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Customer Engagement, Engagement, Loyalty

Modern Love Loyalty: Beyond a Loyalty Programme

Is your company’s loyalty program still effective? Are you keeping up with the changing expectations of your customers? Our habits have shifted, and so have the needs and preferences guiding our affinity towards a particular brand. It’s no longer merely about conducting transactions; now, we must cultivate profound and meaningful connections with our customers, based in trust, understanding, and value. Customers are no longer satisfied with mere products; they crave experiences that not only resolve their issues or meet their needs but also resonate with their personal values.

Genuine loyalty entails a thorough understanding of our customers—comprehending their desires, tastes, and trends. It means being attuned to their interests, sharing our values, and making them an integral part of our narrative. By establishing this emotional and personal connection, we forge bonds that extend far beyond a simple transaction.

Thanks to technology, we now have the ability to comprehend our customers in ways previously unimaginable. By identifying purchasing patterns, offering real-time relevant promotions, and crafting personalised deals, we can make our customers feel unique and valued. Smart customisation is the key in creating excellent experiences that genuinely matter.

At Motivait, our pursuit extends beyond mere customer loyalty; it’s an ongoing journey. We firmly believe in building enduring relationships, where every interaction holds significance, and every relationship possesses profound value. We strive to fulfil the desires of our clients’ customers, ensuring that their consumers not only fall in love with their brand but that this affection endures over time.

 

Are you looking to enhance the ways customers connect with your brand?

We are experts in innovative Customer Engagement & Loyalty – with over 40 million active users across more than 50 countries enjoying our digital solutions. Explore what we could do for you.

CONTACT US

 

 

30/10/2023/by Patricia Wiggett
https://www.motivait.net/wp-content/uploads/2023/10/AdobeStock_93890202.jpeg 3973 5686 Patricia Wiggett https://www.motivait.net/wp-content/uploads/2022/10/motivait-logo-web-300x113-1.png Patricia Wiggett2023-10-30 11:11:492024-04-01 09:44:52Modern Love Loyalty: Beyond a Loyalty Programme
Employees, Engagement, Gamification, Learning & Development

Unlocking the Power of Employee Development: Potential Challenges and Solutions

In our previous blog ‘Unlocking the Power of Employee Development: Strategies for Success’ we looked at the importance of learning and development programmes in organisations for improving employee engagement, retention and productivity. However, the reality is, many organisations don’t provide the right tools or opportunities either because it feels hard to know where or how to begin, or because it falls low down on the priority list. According to the CIPD only 29% organisations claimed to have a clear learning and development plan for their employees.

This lack of investment in employee development can have a significant impact on contentment throughout organisations. Sustainable employee engagement isn’t fostered through just one area, and there is evidence to support that employees prefer genuine gestures that speak to how their company wants to invest in improving their working experiences, rather than one-off adrenaline hits such as after work drinks or free tacos. A recent survey indicates that 58% of employees say that professional development contributes to their job satisfaction, meaning it is a crucial factor in supporting and retaining top talent.

To address this issue effectively, it is first important to understand and tackle the common obstacles that companies frequently face when investing in employee learning and development.

Overcoming common obstacles 

 

  • Leadership Support and Alignment: Gaining buy-in and support from top-level management is vital for successful employee development. Leaders should actively understand, promote and participate in learning initiatives, aligning them with the organisation’s strategic goals. Educating managers on the value of employee development, integrating it with talent management strategies, and regularly communicating success stories demonstrate the impact and generate support.  
  • Cost and Measurement: Optimising employee development on a large scale requires exploring options like e-learning platforms and virtual training programmes. But how do you build a case for budgeting for digital learning solutions? Establishing clear metrics, such as pre and post assessments and performance indicators, is crucial for measuring impact and value. Linking tangible learning to business objectives is essential to show evidence of the return on investment (ROI) of employee development. Well-equipped employees perform more confidently and well-informed employees understand the direction the business needs to go in.   
  • Time Constraints: To incorporate learning and development activities into employees’ regular work schedules, it is essential to empower employees to feel comfortable allocating or dedicating time to upskill or go through materials. Prioritising and integrating learning as part of employees’ performance objectives emphasises the importance of ongoing development, and also that the organisation understands that learning is part of the working day – not an additional responsibility. Offering flexible learning options, such as self-paced online courses, can also enable employees to learn at their own convenience without added pressure. 
  • Overcoming Resistance and Driving Change: Clear explanations of the benefits, addressing concerns through open communication, and providing training and support to familiarise employees with new learning methods or technologies can help alleviate resistance. Involving employees in the design and implementation of learning programmes increases engagement and acceptance.  
  • Lack of Resources and Infrastructure: Insufficient resources and infrastructure can pose a challenge to effective employee development. Organisations need to provide access to appropriate tools, technologies and learning resources. This includes investing in learning management systems, online libraries and relevant training materials. Allocating sufficient budget and resources to support employee development initiatives is crucial for overcoming this obstacle.  
  • Creating the desire for people to “want to” learn: Intrinsic motivation is the driving force that comes from within an individual. Mastery, as an intrinsic motivator, taps into the human desire for self-improvement, growth, and the satisfaction of personal achievement. It transcends external rewards and recognition, acting as a powerful force that drives individuals to pursue excellence for the sake of the journey itself. Organisations that understand the potency of mastery as an intrinsic motivator can harness this drive to foster a culture of continuous learning and achievement, ultimately leading to higher engagement, innovation, and personal fulfilment among their employees. 
  • Personalised learning paths: Effective learning programmes are not one-size-fits-all solutions. They are dynamic and personalized experiences that cater to the unique needs and motivations of individual learners. By understanding these factors, organisations can create learning environments that foster engagement, motivation, and effective knowledge and skills acquisition that can be utilised in work. Personalised learning needs to be a cornerstone of modern education and learning, ensuring that employees receive the support and resources they need to improve, develop, contribute and grow. 

 

Investing for Success in a Digital Era 

Investing in employee development is not just a strategic business decision; it’s an imperative and a commitment to the growth and success of individual employees. By embracing digitalisation, harnessing the power of AI and effectively using technology, organisations can create a culture of continuous learning, stay competitive, and position themselves as employers of choice. Digital learning has a huge part to play and organisations that prioritise and invest in their employees’ growth will benefit from highly skilled, motivated, committed, adaptable and performing individuals and teams delivering great business results.  

By proactively addressing these challenges, organisations can maximise the potential of their employees resulting in increased job satisfaction, improved retention rates and a skilled and engaged workforce delivering benefit to the business. Investing in employee development is a powerful driver for organisational success, fostering a culture of learning and growth that propels both individuals and the company forward.  

To explore how our solutions can enhance your learning and development initiatives, visit our website and embark on a journey of unlocking your employees’ potential.

 

20/09/2023/by Bill Paris
https://www.motivait.net/wp-content/uploads/2023/07/Option-2.jpg 3293 4935 Bill Paris https://www.motivait.net/wp-content/uploads/2022/10/motivait-logo-web-300x113-1.png Bill Paris2023-09-20 09:41:562023-09-20 09:41:56Unlocking the Power of Employee Development: Potential Challenges and Solutions
Customer Engagement, Engagement

Loyalty in times of crisis

In a time where consumers seek support, brands have a unique opportunity to provide more than just points and discounts. Even during times of crisis, building meaningful and enduring engagement is possible. Loyalty programmes can evolve into platforms that genuinley grasp the needs, behaviours and preferences of their members.

 

 

Are you looking to enhance the ways customers connect with your brand?

We are experts in innovative Customer Engagement & Loyalty – with over 40 million active users in more than 50 countries enjoying our digital solutions. Explore what we could do for you.

CONTACT US

 

24/07/2023/by Patricia Wiggett
https://www.motivait.net/wp-content/uploads/2023/07/Fidel-1.jpeg 4912 7360 Patricia Wiggett https://www.motivait.net/wp-content/uploads/2022/10/motivait-logo-web-300x113-1.png Patricia Wiggett2023-07-24 10:24:212023-10-30 11:12:55Loyalty in times of crisis
Employees, Engagement, Gamification, Learning & Development

Unlocking the Power of Employee Development: Strategies for Success

In today’s volatile and highly competitive business world, organisations face constant pressure to stand out and stay up to date, while driving profitability and performance. It is indisputable that engaged employees drive better results in all aspects of the working environment. Improved engagement relates to improved collaboration, improved advocacy, improved performance, and so on. Many factors contribute to an organisation’s success and levels of engagement, but one essential element that is often quick to be overlooked is employee development.

Particularly in times of economic pressure, employee development will be one of the first areas to be deprioritised, even more so in corporate settings or where upskilling is not essential to performing a role.  We would argue, however, that investing in the growth and development of employees should not  be regarded as a kind gesture or as a once in a blue moon opportunity, but instead as a strategic move that can deliver substantial long-term benefits. Recent employee statistics reveal that companies that invest in employee training gain a 21% increase in profit. Practical training and opportunities to learn lead to employees and teams who feel more confident in what they do, but also who feel valued and recognised members of a wider entity. The idea that a company would dedicate time and money towards making you feel better in your role can be a very powerful concept, and one that can ultimately positively impact many areas of a business.

 

The benefits of investing in learning and development

  • Increased Employee Engagement and Retention: Investing in employee development demonstrates a company’s commitment to its workforce. From the recruitment and onboarding stages, a focus on knowledge and skill development becomes a significant differentiator. When employees feel valued and see opportunities for growth, they become motivated, productive, and dedicated to their work and company as a whole. Furthermore, organisations that invest in their employees’ professional growth foster loyalty and reduce turnover rates, avoiding the high costs associated with recruitment, onboarding, and training new hires.
  • Enhanced Skills and Expertise: Staying competitive requires a highly skilled workforce. Encouraging employee development enables employees to acquire new skills and knowledge. This empowers them to broaden their expertise, strengthen their abilities, and stay up to date with the latest advancements in their respective fields. By investing in continuous learning, organisations equip their workforce with the tools to tackle new challenges and drive innovation.
  • Cultivation of Future Leaders: Organisations that invest in employee development cultivate a pool of talented individuals capable of assuming leadership roles in the future. By providing opportunities for growth, organisations can identify and nurture high-potential employees who exhibit leadership qualities. Leadership development programmes, mentoring, and succession planning initiatives groom these individuals to take on greater responsibilities within the organisation.
  • Positive Company Culture. By prioritising employee growth, and specifically universal growth where all employees have opportunities to take part and learn, organisations send a clear message to their workforce that they are highly valued and that their contributions are essential. This fosters a sense of loyalty, commitment, and pride among employees, creating a supportive and engaging work environment. Moreover, a culture that encourages learning and development becomes a magnet for top talent, as ambitious professionals are drawn to organisations that offer opportunities for careers advancement and skill enhancement.

 

The use of technology – how to make it happen?

Technology has ushered in a new era of learning and development, offering numerous benefits for both individuals and organisations. That said, we have all seen situations where e-learning platforms have been rolled out with too much fanfare, only for organisations to see adoption and usage dramatically drop after the honeymoon phase. Digital Learning Solutions must focus on sustaining the individual’s engagement and commitment to the learning journey, or else the positive benefits of offering learning and development initiatives will only dwindle with time.

  • Personalised Learning Experiences: Different technologies can enable organisations to deliver personalised learning experiences tailored to needs and preferences. Adaptive learning platforms leverage algorithms to assess existing knowledge, skills, and learning styles, in order to then present customised content and recommendations. By personalising the learning journey, employees can focus on areas that require improvement, accelerating their learning and development. Then by  collecting data and analytics, organisations can track progress, identify learning gaps, and refine training programmes accordingly.
  • Accessibility and Flexibility: Technology-enabled learning platforms provide enhanced accessibility and flexibility. Employees can access training materials and resources anytime, anywhere, and on any device. Whether it’s an online course, video tutorial, or interactive module, learners have the freedom to learn at their own pace and convenience. Such flexibility can really go a long way to accommodating employees who juggle multiple responsibilities or who may need to approach training on their terms.
  • Interactive and Engaging Content: There are more possibilities than ever before to include rich multimedia elements such as videos, simulations, gamified modules, and virtual reality experiences to make the learning process even more immersive and enjoyable. By incorporating interactive or even gamified features, the experience creates a desire to actively participate in the learning process, enhancing engagement, knowledge retention, and the practical application of learned skills.
  • Collaborative Learning Communities: Online discussion forums, chat groups, and social learning platforms enable employees to connect with their peers, share insights, ask questions, and engage in discussions. This fosters a culture of continuous learning, allowing employees to tap into the collective knowledge and expertise of their colleagues. By encouraging collaboration and knowledge-sharing, technology-supported learning and development initiatives promote a sense of community, encourage teamwork, and help towards breaking down silos within the organisation.
  • Real-Time Feedback and Assessment: Online quizzes, self-assessments, and instant feedback loops allow employees to gauge their progress, identify areas for improvement, and make adjustments as needed. This iterative feedback enhances learning outcomes and boosts employee motivation and confidence.

 

Overcoming Challenges and Maximising Potential

The future workforce belongs to organisations that can demonstrate their willingness to invest in their greatest asset – their people. There is no better time to start prioritising employee development as a strategy with far-reaching benefits  for organisations as much as the individual themselves. A culture that embraces continuous learning and development becomes a magnet for top talent, further elevating the organisation’s capabilities.

In embracing employee development and leveraging the power of technology, companies  unlock the full potential of their workforce, gain a competitive edge in an ever-changing business landscape.

Valuing and supporting employees creates a thriving work environment where individuals are motivated, productive and proud to be part of the company. And to those who worry about investing in developing talent at the risk of them leaving for another opportunity, the question should really be – but what if they stay?

To explore how our solutions can enhance your learning and development initiatives, visit our website and embark on a journey of unlocking your employees’ potential.

 

12/07/2023/by Bill Paris
https://www.motivait.net/wp-content/uploads/2023/07/Option-1.jpg 3229 5008 Bill Paris https://www.motivait.net/wp-content/uploads/2022/10/motivait-logo-web-300x113-1.png Bill Paris2023-07-12 10:15:542023-07-13 09:21:15Unlocking the Power of Employee Development: Strategies for Success
Citizens, Engagement, Gamification

Digital Sightseeing: Extraordinary Experiences for today’s tourist

There was a time when a key step before going on holiday was buying a guidebook on your destination. Since Baedeker books in the 1800s, people have relied on these to find ideas, inspiration, hidden gems, and tourists traps, ensuring their holidays were as perfect as possible.

Nowadays, there is a plethora of information online to sift through when planning a trip. From blogs and official accounts to articles and sponsored posts, people have access to endless resources at their fingertips. They can even reach out to their social media contacts for recommendations. This abundance of information poses a challenge for the tourism sector: how can less-known cities or off-the-beaten-track destinations stand out and compete for attention?

Today’s audiences value the experiences holidays have to offer more than ever before. We share our adventures on social media, seeking to showcase unique and memorable moments. We are also more aware of the variety of experiences available around the world, raising our expectation for each trip. In fact, younger generations are spending a significant portion of their income on travel, prioritising holidays above other experiences with a recent study revealing that 65% of Gen Zers ranked ‘travel and seeing the world’ as the most important way to spend their money.

So, how can destinations stand out in this competitive landscape and meet the high expectations of modern travellers?  The key lies in crafting unique and memorable experiences that revolve around the landmarks and attractions of any given destination. By harnessing technology, we can elevate a great concept and make it even more impactful, while simultaneously enhancing accessibility and inclusivity. Digital solutions have the power to captivate audiences through compelling campaigns and personalised promotions, enticing them to visit a destination. Once there, these innovations facilitate engagement with innovative, value-added experiences. Furthermore, they have the potential to maintain interest and foster advocacy long after the trip has ended.

Offering a personal touch

Applications that offer personalised travel routes, for example, are a simple but effective opportunity to tailor the travel experience to individual preferences and allow for autonomous exploring. Whether you’re an adventure enthusiast, a nature lover, or travelling with different generations, personalised tours that you can follow yourself speak to specific interests and needs.

For those seeking a more off-the-beaten-path experience, customised tours allow the traveller to choose settings and interests that speak to them, and make the destination feel more like it was made to suit what they’re hoping to get out of the trip.

For those travelling as a group with different generations, there can also be a challenge in finding activities that will appeal to everyone. With a digital application that suggests personalised tours or routes you can take the stress away from the tourist and provide an itinerary of experiences and suggestions straight to the palm of their hand, that keeps younger tourists interested while also ensuring older members of the group can also enjoy a more relaxed pace.

Appealing to the masses, speaking to the individual

Most customers have come to expect tailored experiences — according to a Mastercard-sponsored Harvard Business Review study, 90% of consumers expect organisations to know their interests and anticipate their needsLet’s take a quick tour:

  • Artistic Inspiration: Imagine a personalised tour through the streets that were once home to famous poets, artists and authors. While visitors follow in the footsteps of their favourite figures, they could collect virtual tokens or points to unlock exclusive content, such as unseen passages from their works or special audio recordings, or even a visual recreation of what life would have looked like in their time. It’s the same tours as always, but with a twist, helping to bring art to life, while immersing tourists in the creative atmosphere that once inspired their icons.
  • Uncovering Ancient Civilisations: Capture everyone’s attention, whether families or school trips, with customised routes that combine education and fun. Through digitally led scavenger hunts or clue-based challenges, children can explore historical sites and collect puzzle pieces or artifacts as they progress. Each discovery can provide insights into the lives and customs of the ancient inhabitants, fostering curiosity and reinforcing learning, through carefully designed games.
  • Active Adventures: For those who don’t want to sacrifice their active lifestyle while exploring new places, personalised tours can combine sightseeing with physical activities. For instance, visitors can choose a route that includes jogging or biking paths, integrating exercise with cultural exploration. As they complete different checkpoints, participants can earn virtual medals, unlock achievements, or compete with others in leader boards, adding an element of friendly competition and motivation.
  • Travelling for business: Imagine having the option to receive recommendations for outside of business hours for the work-trip tourist. Input your schedule and commitments and receive suggestions for how best to see the sights during the time you have. The tailored approach could recommend the best places to pick up food on your way to and from the office or meetings, suggest local networking opportunities, suitable places to hot desk and more.

Technology cannot fully replace the enjoyment and awe of travelling somewhere new. However, through embracing digital, innovative strategies, destinations can build more ways to hook and enchant visitors, particularly when keeping the diverse interests, needs and expectations of tourists at the heart of their offering.

By incorporating more innovative elements into their offerings, destinations can create unique and engaging experiences that capture the attention and emotional loyalty of modern tourists, ensuring their trip is nothing short of extraordinary. The offering immediately becomes a selling point for tourists weighing up where to spend their time and money, and can even engage, inform and excite tourists in the build up to their visit. Fresher approaches, that allow destinations to stand out, attract more visitors, and leave lasting impressions that contributes to their advocacy, growth and success.

Like what you read? Why not speak to our team on how we can help build a meaningful solution for you.

31/05/2023/by Patricia Wiggett
https://www.motivait.net/wp-content/uploads/2023/05/img2.jpg 1180 1874 Patricia Wiggett https://www.motivait.net/wp-content/uploads/2022/10/motivait-logo-web-300x113-1.png Patricia Wiggett2023-05-31 09:43:462023-05-31 09:49:54Digital Sightseeing: Extraordinary Experiences for today's tourist
Engagement, Gamification, Learning, Motivation

Optimising learning through digital technology

In an increasingly digital world, the education sector is in a period of transformation driven by technology and new working models and methods. This digital strategy requires flexible education that encourages students and academic institutions to be active, innovative and entrepreneurial.

Electronic devices and the broader digital environment have become much more accessible to students. In terms of tools, technology has given rise to a wide range of platforms, equipment, systems, networks and applications that are already in use in many educational institutions and are expected to become even more common in the future. From the traditional textbook to a variety of digital materials, courses and support systems, content is expanding and diversifying.

As part of the Digital Education Action Plan (2021-2027) the European Commission conducted a public consultation at the end of 2020 to obtain the views and experiences of citizens, institutions and organisations on the impact of COVID-19 on education and training, the consequent evolution towards remote and online learning, and the future of digital education in Europe.

Respondents expressed that online learning resources and content should be more relevant, interactive and user-friendly, and not dependent on the financial resources of a city or local council. More than 60% felt that their digital skills had improved during the pandemic, and more than 50% confirmed that they wanted to improve them further.

The study conducted in the Action Plan helps to reiterate the current trend towards online and hybrid learning that has been accelerated by events in recent years. These changes have led to the discovery of new and innovative ways in which learners and educators organise their online learning and teaching activities, engaging in more personal and flexible interactions

Support and motivate students with digital technology

Digital motivation is about applying the capabilities offered by new technologies to increase students’ confidence. Thus, making them feel more comfortable in their educational environment and ultimately improving their performance. Active engagement, cooperation among students, quick feedback on work or assessments, and the ability to put what they learn into practice are some of the conditions for students to learn effectively using technology.  Students’ lack of motivation is not only a barrier to understanding topics, but also a challenge for teachers in their everyday work.

Academic institutions can support students on a personal level while providing a comprehensive and integrated understanding of university systems. Digital and interactive portals provide connections to all relevant systems, as well as ‘live sections’ that display grades, upcoming assignments, timetables and other information and encourage participation before, during and after different activities. Access to information and course materials anytime, anywhere.  A way of communicating with students and guiding them through their work giving them assistance, focus and reinforcement.

As shown in a study published by McGraw-Hill Education, students prefer digital learning to traditional learning. According to the study, 81% think digital learning technology is helping them improve their grades, and 71% say digital course materials have increased their engagement. The clear majority of students believe that digital learning technology has benefited their schoolwork by encouraging concept retention and improving grades, and that more than half (53%) of students feel much more motivated in classrooms that incorporate such tools.

Towards a new university student experience

Increasingly, students want higher education institutions to provide them with a personalised and individualised experience. They expect the same level of interaction and experience offered by consumer brands such as Amazon and Netflix. To respond to these needs, leaders at universities, business schools and other education institutions are beginning to see a connection between the student and the consumer, and how digital transformation is necessary to meet the demands and aspirations of today’s students.

Consequently, students no longer want to be treated uniformly and anonymously, but are looking for tailored notifications and suggestions, customized to their own interests, as well as a perfect experience. They want to be seen, heard and appreciated, as well as receive attention that is specific to them. According to the Connected Student Report, 90% of students want universities to interact with them as frequently as possible, using email, tailored communications and notifications, as well as other means. Around 40% say they would prefer more individualised communications, and 25% say they would like a more personalised university experience in general.

For a higher level of success, digital solutions must include procedures that encourage reciprocity and interaction, thereby increasing knowledge retention and avoiding monotony. It is essential to ensure that students apply what they have learned to solve problems, practice decision-making and skills development in a safe environment where their understanding can be tested.

At the same time, digital solutions can lead to improvements in educational institutions to operate more efficiently in capturing new students, in ensuring the performance of students along their journey and also in maintaining contact with alumni. In addition, they serve as a digital basis for 360-degree monitoring of the educational process. An integrated platform that allows students to customise their university experience from start to finish.

Some examples of the benefits are:

  • Collaboration and cooperation: experiences, work and projects can be shared, facilitating engagement and joint learning.
  • Autonomy and flexibility: there are a variety of methods through which information can be obtained, as well as sufficient freedom for their own organisation and planning. (Asynchronous education)
  • Interactivity and communication: Students can connect and talk to their peers, greatly enhancing their ability to communicate and learn. Even student-teacher conversation can take place outside the classroom.

 

 

Gamification in education

Gamification is one of the educational innovation techniques that has provoked most interest and success in recent years. It is a method that consists of introducing game aspects and dynamics into the teaching and learning process. Examples include ‘scoreboards’ that record students’ scores in various activities, ‘badges’ that are awarded to students when they reach certain learning milestones, and the use of applications that allow multiple-choice tests to be transformed into interactive competitions.

Let’s imagine an immersive narrative (initial motivation) in which we find ourselves on a deserted island and, in order to survive, we have to go through different levels, challenges and obstacles. There are many elements and strategies that we can incorporate into the island to encourage motivation, reinforcement, various stimuli and a greater sense of involvement. For example, through interesting and fun activities for students to work on concepts and exercise the basic skills that the subject is intended to promote. As you explore the island you earn small rewards that give access to badges and levels; all achievements will be added to a scoreboard (increased participation, continuous reinforcement and short-term motivation). In addition, a help or hints option can be included in which students can ask for assistance from both the teacher and other students (social immediacy). Within each challenge or activity there may be the possibility for students to choose different options or routes, i.e. depending on their choice, they may reach one outcome or another. For each completed task, quality and immediate feedback can be received in order to learn beyond mistakes. The experience can also encourage group work and systems of competition between teams (team-based learning).

This immersive experience can be part of any academic subject and for students of different ages, from different levels of school to university, postgraduate courses, etc. It all depends on the narrative, the approach, the design concept, the catalysts, etc. that are applied in each case. A way to exceed the mastery of the concepts of a subject and to discover and intensify fundamental values of personality and teamwork.

Therefore, we can conclude that the education sector has undergone a significant digital transformation, encouraging both students and academic institutions to become more engaged, creative, and entrepreneurial. Learners and educators have discovered new and imaginative methods to organize their educational activities as a result of recent changes and adjustments during the pandemic. There is now a much easier access to electronic tools, and technology has resulted in a variety of platforms, equipment, systems, networks, and applications. Digital transformation is necessary to meet the demands and aspirations of today’s students, who are increasingly seeking a personalized and individualized experience and concepts such as gamification can further improve student performance and motivation while also making a topic more enjoyable.

 

20/06/2022/by Patricia Wiggett
https://www.motivait.net/wp-content/uploads/2022/05/Optimizando-el-aprendizaje.jpg 866 1299 Patricia Wiggett https://www.motivait.net/wp-content/uploads/2022/10/motivait-logo-web-300x113-1.png Patricia Wiggett2022-06-20 09:47:022022-06-20 09:47:02Optimising learning through digital technology
Employees, Engagement, Learning

A New Opportunity for Enhanced Digital Onboarding

First impressions count. A statement that without a doubt applies to new employees starting a new job, and how they will perceive their team, managers, and organisation as a whole. They’ll have an initial picture built up based on the recruitment process and their own research. But it is only during the onboarding process that they get their first “real” view into the company: the first exposure to other people they are likely to be working with, to the true corporate culture and to some of the more practical aspects of their new day to day life. The early days of their new working journey and the experiences within it will shape their feelings and attitudes towards their role and future with the company or organisation. So, if they aren’t being made to feel excited, engaged and inspired from day 1, it will inevitably impact their engagement and loyalty, their willingness to stay long term and how they speak about their experience to others.

At some point we have all had to sit through monotonous, repetitive and disengaging training or learning modules when starting a new role – PowerPoint presentations and ice breakers – and 58% of organisations studied admit their onboarding programmes revolve solely around processes and paperwork. Can this really be the best first impression to give someone who you’re looking to develop into a productive, happy employee and ambassador for the brand?

Even more timely and relevant is the need for onboarding programmes to be agile and flexible enough to adapt to the changing work circumstances many of us have found ourselves in. Over 1/3 of the UK workforce are now working from home (up 10% between 2019 and 2020), and with 85% of those stating their expectation to move towards a more hybrid approach in the near future, it seems that organisational practices and approaches will increasingly need to be more inclusive of disparate or disjointed teams.

This is precisely where technology can step in to transform onboarding programmes and processes into experiences that guide employees through informative, impactful learning journeys wherever they’re joining from. While simultaneously helping individuals feel immersed within the organisation and aligned with culture and values from day 1. Irrespective of whether they’re in the office, starting remote, or separated from peers, managers and their physical working environment.

These experiences should be curated to ensure employees leave their onboarding period feeling well equipped and motivated to embark on and make successes of their new roles. Bauer et al state in their research that by this point, employees should have achieved four key objectives for the best chance of ongoing success:

  1. Role clarity: employees understand their role, expectations within it, how to perform in order to achieve expected results
  2. Self-efficacy; employees feel confident in their ability to perform and contribute
  3. Social integration: employees feel connected, valued & trusted
  4. Knowledge of organisational culture; employees understanding and adjusting to company politics, social norms such as language, goals, values and history

So, how do we implement these objectives in a way that’s accessible, impactful, enjoyable and sustainable?

Digital Onboarding, With a Difference

Games and gamification are already being utilised in the attraction phases of recruitment, with games being created to simulate everything from a day in the life of a new employee to testing an employee’s soft skills.

Following that trend into the employment phase of an employee’s journey, we can make use of gamification to create unique and engaging experiences that keep them informed and interested up to and during their first few months of employment.

Creating these kinds of experiences takes time and expertise, balancing the needs and culture of the company with needs of the new employee.

We consider these weeks and months as a quest, creating a structure around what they need to learn and understand early on. Each stage or level of the quest represents new knowledge and experiences that will help them to learn. Focusing on intrinsic motivation, we choose mechanics that support the employees with social connectedness, education and goals to focus on, all in an environment that promotes exploration and discovery at their own pace. To this we this we add mini-games and interactive learning materials all tied together with interesting narratives and storylines. This gives the individuals reasons to want to continue rather than just knowing they have to continue.

Weaving in these dynamics and elements enhance the overall experience significantly, and research shows these types of great onboarding programmes and solutions can lead to higher retention rates, with some studies stating as much as 69% higher retention after 3 years.

Right now, as we focus more and more on digital transformation and open our minds to new and improved ways of working, there is a key opportunity to stop relying on default or traditional methods, simply because “that’s how it’s always been done.”

29/07/2021/by Lara Jones
https://www.motivait.net/wp-content/uploads/2021/07/pexels-vanessa-garcia-6325984.jpg 4000 6000 Lara Jones https://www.motivait.net/wp-content/uploads/2022/10/motivait-logo-web-300x113-1.png Lara Jones2021-07-29 12:32:122022-12-12 14:13:01A New Opportunity for Enhanced Digital Onboarding
Engagement

Inspiring the Digital Tourist

At a time when people have not been able to get out and about with much ease, locations, venues, destinations and organisations dependent on attracting visitors have understandably suffered. Of all the sectors profoundly affected in the last year by the COVID-19 crisis, the hospitality, tourism and culture sector has potentially felt the sting the most.

On a global scale, tourism is the third-largest export category (after fuels and chemicals) and in 2019 accounted for 7% of global trade. Taken from the UNWTO Secretary General’s brief of the unprecedented economic impact of COVID-19, as many as 100 million direct tourism jobs are at risk, including associated industries such as accommodation and food services that provide employment for 144 million workers worldwide. Small businesses (which shoulder 80% of global tourism) are particularly vulnerable.

Within the UK, a Historic England survey on the effects of COVID-19 on the sector, 76% of respondents reported lost business in the short term and 58% had postponed or cancelled income-generating events due to the Coronavirus pandemic. Meanwhile in the three months leading up to June 2020, the arts and entertainment industry saw a nearly 45% reduction in GDP, leading to nearly 70% of workers being furloughed.

Facing the stark impact, the immediate priority is to boost competitiveness and build resilience. In order to strengthen and begin to recover momentum, many groups and organisations will be looking at economic diversification and promotion of domestic and regional tourism where possible. Experts believe this will need to involve advancing innovation and digital transformation, including investment in digital skills and exploration of digital solutions to preserve and promote work and experiences across industries, as well as a means of adapting to what could be a slow return to previous activity.

The question is not just how to reopen. As governments contemplate phased approaches, for some opening as before may not be possible or may not provide the much-needed injection of activity and revenue for a fast recovery. We will most likely be looking at slow progress to avoid the problematic booms that provoke subsequent restrictions. Consequently, many will need to consider alternative experiences or services to bolster their offering, different ways to carefully reconnect with communities, supporters and members, and either reassuring outreach or vastly innovative engagement to attract and appeal to a wide range of attitudes and emotions. Or even a combination of all of the above.

The challenge that continues to weigh on most minds is when people cannot physically come to you, how do you – as a site or destination or city – bring your offering to them? In a hugely competitive market, the pressure is on to do something amazing and do it right, or else face abandonment or rejection. How can you provide valuable, meaningful but exciting experiences that people may be willing to pay for or donate towards as a way to stay afloat, nurture advocacy, and attract participation? The answer may require some strategizing, but by applying imagination and innovation, the results could outlast the current crisis and even provide some futureproofing for a sector already rich in inspiration and attraction.

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Experiences and Engagement

Let us perhaps start with an easier set of questions: how can we easily reach large audiences? How can we make sure what we create is easily adaptable and even repeatable? The answer is probably already at your fingertips right now. Technology is more powerful, flexible and accessible than ever before, with improvements and new devices and platforms arriving every day. There are more ways to get closer to end users or consumers. More insight into needs and expectations, more possibilities to translate experiences to screens – either wide or palm-sized. And audiences are more than ready to try new ideas. In the UK Gov Digital is Future 2018 survey, 30.6% of adults had participated in some form of digital culture (defined as visiting websites or apps). 60% of consumers reported that they believed experientialism (the use of large-scale projections, holograms, virtual reality or augmented reality) had already become the future of events. Epson’s research “The Experiential Future”, points to how immersive and experiential elements could be the future of retail outlets and the high street with 67% of Millennials more likely to shop in-store if there was an experiential element included, followed by 65% of Generation Z, 58% of Generation X and 52% of Baby Boomers.

These shifts in attitude demonstrate that more audiences are coming to expect technology as a primary vehicle for connecting, promoting, communicating. The next important step is in mastering how to make those digital experiences last longer than a few ephemeral seconds, designing instead to hook consumers, captivate hearts and minds, and nurture lasting, emotional connections through a variety of methods.

When looking to apply this across tourism, hospitality or culture, we need to take into account the expectations of today’s tourists or consumers. In the current situation many organisations find themselves in, the objective is to reignite sparks across different audience groups to get people excited, engaged and feel encouraged, to help kick-start the sector again. How can you influence attitudes to make people who were hoping for a holiday abroad feel equally excited about a staycation? How can you communicate information to reassure around safety measures? What extra incentives are dotted across your offering to draw people back? Or how do you provide a great experience to someone who is not yet comfortable with or able to leave their home or area?

Tourism, or tourism-adjacent products and services are already experiential by nature. The essence of tourism is the development and delivery of experiences to people who wish to see, understand, and experience different destinations or the way people live, work, and enjoy life in those destinations (Ritchie, Tung, & Ritchie, 2011). Given the evaluative and recommendation-based aspects to the sector, tourism organisations (hotels, airlines, booking platforms, destinations, etc) began extensively implementing Customer Engagement strategies in one form or another long before COVID-19, to engage with their customers at various stages of ‘consumption’ (pre, during, post). By looking at it through a Customer Engagement lens, organisations are able to extend the visitor experience beyond the service or visit to provide multiple opportunities to have a positive and meaningful influence on consumer attitudes and behaviour, and create a lasting connection. The same way retail brands look to increase footfall, advocacy, loyalty, and revenue through carefully curated Customer Engagement and Experience strategies, similar principles can work or at least be adapted across tourism. Whether you’re browsing for a new pair of trainers or looking for something different to do this weekend, as a consumer you will naturally turn to your preferred device and surf for the winning product or service that speaks to you – that helps you picture yourself enjoying the end result, that stands for similar values, that provides a seamless browsing experience, that sends relevant, personalised communications when you exchange information, that gives you that value-add feeling. Developing experiences to attract the Digital Tourist, the focus should be the same – considering the end users’ needs or expectations and designing them into the heart of whatever experience or offering you create.

For digital solutions, from virtual reality to 360-degree photographic tours, there are a wealth of options available to the likes of museums, libraries and tourist attractions. However, is recreating the visual in the virtual enough? When you visit a museum, it is a visceral experience, with all of your senses being treated to sights, sounds and smells. You can touch objects, interact with exhibits, listen to the stories behind them and more.

Poorly implemented or irrelevant technology could make all that magic fall flat. However, interweaving an intuitive and attractive design, and integrated, rich user-centric strategy to capture hearts and minds of all backgrounds and interests, different digital functionalities and solutions can help people truly live the experience – and even relive it time and time again.

While you may not be able to touch the skin of a dinosaur via your phone at home, but you can see it come to life and roam through prehistoric jungles. You can listen to a narrator explain to you how they lived, whilst watching them hunt. You can take control of them and explore on your own, discovering new facts as you go. The experience is translated and enhanced, becoming richer and more meaningful than just a marketing tool to raise your profile.

So, what can you weave into the story you want to tell?

Narratives, Story Telling and Game Design

Designing experiences that focus on strong storytelling can take your users on a journey that is engaging, entertaining and educational. They are elements that allow people to fully immerse themselves in a situation and detach themselves from the daily routines, distractions or even restrictions in their own real world. As a design feature, they really help participants get the most out of both the experience and are a proven method to help improve learning and wider engagement.

Within arts, culture, heritage, tourism and hospitality, storytelling becomes a match made in heaven given there is ample material or existing characters to seek inspiration from. Narratives encourage exploration in both virtual and real spaces; for example, creating intrigue to draw people to different areas of a city, or enticing them off the beaten track to hidden gems. There are even ways to make the participants the protagonists by providing tools to create their own stories, such as sharing their adventures with others on micro-blogging sites like Medium and Instagram, helping to promote and advocate for the experience.

Though story-telling and narratives lend themselves well to the sector, there are many elements of game design that can be woven into creating exciting and engaging experiences. Setting missions that require users to visit (physically or remotely) locations to move the narrative on or earn some kind of reward can drive users to visit new and unexplored places. Providing opportunities to win prizes can keep users coming back. Adding “multiplayer” like social elements, such as group tasks, can create a sense of community allowing them to share their experiences and help each other, without necessarily being physically near each other.

Picture inviting visitors for weekend missions where by downloading an app, they have the chance to immerse themselves in the life of a well known author, setting them missions or challenges that take them around their birthplace, encouraging collaboration and friendly competition, blending quizzes based on their well-known tales with facts from their own life story – and blending local businesses and destinations with the participant’s journey. Visitors leave with more knowledge and appreciation for the area, and the sense of having done much more than just sightseeing.

 

Immersive Exploration & Virtual Reality

In some ways the pandemic propelled interest in VR and gave it a chance to shake off perceptions of it just being a passing fad or gimmick. Trapped in the four walls of our homes, Virtual Reality is one of the truest definitions of escapism and as it becomes more accessible, the potential continues to grow. There are games to give you a cardio rush, traditional games that engage you in missions and quests, but there are a growing number of experiences that utilise the medium as a way to blend learning, exploration and immersion with more emphasis on ‘reality’. And many feel it is here that the concept of a digital (or virtual) tourist has the potential to flourish into something exciting.

Various destinations have started showcasing locations and attractions through VR in recent years to diversify their marketing approaches. Groups such as the German National Tourist Board adopted VR as a marketing tool, raising the profile of its attractions and piquing interest as they take Oculus Rift viewers on 360º video tours across the country. It is arguably a more competitive approach to garnering interest, but the impact VR can have as a marketing tool that converts fun videos into ROI is still yet to be seen. What is evident is the demand that exists, combined with people’s need to explore – albeit virtually for now. Searches related to “virtual tours” have grown globally by over 500% year over year suggesting people may even prefer alternatives to in-person tours until they feel safe or ready again.

The benefit of developing technological solutions such as VR is that, if done well to ensure adoption and usage, they can be a cost-effective and powerful way to help clients feel more comfortable and more willing to travel. From a practical point of view, VR can be highly effective for learning settings.  For cities, airlines and airports, hotels, or larger organisations looking to incentivise travellers, VR experiences can help set expectations and improve understanding before they go to book anything, for instance explaining to users what health and safety measures are now in place to keep them comfortable. For specific destinations, such as museums or similar tourist attractions, VR could bring an experience to life for people not yet ready to leave the comfort of home but who are missing that sense of adventure or discovery. Virtual Reality as a design mechanic has great potential, but on its own all you are really showing is an immersive video experience. By adding motivational and behavioural design to it, you can create something that truly hooks the imagination and interest of participants.

Imagine visiting a virtual library, where you can not only read the books on the shelves, but you can hear from their authors, learn how the book came to be, what got left out, what they might have changed.

You can take the design much further, by creating video or live-action role-play games that add to a visitor or users overall enjoyment of their experience. These could be stand-alone games designed to attract people or fully integrated to augment the existing physical or virtual experiences.
When you open the book in the libraries app, the characters could come to life – playing out the story in front of you and then offering you a chance to decide how the story branches. Do you follow the original narrative, or make changes and see how the ending is altered?

All of this is made possible with the use of the right technology and an understanding of where it is appropriate to use it. Not only does this open up attractions to wider audiences, for example bringing museums into classrooms around the world for interactive lessons, but it also creates an opportunity for augmented and enhanced physical experiences when visitors are once again allowed to come through the doors.

 

 

Personalisation and User Centricity

Finally, but possibly most importantly, personalisation. As we come out of various lockdowns and restrictions to our lives, something we will likely want more of is control of how we enjoy our new freedom. When this comes to what we are going to do with our spare time, it is an opportunity for attractions to provide something different and interesting for potential visitors and tourists, physical or virtual, by offering as much flexibility and personalisation of the experience as possible.

The development of apps that work as virtual tour guides, offering location-based tips on exciting sights to visit near them will give visitors the chance to start to build their own custom tours and outings. You can then allow users to choose the types of exhibits or attractions they are interested in and further personalise their experience by only suggesting things that fit those preferences.

Make it as easy as possible for people to find an experience that they may enjoy by offering related recommendations or creating easily navigable apps or websites that can take their preferences and offer focused suggestions. Even before the pandemic, up to 83% of customers felt that said they felt brands should offer them suggestions based on their personal preferences.

More than “A Day Out”

Post COVID-19, people will naturally want to get out more and travel again but may well be nervous of doing so. At the same time, those leading within the culture, tourism and hospitality sector will be determined to revive activity and re-establish some form of normality and security for thousands of organisations, destinations and venues. It will be a huge challenge, but simultaneously could be a grand opportunity for the industry to showcase just what they have on offer for a range of interests, needs and abilities.

In the UK alone, when asked what type of vacation they expect to take in the next 12 months 38% of respondents said they now expected to take a domestic vacation and 20% expected to take a staycation in their local area (Google Trends 2020). There have also been shifts in consumer demand around the specific location of domestic vacations. While demand for beach destinations has remained consistently high, in August this year, UK searches for ‘country holiday’ surpassed the term ‘city break’ for the first time in over 10 years. The desire and appetite for escapes, exploration and relaxation is undoubtedly there, but collectively we need to be ready to navigate and adapt to new expectations. Creating alterative, parallel, or more accessible experiences as part of a support network will be imperative to help the sector create momentum again in the long run. Designed with long lasting engagement in mind, they will also have the capacity to futureproof against any more bumps the road ahead brings. Designed with users in mind, you’re creating experiences that will be more diverse and inclusive and accessible than ever before.

The use of the right technology can support all stages of accessibility as we all initially emerge from lockdowns or get used to new circumstances and habits. Digital can play a powerful role in feeding the need for exploration, learning, inspiration, excitement, and can step in to fill in gaps across experiences, keep connections and channels open for broader communities, and can empower the brilliant teams behind some of our beloved destinations, projecting the stories they have to tell to all who are ready to listen.

 

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29/03/2021/by Lara Jones
https://www.motivait.net/wp-content/uploads/2021/03/dominik-dancs-YumiD4DmYBA-unsplash-1.jpg 1281 1920 Lara Jones https://www.motivait.net/wp-content/uploads/2022/10/motivait-logo-web-300x113-1.png Lara Jones2021-03-29 10:28:412022-12-12 12:49:26Inspiring the Digital Tourist
Employees, Engagement, Learning

L&D Today: Digital Learning for the Zoomed Out Professional

No matter what the job is most workers and employees will need to go through training, learning and development in some form at some point. It will vary drastically between sectors amongst other factors but generally it can be split into three distinct categories: mandatory (for example, health and safety or IT security), career related (project management), and personal development (communication and presentation skills). In the corporate world learning has received more pronounced attention (and subsequently investment in many cases) from executive and people teams in recent years, especially as demand for learning opportunities builds with each new generation entering the workforce, and with more readily available opportunities to demonstrate upskilling across your career. Scan the careers section on LinkedIn and you will spot ‘learning’ playing an integral role in many organisations EVP, or just being an essential compliance piece for effective employees.

However along with demand, expectations are also growing. Organisations are eager to stay relevant and keep their employee experience offering innovative, but so often people keep circling back to LMS platforms with no personalisation or personality. You can only reinvent the same content or processes so many times, and L&D professionals today find themselves in a battle for people’s attention in a world that has had to move so many events and strategies entirely online. Equipped with all the benefits of technology, but perhaps still facing a delay until we can have face-to-face sessions again, how can we reinvigorate and enable L&D to ensure participation, commitment, and engagement?

Video is King?

Video has long been the first step for online learning settings, and it is particularly useful when virtually replicating what otherwise would be happening in a classroom based or face to face environment. Quick videos suit the attention span of today’s learner, and conferencing helps encourage connecting and collaborating across locations. There are plenty of advantages that video content can bring to the professional world. It has the potential to be delivered at any time often on any device, it can be made bite sized, it can be made collaborative, autonomous, virtual, the possibilities only grow with technological advancements. But in the same breath, so does video exhaustion. Zoom has seen a growth from 10 million meeting participants per day to over 300 million per day since the start of January 2020. It has been used for everything from virtual coffee mornings to delivering webinars. Whilst the online move was vital for the events space and has shown great lengths of creativity behind L&D, even by the second month of lockdown many were feeling saturated, facing webinar overload, and most concerningly worrying about the potential impact on career progression and stagnation over time.

Video undoubtedly does enable more dynamic content production, but it doesn’t always allow for inter-personal or spontaneous moments that develop naturally in person and this has been noticed profoundly since lockdown. Conferencing and video both have a tendency to fall flat when it comes to personal and professional development. Individuals are lacking the communication and collaboration required to thrive, develop, and pick up those soft skills from being immersed in a physical environment with others. It can feel hard for people to feel like they’re progressing, learning, or on track with their development when it’s just them and their screen all day every day, they’re having to prove their skills and aptitude purely online. This is where a balance between technology and human interaction becomes important. There are plenty of digital solutions to connect A to B or carry messaging. To support people’s innate drive for relatedness, autonomy, mastery and purpose any implemented technology needs to facilitate experiences that address and interpret the core needs of the people involved.

People need more of a hook with compelling content in order to build engagement and commitment to the learning path.

Not Just Playing Games

A 2019 survey found that 83% of the respondents receiving gamified training felt motivated, versus only 28% for those undertaking non-gamified training. When gamified elements were added to training, boredom dropped to 10%. And although integrating gamification into training or L&D isn’t new: right now, there is a great opportunity to delve further into its possibilities.

Think about traditionally content heavy training: we have all been faced with reading through pages upon pages of health and safety, corporate rules and regulation training that is often difficult to absorb. Translating this content into a virtual gamified experience has been show to be a particularly effective approach for helping to deliver consistent experiences in a way that employees can ‘digest’ easily, interpret

Feeling Inspired?

That said, hesitations around gamifying experiences is understandable, particularly when trying to deliver essential or meaningful training, such as how to improve communication or diversity awareness. But gamification doesn’t always just make something fun. It can be a stimulating element for ensuring learning transfer, through more meaningful recognition techniques, visualising progress, or simply by integrating levels or tutorials to help people find their feet on a new course. In the absence of face to face training, simulation and scenario-based training can be a great substitute, especially with the advent of more affordable technologies such as Virtual Reality. Applicable for more practical roles when you’re not yet able to put skills to the test in reality, like practising beauty treatments or developing trade related skills safely. This kind of immersive approach can be used for this by putting people in realistic, but safe situations – just like you would in a role play in face to face training, but without the nervous laughs and self-consciousness. When considering VR, research shows that the added movement associated with being able to move your head and even arms can increase a participant’s feeling of empathy during the experience, which can make a huge difference for people in customer facing positions. Or as part of recreating or simulating everyday experiences within a virtual environment, participants can create avatars to explore content, courses and locations, in a much more direct way.

Once you lift the experience from the classroom, the opportunities and approaches are endless. So whether it’s recreating a training event on a group video call, developing and providing a gamified experience or a virtual world: the common denominator in what will make each approach successful is the focus on making it an engaging experience, made accessible to potentially all employees irrespective of location. It might not be a full replacement for everyone being in a room together, but it’s certainly one step closer, and a way that training, L&D can be provided more naturally. Still providing something insightful, engaging and valuable yet is capable of evolving with changing circumstances and requirements. And not forgetting, providing an element of fun along the way!

29/10/2020/by Lara Jones
https://www.motivait.net/wp-content/uploads/2020/10/thought-catalog-Nv-vx3kUR2A-unsplash.jpg 4320 6480 Lara Jones https://www.motivait.net/wp-content/uploads/2022/10/motivait-logo-web-300x113-1.png Lara Jones2020-10-29 13:40:282020-10-29 13:59:44L&D Today: Digital Learning for the Zoomed Out Professional

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