png Millie Probert2023-01-30 09:52:532023-01-30 09:52:53Preventing Digital Learning Fatigue in an Era of Interconnectivity
Employees, Engagement, MOTIVAIT, Team building

Time for reflection at Motivait 2022

We are almost at the end of the year and our team mascot, Moti, has been observing the Motivait team and taking notes on their achievements and learnings during 2022, here is his summary…

2022 recap

2022, what a year! Over the past few months, I’ve been observing the Motivait team, watching them grow and develop and I’m here to reflect on everything that has been going on and what the future might hold for them. I’ve seen new additions to the team, an expanding solution portfolio, strengthening relationships with clients and so much more.

Let’s have a closer look at what the team have accomplished, and how they will continue to develop and provide invigorating experiences for clients into next year and beyond…

Growing the team

It’s super exciting to reflect on the fact that this year, Motivait have increased their employee base by nearly 30%! They have welcomed new faces from England, Poland, Nepal and Cuba – so they are never far from learning about new and exciting cultures, traditions and languages. It’s great to watch the team grow and develop strong bonds across different functions and locations.

With growth comes the continued balancing act of how to handle post-pandemic expectations to offer more flexibility, whilst simultaneously addressing the challenges this can pose around sustaining a sense of belonging, community and enthusiasm – one way the team have managed to do this is by ensuring the in-person connection remains an important part of their work.

I’ve loved watching the team reunite in person again (or meet, in some cases where they had only met through a screen), collaborate and create meaningful and valuable bonds. I’ve seen members of the team visit both physical offices, in Spain and the UK. Ana from the design team lives in Portugal and has visited both the Madrid and Newcastle office this year and has learned more about the cities and the client relationships in each country. The software developers based in Madrid have also visited the Newcastle team for informative talks on careers in software development to computer science students at Newcastle University.

These visits have proven to be beneficial for team bonding – which is something the Motivait team do very well! Especially at their annual Kick Off… the Kick Off took place this year in April at the Madrid office; each Motivait team member joined together for a day of team building, client deep-dives, and concluded in a wonderful evening in the city centre, with some members throwing themselves into a bit of Salsa – lead by the Motivait resident dance experts David and Rey!

New ventures

This year has brought the design, development and management of some new bespoke solutions for Motivait. One of the new solutions developed in partnership with Newcastle University Business School allows students to engage in learning about professional and academic skills, while enhancing and developing their teamwork and collaborative skills – it really seems to be going down well with the students, looking like it’s running smoothly so far!

Another solution launched this year was a bespoke Digital Hub for the agricultural charity The Food and Farming Discovery Trust (FFDT). The Digital Hub focuses on engaging audiences, especially young people, with more connection and appreciation with and for food, farming and the countryside. This was a highly collaborative project built with future evolution in mind and has been a great example of Motivait’s managed service – how they work with clients to bring their ideas to life with the view of it being able to grow and develop over time.

With more projects underway, I look forward to seeing the team design, develop and deliver even more exciting and engaging solutions. Watch this space!

Looking to the future

After a great year for Motivait, I can see bright future ahead of them, their excellent client relations have allowed them to continue some of their relationships into 2023 to new projects and continue to create inspiring engagement across a variety of sectors. The feedback says it all honestly, and here are some comments from their clients that really show how good 2022 has been for the Motivait team: (or maybe quotes from the team about there year could be fun little Moti holding a microphones)

‘I’m not usually at the office, so apart from the regular visits, I love to get together with the team for the Christmas lunch and do team activities on the kick-offs!’
– Ana (Creative and UI Designer) 

‘One of the most memorable moments of this year was that time we went into Madrid for dinner and then we went dancing with some members of the team. It was so much fun!’
– Emerson
(Full Stack Developer)

‘As an intern, the amount of knowledge that I absorbed within a such short period of time while working at Motivait cannot be described in words. The team is very helpful and willing to help when needed. I really enjoy working at Motivait, and I couldn’t imagine undertaking a placement year somewhere else!’
– Kacper Intern Front-End/Web Developer 

 

Until next year,  

Moti x  

24/11/2022/by Millie Probert
https://www.motivait.net/wp-content/uploads/2022/11/reflections-2022_Mesa-de-trabajo-1.png 1071 1731 Millie Probert https://www.motivait.net/wp-content/uploads/2022/10/motivait-logo-web-300x113-1.png Millie Probert2022-11-24 13:44:032022-12-12 12:47:17Time for reflection at Motivait 2022
MOTIVAIT

Meet Motivait: Alex

With Meet Motivait we want to show what makes us special: our people. Meet Alex, one of our enthusiastic and hard working Client Services Consultants, who is responsible for delivering multi-faceted projects, liaising with internal stakeholders and clients. She puts the rest of Motivait to shame in the fitness department – a keen CrossFitter, yoga-goer and rambler, Alex inspires us at work and outside! 

 

Name

Alex McVeigh

Role

Client Services Consultant (based in Newcastle-upon-Tyne)

When did you join Motivait?

10th February 2020 

Describe what you do in under 5 words

Project & success management & client relations.  

What part of your job do you love the most?

Being a project manager means I work with colleagues across different functions on a daily basis and there’s always something new to learn, which I love. Whether it’s something to do with tech or a fun fact about someone’s culture – we’re a pretty international team! 

What do you like to do outside of work?

I’m all about balance so if I’m not in the gym doing CrossFit, out for a walk or at yoga, I’m out for a meal or drinks in a restaurant or bar. I’m Northern Irish so true to the stereotype, my current go to is a Guinness! 

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

Never stop asking questions – and no question is a stupid one.  

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

Colleague 1: “Tenacious, Analytical, My fitness inspiration!”

Colleague 2: “Charming, Intelligent, Passionate”

Colleague 3: “Enthusiastic, Upbeat, Organised”

 

 

 

Get in touch with our team

30/06/2022/by Lara Jones
https://www.motivait.net/wp-content/uploads/2022/06/MicrosoftTeams-image-23.jpg 2946 4419 Lara Jones https://www.motivait.net/wp-content/uploads/2022/10/motivait-logo-web-300x113-1.png Lara Jones2022-06-30 12:17:042023-02-03 10:57:19Meet Motivait: Alex
Customer

Tendam selected as finalists in the 2022 International Loyalty Awards

Motivait, European customer engagement and loyalty specialists, are delighted that Tendam Group, have been shortlisted for the ‘Best Long-Term Loyalty Programme’ award at The International Loyalty Awards 2022. The nomination is in recognition of their enhanced customer relationships and business results enabled through their highly successful omnichannel loyalty programme.  

The International Loyalty Awards celebrate excellence, innovation and best practices across the globe. The International Loyalty Awards have returned in 2022 with a record number of award nominations drawn from across multiple continents and a broad range of sectors. The Awards recognise all types of loyalty programmes among different categories; from small-scale to international; from financial services to retail; and everything in between.  

Tendam is a leading global fashion retailer, established 140 years ago, that brings together the Cortefiel, Springfield, Women’secret, Pedro del Hierro, Fifty, Hoss Intropia, Slowlove, High Spirits and Dash & Stars brands with over 1,800 points of sale across more than 90 countries. Veterans of the loyalty sector, they launched their first programme in the 1980’s and ever since have continuously extended their membership proposition, brand and geographic reach. 

The ‘Best Long-Term Loyalty’ category recognises businesses who have been able to demonstrate the value of outstanding, established and long-running programmes which have resulted in increased customer loyalty to the brand and value for the customer.  

In 2017 Tendam commenced their strategic partnership with Motivait, based on increasing value, agility and innovation at every customer touchpoint to also underpin enhanced customer lifetime value, membership growth and profitability. Motivait’s flexible, secure and reliable loyalty solution powers their successful omnichannel strategy based on an advanced digital proposition, supported by efficient and profitable stores with highly trained staff.  

Tendam and Motivait have worked together over this period to develop and deliver a Customer Engagement strategy that integrates real-time mobile, e-commerce and in-store customer interactions across their brands and markets. Their loyalty programmes have achieved sustained value for members whilst underpinning tangible business results for the company with a 50% growth in loyalty membership. 

Ensuring both integrity and integration of data across channels and brands, personalisation and relevance, together with an uncompromising user focus, has enabled Tendam to build closer and more valuable customer interactions that deliver optimised promotions for each customer in real-time. This has resulted in 30 million loyalty members across six brands and 11 countries. 75% of global transactions are now linked to specific customers. 

Antony Jones, Motivait’s Chief Executive commented:

“It is a privilege to work in close partnership supporting an organisation such as Tendam that places the customer at the heart of their strategy. Their passion for excellence, determination to constantly strive to deliver more value and their continuous innovation in delivering compelling integrated experiences demonstrate their proven credentials in the field of loyalty.”

Find out more at: www.internationalloyaltyawards.com   

 

Read the Tendam & Motivait solution case study

 

Find Tendam

Website | Twitter | LinkedIn

Find Motivait

Website | Twitter | LinkedIn

 

 

08/06/2022/by Lara Jones
https://www.motivait.net/wp-content/uploads/2022/06/International_Loyalty_awards_finalist_2-2.jpg 1407 2501 Lara Jones https://www.motivait.net/wp-content/uploads/2022/10/motivait-logo-web-300x113-1.png Lara Jones2022-06-08 13:50:232022-06-09 09:22:07Tendam selected as finalists in the 2022 International Loyalty Awards
MOTIVAIT

Meet Motivait: Ana

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”

 

 

 

Get in touch with our team

24/05/2022/by Lara Jones
https://www.motivait.net/wp-content/uploads/2022/05/Ana-and-Moti-Motivait.jpg 1333 2000 Lara Jones https://www.motivait.net/wp-content/uploads/2022/10/motivait-logo-web-300x113-1.png Lara Jones2022-05-24 10:33:162023-02-03 11:02:24Meet Motivait: Ana
MOTIVAIT

Meet Motivait: David

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”

 

 

 

Get in touch with our team

10/05/2022/by Lara Jones
https://www.motivait.net/wp-content/uploads/2022/05/MicrosoftTeams-image-13.jpg 1944 3456 Lara Jones https://www.motivait.net/wp-content/uploads/2022/10/motivait-logo-web-300x113-1.png Lara Jones2022-05-10 11:26:072023-02-03 11:06:29Meet Motivait: David
MOTIVAIT

Meet Motivait: Emerson

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”

 

Get in touch with our team

30/03/2022/by Lara Jones
https://www.motivait.net/wp-content/uploads/2022/03/Emerson-De-Mello-MEET-Motvait.png 2008 3781 Lara Jones https://www.motivait.net/wp-content/uploads/2022/10/motivait-logo-web-300x113-1.png Lara Jones2022-03-30 17:13:002023-02-03 11:09:44Meet Motivait: Emerson
Customer, Employees, Engagement

Marketing and Human Resources, connected by engagement

Although at first glance they may appear to be very different departments, the reality is that marketing and HR share many similarities. Broadly speaking, both seek to attract, retain and satisfy the needs of their ‘customers’, whether they are consumers or employees; both want to deliver rewarding experiences and expect a return on their relationship; both need to know their audiences and their expectations, fears or desires; and in both, communication, recognition, motivation and reward for loyalty are essential to retain them.

If we analyse the changes experienced in society in recent years, the power is no longer with organisations but with the individual. The traditional approach of imposing and controlling is giving way to greater collaboration and consensus. Recommendations have become the norm when it comes to influencing purchasing, and technology has turned around the way we relate to our environment, where immediacy is a requirement, and we need to have access to information at the click of a button.

Faced with this qualitative leap in social behaviour, companies have been adapting and implementing strategies that provide the greatest satisfaction to their customers following a new approach. The key now is to design unique experiences that generate engagement beyond what is offered by the usual loyalty programmes. This means appealing to emotions, personalising each activity, entertaining, surprising and managing a stable, lasting and deep relationship. Can the same recipe be applied to those ‘customers’ of HR – the employees? And can the technology used by marketing be a good solution to solve the important challenges in HR?

Adapting to changes in concept

Customer acquisition and retention often receive a significant share of the marketing budget. They are in many ways similar to recruitment, selection, onboarding and career development, but different in terms of the budget allocated for these purposes. But who chooses who nowadays? Does the organisation select the candidate or does the candidate select the company they wish to work for? HR managers know that if they want to attract the best talent, they have to “sell” the company and the vacant position well and convince them that they are the best choice. Just as a marketing expert who wants to compete and grow in the market would do with their products.

However, both consumers and employees now have a different set of values, and want to live unique experiences, to feel listened to and understood, to be the protagonists and receive personalised treatment. They want to be able to interact with brands or companies that reflect their ethical or sustainable values. They want to be informed and be involved in events and exchange ideas. They are competitive yet want to share. These are all aspects that enhance their sense of belonging. Each of these factors are becoming more important to customers, but how do you order all these concepts to be able to manage new engagement strategies?

Innovation to improve performance and stimulate participation

Technology is a catalyst for development, as it provides a space to bring together all the needs, problems, corresponding solutions and a way to build an ideal environment to achieve objectives. By following the employee journey from start to finish, we can detect where our potential gaps are and how to turn these into successful outcomes. When dealing with the recruitment and selection phase, technology can help us learn about and qualify key elements of applicant profiles, while at the same time providing them with information about the company’s values, ethos and philosophy to check the alignment between the two. It helps us to be more effective and convey an enviable brand image. As the journey continues, it is time to impress our applicants, to create an unforgettable impression that will make them lifelong ambassadors for the company. It is time to create an onboarding experience in which we can make such a necessary and essential process cost-effective, entertaining and efficient, to unclutter those countless procedures, policies and other documents that everyone needs to be familiar with, or to make job-specific training entertaining and motivating.

 

Professional development, training plans and job recognition complete the employee’s journey, which technology organises and promotes through gamified engagement solutions. Users greatly appreciate these tools because they allow them to achieve goals in a fun way, interact with other colleagues, progress, compete, learn faster, embed certain behaviours and, above all, motivate and generate a bond with the company that is difficult to break. At the current time, HR is expected to register the highest growth rate in the gamification market, with a 27.8% increase according to data provided by Prescient & Strategic Intelligence. In addition, 72% of employees say that gamification inspires them to work harder. Additionally, according to Talent LMS, 89% of employees think they would be more productive if work was more gamelike and 88% of the survey respondents affirmed that gamification makes them happier in their company. For 78% of respondents, organisations would be more desirable if their recruitment process was gamified and gamification elements at work make 87% of employees feel more socially connected.

Investing in employees to win customer’s hearts and minds

Human Resources must therefore innovate and implement actions that boost interest and motivation in order to nurture a sense of commitment in employees. We must not forget that investing in HR is investing in our customers and their satisfaction. Engaged employees transmit confidence and enthusiasm, they work harder for the benefit of the company and generate customer loyalty.

For marketers and HR professionals alike, one of their main purposes are to activate the mechanisms necessary to create engagement. The Employee and Performance Gallup 2020 report states that companies with high levels of engagement have up to 81% lower absenteeism, 18% higher productivity and 23% higher profitability. However, only 15% of people felt actively engaged in their work. Disengaged employees are more likely to waste time and be absent more and therefore be less productive and contribute to a worse environment. It is worth noting the conclusion of the study ‘The Top 5 Traits of a Successful Work Culture’. Employee engagement in the connected workplace’, prepared by IDC and Crayon which confirms that employee engagement has become a fundamental factor in the recovery and resilience of organisations and a clear indicator of their health. In this sense, it affirms that 70% of companies that invest in engagement and have highly engaged employees will recover pre-COVID-19 growth levels by the end of 2022, further reinforcing the notion that investing in employee engagement means an investment in the company’s future.

Additionally, Gallup also reports that customers who are fully engaged with a brand account for 23% of profitability, revenue and loyalty, compared to the average customer. ThinkJar states that 86% of consumers would pay more for a better user experience. In this regard, a study by the CMO Council and RedPoint reveals that personalised, omni-channel interaction with customers offers companies an average customer retention rate of 89%, which drops to 33% for companies that do not have this option. In addition, 40% of consumers recognise that they buy more from brands that provide a more personal customer experience and interaction and what is more, the duration of their engagement with these brands is 30% longer. Finally, 79% do not consider buying from companies that do not actively demonstrate that they understand and care for their customers.

This data clearly demonstrates a trend that is similar in both HR and marketing department, two areas of an organisation in which marketing activity is fundamental in the face of changes in society and people’s behaviour. Both areas are destined to understand each other through better engagement.

16/03/2022/by Cristina Hernández-Palacián
https://www.motivait.net/wp-content/uploads/2022/03/connected-by-engagement.jpeg 720 1280 Cristina Hernández-Palacián https://www.motivait.net/wp-content/uploads/2022/10/motivait-logo-web-300x113-1.png Cristina Hernández-Palacián2022-03-16 09:33:102022-12-12 12:47:54Marketing and Human Resources, connected by engagement
MOTIVAIT

Meet Motivait: Daniela

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”

 

Get in touch with our team

04/03/2022/by Lara Jones
https://www.motivait.net/wp-content/uploads/2022/03/Motivait-meet-Daniela.jpg 720 1280 Lara Jones https://www.motivait.net/wp-content/uploads/2022/10/motivait-logo-web-300x113-1.png Lara Jones2022-03-04 11:23:562023-02-03 11:10:26Meet Motivait: Daniela
Alumni, Engagement

Embracing Individuality in Alumni Engagement

“Individuality” [noun] – the qualities that make a person or thing different from others

It can be tempting to want to replicate a successful alumni engagement programme from a competing university – you know the ones, the award-winning, sector-shaking ideas you wish you had thought of first. And although it’s common-sense to recognise what works for one university may not work for another (in most cases, it won’t), the deep-rooted need to stay relevant, competitive, and to stand out in a saturated landscape, doesn’t stop you as a team wanting to reproduce ideas or variations of ideas in the hope they’ll also work in your environment.

There’s nothing wrong with adapting ideas that work. It happens everywhere and there is good reason to utilise effective, creative strategies that have made an impact in your sector. If it aint broke, don’t fix it. However, there is an argument to say it is through this default reaction to simply copy or clone, that we end up with ‘cookie-cutter’ initiatives that make their way across the university landscape, slowly becoming the ‘norm’ of alumni engagement. Behind each new university signing up is an Advancement Team looking to make a difference, hoping to achieve the level of success as the original institution. Instead, in more cases than not, there is a lack of engagement from graduates and students, leading to Advancement Teams scratching their heads as to why the programme hasn’t worked.

There are many factors at play as to why the ‘cookie-cutter’ or ‘off-the-shelf’ engagement initiatives may not be successful, including the differences at the institutions themselves. From iconic buildings and venues, to student cultures, to the cities and towns themselves that shape the universities themselves, each institution inevitably offers unique but shared experiences for their alumni that stay with each generation. What makes your university distinctive may be the reason why your one-size-fits-all programme may be failing you and that’s OK, because it is exactly what makes your alumni community special, and is ultimately your secret weapon to delivering a killer engagement programme.

UK University information statistics

Keeping the spark alive

A recent Living Liberty study revealed that only 36% of UK graduates remain in the city in which they studied, with Glasgow, Edinburgh or London based universities being the main exceptions as they tend to retain over half of their graduates on average. Furthermore, in 2018, CASE shared their latest findings on the HE landscape in their ‘Engaging for Excellence‘ Alumni Relations report, one significant figure was the total number of alumni across Europe and Asia-Pacific now stands at over 14 million (14,371,711), a figure that continues to grow each year.

The combination of these statistics alone presents an immediate consideration for any alumni strategy of programme. Time, distance and absence do not always make the heart grow fonder, and with more universities developing foreign campuses or providing courses through partner universities, there is a strong need for universities to find ways to stay connected – or even forge connections – despite the distance.

The simple fact of where your university is located can have a significant impact on how connected your alumni feel; Shift Learning’s 2020 Exploring UK Alumni Engagement Report found that there was no significant difference between types of UK universities and how engaged their alumni felt (ie Russell Group or Post-1992), however they did find a significant difference in the distance between the alumni and their institution; 22% of alumni sampled who lived 10-20 miles away felt strongly connected (scores of 9+/10), while only 8% of those who lived more than 100 miles away felt strongly connected (and 67% providing a connection score of 4 or less!).

CASE also revealed that the mean number of full-time staff stands at 1.2 per 10,000 alumni, so it is understandable why institutions take the mass approach when it comes to their engagement programmes, there are simply too many alumni to engage with on an individual level. It becomes impossible for alumni staff to have a personal relationship with every member of their alumni base, especially when engagement targets are often driven by ‘the bigger the number, the better’ quantifiable results.

Technology of course can help bridge both the gap in distance as well as the gap in alumni resources. Digital engagement platforms help provide a centralised point of contact or information for alumni to log on to. But in a world of endless distractions, saturated inboxes, constant notifications, people are increasingly exhausted and switched off by the frequent lack of consideration or personalisation for the individual at the receiving end of every news item, ping or mass email campaign.

Faced with increasingly disparate, diverse, distracted and demanding target audience, how can you make your alumni feel valued on a personal level and not just another number counting towards an end-of-year target when you are not able to actually give them that level of attention?

Recognising Individuality

As of 2019, there were a total of 164 university and higher education institutions in the United Kingdom (Statista). The UK Higher Education landscape is one of the most richly diverse in the world, with focus on nurturing independent study, debate, critical thinking, and more real-world application of teaching compared to other nations. 29 UK universities are in the global top 500, 18 in the top 100.

Motivait alumni individuality personalised experience

When marketing to potential students, universities undeniably lean into their differentiated offering. “Come study among our gorgeous buildings; investigate in the world’s best laboratory; benefit from our high graduate employability rates”. Attraction and recruitment to the university is firmly founded in what makes that specific university experience different, dynamic, and distinctive compared to any other. It only makes sense for alumni engagement to continue this approach beyond graduation through unique, differentiated experiences that attract, nurture and retain those potential supporter, volunteer and donor populations.

With the right technological capabilities, engagement initiatives can be almost automatically scaled up and made more accessible and inclusive, while simultaneously providing personalised experiences. Taking a page from Customer Engagement and Experience practices, the programmes that generate most participation and interaction for brands are those that deliver personalised, seamless, meaningful experiences that allow individuals to engage where, when and how they want. A customer centric approach revolves around utilising data and information provided to enhance every interaction throughout their journey or exploration of your platform– engaging, synchronised, attractive environments, and high performing customer-focused operations that, ultimately, make the individual feel as if everything has been made with them and their interests in mind.

By focussing on the end users that you’re looking to engage and forge meaningful relationships with, in this case alumni populations, you begin creating experiences/initiatives from a place of empathy – understanding their interests, their needs, how they will interact with the technology or expect it to respond.

Motivait alumni individuality

In an era where most of the population is aware of the data exchange for services, so much more can still be done to nurture trust and demonstrate the valuable application of consumer data. The argument being, if you’re going to request or collect data, at least use it to improve and personalise the experience by showing you understand individual preferences rather than blasting people with emails or notifications that are only in your interest.

Through technology, engagement initiatives can be almost automatically scaled up and made more accessible and inclusive. As we see consumers becoming more considerate of their personal circumstances and needs, there is a great opportunity to develop mindful experiences for them as well. Emails that are reactive but not invasive. Suggestions and recommendations that feel handpicked and perceptive, rather than random or machine generated.

Making it a reality

Universities are complex and there are many factors you could consider to determine how to deliver your alumni programme. Advancement Teams can benefit from analysing the distinctiveness of your institution and using this powerful information to design and implement effective engagement programmes for your alumni community.

Rather than looking at a programme that is successful at a neighbouring institution and using this as a basis for your next big engagement idea, first reflect on what makes your institution different and what this means for your graduates; what do they want and need from their alma mater? You need to take the time to really understand your institution and graduates.

Whatever the programme is, if you put your alumni at the heart of it, it will be more successful. University’s will never be able to truly engage with each graduate, but there are ways in which you can make them feel special enough to engage. Collecting rich data that will give you and the alumni real value, and figure out how to utilise this information to it’s fullest to design killer engagement programmes for your graduates.

In summary, know your institution, know your alumni and use this to your advantage. Utilise technology to engage alumni from afar and create ways in which your graduates can select their interest points.

 

 

 

*https://www.universitiesuk.ac.uk/latest/insights-and-analysis/higher-education-numbers

**https://www.statista.com/statistics/1084737/eu-28-adults-with-tertiary-education-attainment

^ https://en.wikipedia.org/wiki/List_of_universities_in_the_United_Kingdom_by_enrolment

18/01/2022/by Lara Jones
https://www.motivait.net/wp-content/uploads/2021/12/tri-vo-9r7vebvsZo8-unsplash.jpg 3947 5774 Lara Jones https://www.motivait.net/wp-content/uploads/2022/10/motivait-logo-web-300x113-1.png Lara Jones2022-01-18 09:18:412022-01-26 09:04:19Embracing Individuality in Alumni Engagement
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