Performance management is the process of setting goals, measuring progress, and providing feedback to improve performance. But how can you use new technologies to enhance this process and foster innovation and creativity? In this article, you will learn some of the best ways to creatively implement new technologies for performance improvement.
Gamification is the use of game elements and design principles to motivate and engage people in non-game contexts. You can use gamification to make performance management more fun, interactive, and rewarding. For example, you can create badges, leaderboards, points, levels, or challenges to recognize achievements, foster competition, or provide feedback. Gamification can also help you create a culture of learning and growth, as employees can track their own progress, set their own goals, and access learning resources.
I love this methodology when i have to teach myself something new - a game, new language or something else. A positive affirmation to an action and human need to continuously benchmark themselves against peers can be a great motivator for adoption. However, beware that while gamification can drive quick adoption stickiness often comes from the UX itself. So any new technology being introduced should not make the work harder but still be able to provide "gamification" in the learning curve.
Athletes are inherently competitive. This route is the bait and gateway to having a conversation to explaining the “why” of the process. Fun draws them in and ones explanation empowers them to take control of their training process and results!
Here are 3 quick ways to creatively implement new tech for performance improvement: Gamify processes: Use points, badges, and leaderboards to motivate and engage employees in learning new tools or adopting new practices. Think outside the box: Don't just automate tasks, use AI or VR to create immersive training experiences or personalized feedback systems. Embrace experimentation: Start small, pilot new technologies with specific groups, and iterate based on feedback to find what works best. Remember, the best approach depends on your specific goals and context. Be bold, experiment, and have fun!
Agile methods are a set of practices that emphasize collaboration, flexibility, and customer feedback in project management. You can adopt agile methods to make performance management more responsive, adaptive, and iterative. For example, you can use scrum, kanban, or sprints to organize your work, prioritize tasks, and deliver value. You can also use retrospectives, stand-ups, or reviews to communicate, reflect, and improve. Agile methods can help you create a culture of experimentation and innovation, as employees can test new ideas, learn from failures, and adjust to changing needs.
Data analytics is the process of collecting, analyzing, and interpreting data to generate insights and make decisions. You can leverage data analytics to make performance management more objective, evidence-based, and actionable. For example, you can use dashboards, reports, or visualizations to monitor key performance indicators, identify trends, or spot issues. You can also use predictive, prescriptive, or descriptive analytics to forecast outcomes, optimize solutions, or explain causes. Data analytics can help you create a culture of transparency and accountability, as employees can see their impact, understand their performance, and take responsibility.
I’ve seen great results leveraging the prescriptive side of designing training sessions. Whether it’s for outlining a preseason or returning an athlete from injury, having previous data in an organized manner is crucial for successful periodization. Make sure you have consistent naming of drills to fully leverage the prescriptive power of data.
Artificial intelligence is the ability of machines or systems to perform tasks that normally require human intelligence. You can integrate artificial intelligence to make performance management more efficient, effective, and personalized. For example, you can use chatbots, voice assistants, or natural language processing to automate tasks, provide support, or generate feedback. You can also use machine learning, deep learning, or neural networks to learn from data, improve performance, or customize experiences. Artificial intelligence can help you create a culture of empowerment and autonomy, as employees can access information, solve problems, or choose options.
Virtual reality is the simulation of a realistic or imaginary environment that users can interact with using devices such as headsets, controllers, or sensors. You can explore virtual reality to make performance management more immersive, engaging, and creative. For example, you can use virtual reality to create simulations, scenarios, or games to train skills, test competencies, or provide feedback. You can also use virtual reality to create environments, situations, or challenges to inspire ideas, stimulate emotions, or foster collaboration. Virtual reality can help you create a culture of curiosity and discovery, as employees can experience, explore, or create new realities.
I often see folks skip the needs analysis. What is the question you’re trying to solve with the technology? Make sure it fits then take time to move the needle slowly. It doesn’t need to be fully adopted day 1 before you know how it will/can be used.
Watching movie together. Choose a movie that fits into your agenda for best performance or education or inspire creativity, etc. Start a discussion after the movie, have pop corns any snacks as informal as possible and start an interacting conversation in regard to the movie, of course it has to be a very directed communication to achieve your agenda. Another method is playing psychological games or tests which helps character building towards better team work. Knowledge of self and others are important to create environment of self awareness and consideration for others.