© 2014 Rackz_HRCom-_Game
Players have to tend themselves to the rules of the game, whether they are willing participants or not. True! Pushed far enough, it could be - or is - the new way to metrics. As a result, employees will find themselves following the rules of the game. Scorecard goals can be reached through team games. It has been happening in many large organizations, and even on Wall Street. The most interesting thing in gamification is that you can be drawn into it without knowing or willing! It is easy because games can be engaging, and there is the whole purpose of gamification.
Not a Game: Four Reasons Why Employees Quit.
Let's face it: the majority of workers want to have fun doing their job. Why do employees quit? It does not matter how much money they make or what titles they are given. The good ones will leave sooner rather than later if they:
- Feel manipulated and used - this works just for a short period of time. Good employees realize soon enough when an employer is all talk and no walk
- Feel that they are not given support by their employers - owners, managers, supervisors, whatever the case may be
- Feel bullied or mistreated by their supervisors or co-workers - there is a fine line between challenging and bullying
- Feel constrained - unable to move forward due to inflexible, internal structure or absolute lack of structure
So, bottom line, who are the people that you are going to keep regardless of the above conditions? Those who contribute minimally to your goals because they just need a job. This is why the results of the 2009 McKinsey survey remain relevant: engagement, motivation is about more than just money. Gamification could not only entice financial rewards, but also self-satisfaction, self-fulfillment, and competition. In other words, gamification answers the employee's need for challenge.
The Rule of the Game? Here, There, and Now!
It has already been over twenty years since we were told that the future in communication would be images popping out of the screen, smell-o-vision (good for flowers would I dare to I say?!), feeling...Well, special effects in 3-D in an imax theater are impressive enough.
Now, hello holograms! It is projected that within the next twenty years, holograms could replace us at meetings! Europe is always so interesting...
But today, closer to home, think Apple Inc for personal interface technology within wrist reach or Ebay for holograms in dressing rooms. On another level, imagine conference calls! Also fantastic for telecommuting jobs? How about globalization? No frontiers! Space and time are abolished. The future is literally within reach. Virtual reality is knocking at the door! Technology brings fun and games to business life.
No time constraints; however, communication hurdles can remain, despite technology. And this is when gamification does not work as a recognition program. Gamification is not necessarily about technology, but it can make good use of technology and game techniques to achieve business goals. In other words, technology and game techniques are the packaging.
According to the Spring 2014 Globoforce Workforce Mood Tracker™*, a Globoforce survey, over 70% of employees say that gamification is irrelevant to their productivity or engagement while 30% feel that gamification would bring positive results. A constant throughout time remains: gamification is not the only motivator in terms of engagement. Also, we now have a multi-generational and global workforce: there is no one-size-fits-all solution to engagement. According to one organization independant survey, in some countries the role of senior leadership is significant to employees while in others, social responsibility is going to draw more engagement on their part. The workforce is changing. We have to adapt, as organizations, as HR. Value-based recognition makes employees happy and happier according to Workforce Mood Tracker.
But caution! Recognition, through gamification or other type of recognition program could backfire. It could lead to complacency as well as to extreme competition.
The key to gamification? Yes, go for it, but know your workforce, adjust to situations and people, and learn when to use it and how to deliver it. Sometimes, it's all in the packaging.