Do great minds think alike?  I had started a draft of this post two days ago and filmed some of the video clips that I wanted to include when I read Tanveer Naseer’s recent blog post: What A Soda Vending Machine Can Teach Us About Employee Engagement

I have decided to “borrow” the same title format in both homage and it is catchier than the one I was originally using.

Santa brought the family a Wii for Christmas

No can say that the Wii doesn’t draw you in – a little like gambling.  A few games and wins and you are hooked.  If only work could engage us the same way.  But it can and should.

Some people might be inclined to think that “Employee Engagement” is just a fancy new way of describing job satisfaction or motivation.  And while some of the original criteria must not be forgotten, engagement is so much more.  Let’s look first at was must be in place before we get to some of what is required as illustrated by the Wii.

Traditional Motivation

1. Clarity of  Expectations

When a new person arrives on the job, they want to be told what to do and what is expected of them.  Otherwise, they will quickly become frustrated, angry and disillusioned. Both the Wii console and the games come with specific written instructions as well as online guides.  Before you first try a game, you are usually walked through a series of steps so that not only do yo know what to expect but how to handle the situation. You get to practice. You get hints along the way.

2. The Right Tools

Assuming that the individuals are capable of doing the job and are still motivated to do so, then they must be provided with the right tools and resources.  I think it is pretty obvious that the Wii excels in providing the accessories to make the job, if not easier, certainly more real and satisfying.

3. Feedback

Employees no matter how motivated, won’t know if they are achieving the right things unless there are feedback mechanisms.  These feedback loops provide valuable data on progress and identify possible gaps.  Not only are there daily letters to individual players on the Wii with updates and status, but you can take and monitor yourself with fitness tests.

4. Advancement Opportunities

It seems pretty obvious that individuals no matter how engaged and motivated will loose some incentive if there are no opportunities to grow and advance their careers.  This could be laterally, vertically or transition into new areas completely. The Wii Mario World is a typical example.  Besides the various levels of each world, on each world are different paths one can travel.  Part of the journey is up to you and some you have to wait to select until you have reached a certain competency.

5. Rewards (Appropriate Consequences)

You win some you loose some.  If the job isn’t challenging or stretching then the rewards wouldn’t be valued.  Too often we set up systems unintentionally that reward the behaviours we don’t want and discourage the ones we do.   Here is an amusing example:  What to get something done?  Ask the busy person.

The Wii provides incentives as you go along on your task as you try to reach your final goal.  Like the real world it is not all uphill.  Sometimes there are set backs on the journey. Playing on the Wii this might mean going back to do some training to improve before attempting new challenges.  You even get a “memo of congratulations” in your in-box when you achieve a certain level.

The New Engagement – Connectivity

1. Clear Identity

One of the great things about the Wii is that you can create your own avatar.  You remain your own person and actually have a real identity.   I often see this missing in employee engagement programs;  the the person gets lost in the whole.  For people to be engaged, they have to be able to see themselves as a part of it.  Their interests, values and purpose must be incorporated and aligned int the broader vision.

2. Cross Generational

One of the biggest challenges today is incorporating five different generations into the work place.  Each generation has different motives, work styles, expectations, and goals.  The Wii not only caters to different interests but different ages. Then there are games like Mario Cart where the whole family can join and enjoy.  Wouldn’t it be great if the real world was like this?

3. Collaborative

Collaboration is more than being participatory but as the first two criteria suggest – it is inter-related. With the Wii not all games are competitive and players can work in teams together.  Many are designed so that the only way to succeed is to assist others as you progress together. Often each player has a different talent or skill that you appreciate and begin to learn yourself.  There are even times when you may sacrifice yourself for the greater good.  (Of course, you do get to “come back” into the game.)

There is also an aspect of community.  The Wii certainly fosters this type of connection.  Not only can you mingle with other “avatars” online. you can store yours into a remote and take if with you to a friends console. I was amazed when the first time one of my son’s friends arrived with their own remotes so that four could play together.  (We only have two remotes but plan more.)

4. Crazy Fun

OK, I had trouble coming up on short notice with another “C”.  Engagement should be enjoyable and fun.  The moment it becomes tedious but how boring.  More importantly it is an energy drainer.

5. Commitment

It seems that the whole “purpose” of engagement is to get people committed so that they are working in alignment to get the best outcome.  Well I am not fully convinced of this logic but let’s go with it for now.  I may be making a little bit of a stretch here in the Wii analogy,  but I don’t think so.  The experience of the Wii makes people loyal to it and to the brand without even having to understand the overall vision or mission.  You want to be a part of it because it is fun and fits for your own goals.  On certain games you are not only committed to your own success but the success of others.  Now that’s engagement.

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