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Marko Kesti

Marko Kesti

Research director at Lapland University,Finland

Title: Continuous employee Quality of Working Life inquiry gamifies leadership development

Biography

Biography: Marko Kesti

Abstract

Staff is not only a cost; as an investment, it may form a competitive advantage. When companies start implementing continuous performance management, they need effective feedback tools. This is especially important at fast changing environment and service oriented work, which are characteristics for example at healthcare organizations. Line-managers tend to be process oriented; aiming to maximize the operative work, but the organization is a system that requires human oriented leadership approach to make long-term competitive advantages. Motivational issues are as important as operative work issue, but more difficult to detect. Supervisors’ need timely information about the possible problems because unsolved problems will eventually reduce both wellbeing and profit. To do this effectively there are needed sophisticated methods and tools, which goes way beyond annual staff surveys.

Traditional staff surveys use statistical analyzing, which is fundamentally wrong and tends to hide the development potential. These surveys are too long and done too seldom. New scientific method solves this problem – it is called the Quality of Working Life index (QWL) and it enables effective continuous feedback tool. Human performance is combination of all self-esteem factors which are Physical and emotional safety, Collaboration and identity and Objectives and creativity; therefore, single factor correlations are not reliable. Continuous QWL survey has six inquiry questions per month – two questions for each self-esteem category. QWL-index is reliable performance measurement and self-esteems guide supervisors to select optimal leadership practices. Continuous staff QWL-survey will gamify leadership and gain significant economical and customer value.