About Gamification

Gamification! The new hit in HR these days. Holograms! The latest in Communication today! This is amazing and can be exciting!

© 2014 Rackz_HRCom-_Game

Let's talk about gamification quickly: it works! There is one condition sine qua non however: the employee has to be willing to play the game! As simple as that!
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:

  1. 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
  2. Feel that they are not given support by their employers - owners, managers, supervisors, whatever the case may be
  3. Feel bullied or mistreated by their supervisors or co-workers - there is a fine line between challenging and bullying
  4. Feel constrained - unable to move forward due to inflexible, internal structure or absolute lack of structure
And yes, you have noticed the word "feel". It is often about perception that becomes reality. OK, I agree with you. I dislike people who think that everything revolves around them, just because they do not understand internal rules and structure. It is paranoia. But well, like it or not, we HR have to deal with that lack of understanding.

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.

 

En Synthèse... La Ludification?

En Synthèse... 

 

Gamification ou Ludification

 

Si l'on se réfère à cet article de AFJV, la definition est claire:  "la gamification permet aux marques de créer du sens, de l'engagement et de l'émotion grâce aux mécaniques ludiques".

C'est plus qu'un jeu, c'est adopter le concept du jeu pour obtenir des résultats profitables pour l'entreprise.  Ce video de SHRM nous donne une bonne idée de son utilisation dans les entreprises: quoi éviter, comment l'appliquer.

C'est un grand "hit' de nos jours. Si plus de 20 ans passés, l'on nous avait annoncé une communication avancée proche des hologrammes pour la video ou ciné production, la voici cette forme de communication dans les bureaux. Bonjour iWatch de Apple Inc! Et hello hologrammes! Imaginez les meetings: vous enverriez votre hologramme et non votre assistant! Trop!! mais c'est là, ici, et maintenant! L'Europe comme d'habitude est le leader en la matière, sans le savoir, comme toujours...et soit dit en passant, je me demande dans quelle mesure détruire l'UE ou la monnaie Euro serait rentable, mais ça, c'est une autre histoire.

Une chose est certaine: le monde du travail est en pleine mutation. Mais d’après le Workforce Mood Tracker, les employés aiment la gamification, des grands magasins  à Wall Street!

Attention toutefois: la clef du succès de la gamification? Adaptez vous à votre milieu! Tout est question aussi de culture: culture sociale, culture d'entreprise. Bonne chance!


a recent Globoforce survey; nearly 8 in 10 employees said that recognition in the form of gamification wouldn’t encourage them to work harder. - See more at: http://www.shrm.org/hrdisciplines/employeerelations/articles/pages/gamification-doesn%27t-motivate.aspx#sthash.hUaYv0Jx.dpuf
a recent Globoforce survey; nearly 8 in 10 employees said that recognition in the form of gamification wouldn’t encourage them to work harder. - See more at: http://www.shrm.org/hrdisciplines/employeerelations/articles/pages/gamification-doesn%27t-motivate.aspx#sthash.hUaYv0Jx.dpuf
a recent Globoforce survey; nearly 8 in 10 employees said that recognition in the form of gamification wouldn’t encourage them to work harder. - See more at: http://www.shrm.org/hrdisciplines/employeerelations/articles/pages/gamification-doesn%27t-motivate.aspx#sthash.hUaYv0Jx.dpuf

Comments

Popular posts from this blog

THE HEALTHCARE PUZZLE FOR EMPLOYEES

HR and Communication Thoughts: Heartless Business?

The Bermuda Triangle of Today's Management: a Pandora Box for HR

Final DOL Rule and HR Big Change: The New Exempt Employee

Leadership and Candid Mentorship: Should We Change HR?