Talent Losers and Winners

This is a great graph from Top Prospect that shows how Silicon Valley companies are hiring talent from each other.

There are some limitations with the data (the data comes only from Top Prospect’s database, it doesn’t give a total workforce number) but what is interesting is that it shows where these companies fit in the hierarchy of ¬†preferences for engineers. ¬†Facebook and Linkedin are clearly the hottest at the moment just as Microsoft and Yahoo were previously. This isn’t a surprise: people look for good work and the excitement of being in a fast-growing company that is making a difference.

 

New Study shows most Americans want Games at Work

In a new study by Satchi & Satchi S titled Engagement Unleashed: Gamification for Business, Brands and Loyalty, 55% of Americans said they were interested in working for a company that uses games to increase productivity.

Some of the key findings were:

  • 50% of the US online population play social games daily
  • Women play games due to boredom; men play games because of competition
  • People are most interested in multi-player games and trivia challenges
  • 58% said it is important for brands to be fun and playful

There are some other results and outcomes from the report that I found interesting:

  • Young, employed 18-24 years were the group most willing to take a salary reduction to work for a socially responsible company. This suggests that social interaction and work culture is more important than money for some people
  • TV, in its current format, will be the big loser as people look for activities that are more engaging. If people are bored they are not channel-hopping
  • Employees would prefer multi-player games at work even though most games are played individually. One positive from this is that it maintains a team and social aspect to game playing
  • The fact that discounts and deals are the largest incentive for participation shows how they are becoming embedded in culture
What is not be addressed is that a lot depends on the design and alignment of the game with specific aspects of work. There are certain game elements that would function better with innovation, others with feedback/appraisal processes, teamwork, etc. Getting that right is vital. Otherwise a game for game’s sake would be a waste of time and not the productivity push that the company and employees want.