As employee engagement is a crucial issue for businesses, in the era of Web3, it is now possible to rethink, revitalize, and even revolutionize it, thanks to digital tokens. These digital assets, also known as governance tokens, could well be the key to a new form of collaboration and active participation within organizations.

The modern era requires a new approach to the employer-employee relationship. The "quiet quitting" reached record highs in late 2022, with 59% of employees affected worldwide (Gallup study). Web3, by its decentralized nature, offers tools adapted to this evolution. At Doors Consulting Group, we have explored, studied, and implemented solutions based on this technology to promote authentic and sustainable employee engagement.

This work has led to the identification of three pillars:

1. Valuation and recognition at the heart of the system.

Thanks to digital tokens, each action, each initiative can be recognized and valued. It is a matter of implementing a simple points system, in which the rules for obtaining them are known in advance.

 

A governance token was implemented at Doors Consulting Group in early 2023. In our experience, this strengthens the sense of belonging and intrinsic motivation, as each employee knows that their contribution is not only recognized, but also rewarded.

Julien Furlanetto - Doors3 CTO 

These points, which also have the peculiarity of being actually owned (as is any digital asset issued on the blockchain), must however have a real exchange value in the daily lives of employees. The context, size, and policy of the company will be decisive in choosing the appropriate counterparts.

2. Tangible engagement, especially for young professionals

The traceability of tokens guarantees that each act is recorded, verifiable, and transparent. This generates mutual trust between employees and management, thus reinforcing their commitment to the values and mission of the company. The employee can concretely value the fruits of their commitment to their employer, especially in the context of ambitious career prospects.

Digital assets come here to complement a palette that is both broad and at a dead end to motivate talent. Regular feedback system, team building events, remote working flexibility, on demand holidays, or personal development programs are no longer enough to attract and retain young active members of Gen Z.

3. Fostering cohesion and collaboration to go further 

When each member of a team can influence decisions through tokens, the result is closer collaboration, more open communication, and a strengthened corporate culture. Decentralized autonomous organizations (DAOs) have shown the extent of the possibilities, enabling international collaborations around large-scale projects. In the context of the company, it is possible to open the doors to certain decision-making processes, by implementing a voting system based on the number of tokens held, thus giving a voting right based on a level of engagement.

In addition, by implementing mechanisms of correlation with the health of the company, the governance token can also have a fluctuating value that makes the notion of collective interest very perceptible.

Innovative companies have always sought innovative ways to attract, retain, and engage their talent. In this context, governance tokens offer a promising solution that, if well implemented, can lead to a truly participative and inclusive corporate culture.As Web3 continues to open up new horizons, it is essential to remember that technology is just a tool. It is the ethical, responsible, and visionary use of this tool that will allow us to achieve the desired results.

Julien Furnaletto - Doors3 CTO