Today’s work environments are evolving faster than ever before. Both Generation Y (Millennials) and Generation Z are introducing new standards regarding expectations towards organizations and work culture, focusing on development, autonomy, and flexibility. How can managing these teams be not only effective, but also engaging and satisfying for the employees themselves? According to prof. Jacek Męcina from the University of Warsaw, advisor to the Board of the Confederation Lewiatan, the answer may lie in gamification – a tool that responds modernly to the needs of contemporary employees, but also many managers.
The Baby Boomer generation, those born between 1946 and 1964, are characterized by an attachment to traditional values, such as loyalty to the employer and generational stability. Many people who have recently or soon will retire, have worked their entire professional lives in one place. This used to be the norm – employees also appreciated clearly defined rules and structures in the company.
However, generations Y and Z prefer more flexibility and significantly change the way of management. Their expectations often go beyond standard ways of motivating – they value personalization, involvement, and a sense of meaning in their work. Elements such as autonomy, instant feedback, and the opportunity for personal development are key to their job satisfaction. This can pose challenges not only for large organizations, which have for years applied the same practices, but also for young managers and entrepreneurs who remember their first job and the rules prevailing in it.
Generation Y and Z on the job market – what do they expect?
Generation Y includes people born between 1981 and 1996. Compared to previous generations, they attach great importance to the balance between professional and private life, although there are always exceptions that cultivate the “old” work ethos. For Millennials, development opportunities, freedom in performing tasks, and flexible work hours are important. The pandemic and the need for remote work have also opened the door to full-time home-office. Today, for many, this is the expected standard. In addition, Generation Y values relationships with the team and an environment that supports development and promotes transparency.
People born after 1996, grew up in a world of technology, which significantly influenced their entire life, including their approach to work. Generation Z expects quick feedback and a clear and dynamic development path. They are very demanding in terms of acquiring new skills and prefer to work in organizations that promote social responsibility and a positive work culture. Stereotypical corporations are not places where they will find happiness and fulfillment.
“Therefore, a new individualized approach to employees is needed, but without forgetting to invest in social competencies, collaboration, and team building. Only clear communication of the organization’s goals and the individual goals of each employee, and support in achieving them, translates into the company’s success and individual success. The concept of gamification can help in achieving them” says prof. Jacek Męcina, University of Warsaw, advisor to the Board of the Confederation Lewiatan.
Gamification as a key to satisfying Generation Y and Z?
As per report “Different faces of Polish player 2023” prepared by the research agency SW Research, over half of Poles, roughly 20 million people, play games. As many as 83.3% of gamers mention that the main reason why they play is the challenges posed by games. Such a state makes the use of mechanisms known from games, like points, levels or badges, an excellent tool for engaging employees of generations Y and Z. As a result, daily tasks become more satisfying and stimulating.
On the other hand, according to research conducted by TalentLMS in 2019, as many as 89% of employees claim that game elements increase their productivity. The study covered a sample of 1,000 employees from various industries, and the results indicated that the greatest productivity increase was experienced by employees engaged in tasks that offered immediate feedback and a reward system.
“Applying gamification mechanisms can significantly affect motivation and engagement, not only in an environment where creativity and teamwork are required, but also there, where an employee is fully responsible for their own KPIs” comments Patryk Bogula, founder and president of ECHO Analytics. “Reward system is extremely important and still underrated. It’s still a common belief that praise is only due when an employee or team achieves at least 100% of the goal. We promote the approach in which every level of target fulfillment deserves a reward. It definitely has a better impact on morale and employee engagement” says Bogula.
Task gamification is not just a “play”
Introducing gamification in managing teams of generations Y and Z brings many benefits, both for employees and the entire organization. Personalized KPI panels allow employees to take responsibility for their results and react quickly to potential difficulties. Mechanisms such as rankings and badges introduce an element of healthy competition and strengthen the sense of belonging to the team. However, it is important to remember that for competition to be healthy, it must be supported by a positive work culture, where competition does not lead to tensions between employees.
Gamification also makes it possible to have an individual approach to each employee, which is particularly appreciated by Generation Z. Personalized dashboards allow for monitoring progress and tracking achievements in real time. Such a system allows employees to feel appreciated and reinforced, which significantly increases their job satisfaction.
“An integrated, new approach to motivating employees, clear setting of goals and defining the effects expected by the organization is the first condition for success. The next one is good communication and access to information, but also support offered at every stage of employee development. The integrated concept of an e-learning center is a great supplement to this model. Thirdly, it is valuable to focus on the flexibility of the organization and its adaptation to the needs of employees, all in a form that is friendly, especially for the young generation, which easily enters their professional roles and achieves good results. This concept is finally a plan for integrating the team around the proposed organizational culture, which can ensure the success of the organization and satisfaction of employees” – prof. Jacek Męcina, University of Warsaw, advisor to the Board of the Confederation Lewiatan.
Source: https://managerplus.pl/zarzadzanie-zespolami-z-generacji-z-i-y-jak-wykorzystac-gamifikacje-w-propracowniczym-podejsciu-71603
