Nashville Predators’ Post

Wheeeeere's the line when it comes to "gamifying" employee engagement? This topic gets me a lil' passionate. There are two schools of thought—both with true believers backed by true experiences: 1) Using a point system/branded "bucks"/staff competition is a fun, innocuous way to motivate employees with the payoff of a treat—and who doesn't want treats? We gamify plenty of things in life because gamifying can deliver the behaviors we desire! Plus, it's still $25 they wouldn't have had otherwise, right? 2) Using a point system/branded "bucks"/staff competition is actually a way to avoid giving workers their fair compensation but still get the behaviors of an "engaged employee": someone who will care for customers, do their best work, uphold the brand experience, etc. It's high-performing employees—for a discount! My take is this. Enjoying games and working for a sense of reward are a true part of the human experience—there isn't anything wrong with also incorporating that into the human experience of work, if—IF... It's not being used as a band aid for fair wages. It's not being used as a band aid for good conditions. It's not being used as a band aid for a healthy culture. But for too many businesses, gamification as a band aid solution to coerce employee engagement—especially amongst their "entry-level" or "front lines" staff—without delivering on a sustainable employee experience. And, when they do, the vibe they give off is "We treat our staff like we train a hungry dog—do the trick and we'll give you enough of a treat to keep you going, but not to sustain you." (See? I told you this gets me passionate.) So, as always, the bottom line is: Treat your employees exceptionally well. First and foremost and forever, because they are your fellow humans and, de facto, human flourishing is a "high value activity". End of story. And second (if you need a business reason to convince you further), well-cared-for employees are that much more likely to care for your business and represent your brand well. #employeeengagement #employeeexperience #employerbrand

BREAKING: IATSE Releases 2023 Gameworkers Rates and Conditions Survey Results: Finds Games to be a ‘Parallel Reality’ within Entertainment Most game workers reported that their game career is either unsustainable or they’re unsure whether it is sustainable, and less than half make it to their seventh year working in the industry. Unfair pay disparities within singular job titles, lack of retirement security, pressure to work unpaid overtime, low wages, burnout, and exhaustion were widespread and commonly reported. Ultimately, two in three respondents indicated they did not believe they were in a position to negotiate viable solutions to these problems on their own, highlighting an environment where unionization and collective bargaining could be a viable alternative to the status quo. Overall, respondents ranked pay as the most urgent priority to change within the business, with overtime/crunch ranking second, safety/anti-harassment ranking third, health insurance improvements ranking fourth, and work life balance ranking fifth. While workers’ workweeks averaged a surprisingly low forty hours per week, the overriding concern was 'crunch' – acute periods near deadlines which demand extreme long hours with no additional pay. 50% reported having experienced it in the past two years. Retirement security remains generally elusive, as 36.7% of respondents reported lacking any employer-sponsored retirement plan whatsoever, and less than 1% had a pension, a stark contrast to their counterparts in unionized sectors of the entertainment industry. Matthew D. Loeb, IATSE International President, commented, “The rise of the gaming industry is undeniable. Yet, this report underscores the urgent need to ensure that everyone working in entertainment, whether you are in film, television, live events, gaming, or any other medium, you deserve a robust union that champions your rights and priorities and codifies solutions into a collective contract. Our colleagues in gaming deserve nothing less than their peers in other sectors of the entertainment world.” With the 2023 Gameworker.org Rates and Conditions Survey results now released as a public resource, organizers will look to use the study and insights gained to accelerate this momentum. Workinman Interactive Project Manager Matthew Vimislik believes the union will bring together the diverse range of disciplines within the industry, stating, “Game production is a cacophony of different jobs and disciplines pitted against each other for smaller and smaller pieces of a big pie. I believe IATSE’s experiences representing wide swathes of the entertainment industry gives us the best chance of navigating the various needs of our workers, and create a sense of solidarity for artists, programmers, producers, and engineers.” Read the Report: https://lnkd.in/e-v-DhFG

🛒💰 Struggling to Keep Staff? It’s All About the Paycheck & Benefits! 💸 Low wages and lack of benefits are driving convenience store workers away. But it's not just about the paycheck! At ChampionPEO, we believe benefits count as part of the compensation package. Let us help enrich your overall compensation plan with benefits and retirement plans to attract and retain top talent. 💪 #EmployeeRetention #FairWages #ChampionPEO 💼✨ Elevate Your Compensation Package with Benefits & Retirement Plans! 💰 Looking to attract and retain top talent? It's not just about the paycheck! Benefits count as part of the compensation package. At ChampionPEO, we offer comprehensive benefits and retirement plans to enrich your overall compensation plan. Let's work together to build a competitive edge in the talent market! #EmployeeRetention #CompensationPackage #ChampionPEO

Does Paying Star Players High Salaries Create Resentment Among Teammates? 💰🏅 The issue of star players receiving high salaries is a hot topic in sports management. Let's explore the potential impacts: 1️⃣ Team Dynamics 🤝 - High salaries for star players can create a sense of inequality, leading to friction and resentment among teammates. 2️⃣ Motivation Levels 📉 - Disparities in pay may affect the motivation and morale of other team members who feel undervalued. 3️⃣ Performance Pressure 🏋️ - Star players might face immense pressure to justify their high salaries, impacting their performance and relationships within the team. 4️⃣ Balancing Act ⚖️ - Teams must find a balance between rewarding top talent and maintaining overall team harmony. What Can Be Done: ✅ Transparent Communication - Open discussions about salary structures can help manage expectations and reduce feelings of unfairness. ✅ Fair Compensation - Implement performance-based incentives that reward all players for their contributions. ✅ Fostering Team Unity - Engage in team-building activities to strengthen bonds and create a supportive environment. What do you think about this? Share your thoughts in the comments! 🌟 #SportsManagement #TeamDynamics #SalaryDisparities

"While members bask in luxury, the livelihoods of the very staff serving them can often be fraught with financial uncertainties." If you've ever set foot in a private club for golf, tennis, pickleball, or simply socializing, you'll understand the importance of the member experience. To achieve that, you require a motivated and proactive staff. My team has put together this great piece to help you understand the potential and impact of innovative employee benefits, such as OrbisPay, on your current employee engagement strategy. #OnDemandPayForClubs #LuxuryClub #PrivateClubs #EmployeeEngagement #Pickleball

Empower your people! Paycom helps Championship Winning Companies (teams) like the New England Patriots! Take a look at how we helped them to achieve victory off the field. Want to learn more? Let's connect! #Paycom #Beti #HR #empowerment

To welcome the weekend, here's a brilliant case study showcasing the power of an innovative #EmployeeValueProposition, featuring our client's Rockys Sports Club and Club Toowoomba! Rocky Sports Club in Rockhampton and Club Toowoomba faced difficulty keeping their doors open and often closed them early due to a lack of permanent staff and casual workers. To solve this, Jack Hughes had to re-strategise the benefits offered to employees to increase engagement and attract reliable talent. In just a few months, both hospitality venues were able to transform their workforce, with many employees eager to take on new shifts. How was the transformation possible? Through introducing earned wage access. “Knowing that one can immediately receive an additional hundred bucks (or more) by picking up a recently opened shift or by accepting to work overtime to help during a busy period makes our staff a lot more open to working more hours when needed! Paytime has been a great addition to our business, I can highly recommend it to any business with frontline workers” Earned wage access providers employees with financial freedom and employers with effective employee engagement tools. Sometimes it's as simple as providing relevant, practical wellbeing tools. We're thrilled to have been able to support Rocky Sports Club and Club Toowoomba in their endeavours, and hope we can do the same for you! https://lnkd.in/ghBUyb5N #earnedwageaccess #workforcedevelopment #employeengagement

For the right type of organization, this is a win-win.

I am a big advocate for motivating and engaging your employees all year around. One of the things I get asked about on a regular basis is the place of rewards and/or bonuses as a motivator. However as Christmas approaches this is often the time of year when almost every employer is looking how to deliver a reward for their people. I share some things to serve as food for thought in my latest blog.