Gamification of Employee Engagement & Company Culture

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292 likes•55,774 views

Based on a presentation made to a graduate class of students at Northeastern University. Describes how employee engagement evolved since the Taylorism era. Also explains the key role that Gamification can play within a company to increase employee engagement and improve the overall culture. Covers how to avoid the "Dark Side" of Gamification and the main problems associated with its growing popularity.

GAMIFICATION
OF ENGAGEMENT & CULTURE

Designed by @DanBenoni

Who are we?
( say hi on  )
#EnGamification

@DanBenoni @JeffFermin
Gamification Designer Employee Engagement Consultant

Presentation: 3 steps

? ? ?

; m R
1. Engagement 2. Culture 3. Gamification

What is Employee Engagement?

I
#
Workplace
approach
?
;
Employees
committed
Organization’s

l
goals

Own
well-being

Gamification of Employee Engagement & Company Culture

Early 1900s

reward
punishment

Frederick W. Taylor

Early 1900s

Extrinsic motivation:
•Pay check
•Bonus
•Promotion

Simple & Repetitive

Today

Intrinsic motivation:
•Mastery
•Autonomy
•Purpose

Complex & Diverse

Today

More Money
≠
More Motivation

Complex & Diverse

3 Engagement Drivers

t?
... get i
“Three”

3 Engagement Drivers

S W n
Recognition Feedback Culture & Fun

Mastery Autonomy Purpose

5 Types of Initiatives

1 2 3 4 5
m k n U l
Philanthropy Performance Social Environment Wellness

The Traditional Approach
Example: Pedometer Challenge

? ? ?
Paper & Boards Spreadsheets Emails
Recognition Fun-Factor Feedback

The Engaging Approach

Challenge

“we want employees
to participate more...”
Challenge

Participate to a volunteering activity I did it
Participate to a sport activity with colleagues I did it

PICOrganize a social activity
E CE
FFI Refer a new candidate
94% I did it
participIation!
O RTY! did it
PA Retweet a blog about the company I did it

ga·mi·fi·ca·tion noun
Application of game mechanics
in other areas of activity
to engage users and
solve problems.

Gamification: Trend & Hype

By 2014...

70%
# of Global 2000
will have a least
one gamified
application

Gamification: Elements

k
? ?
N ?
j
Points Levels Achievements

O
? ?
Q
Leaderboards Rewards
(= S.A.P.S.)

Rewards: S.A.P.S.

? >
? > ? > ?
Status Access Power Stuff

Gamification: The Dark Side

•Focus only on extrinsic rewards
•Poor game flow & design
•Faking intrinsic value

Gamification + Engagement

Q: “What’s better?
Intrinsic... or Extrinsic?”
A: Both. Align intrinsic
motivation with extrinsic
rewards (S.A.P.S.).

Gamification + Engagement

“
You CAN’T cheat the
intrinsic value of
something by adding
game mechanics...
... but you CAN change
the context to make it
more engaging.

Recap part 1: Engagement

S M W
A n
P
Mastery Autonomy Purpose

Recognition Feedback Culture & Fun

Recap part 2: Culture

Company Culture Initiatives

Recap part 3: Gamification

+ =
Intrinsic Gamification Intrinsic value
value more visible

Thank you!
Questions?

@DanBenoni
Gamification Designer
õ @JeffFermin
Employee Engagement Consultant

References & Credits
http://www.forbes.com/sites/kevinkruse/2012/09/04/why-employee-engagement/

https://www.yammer.com/wp-content/uploads/2012/04/

Employee_Engagement_Overview_Brochure.pdf

http://businessjournal.gallup.com/content/247/the-high-cost-of-disengaged-employees.aspx

Gamiﬁcation by Design, Gabe Zichermann

Drive, Daniel Pink.

http://www.merriam-webster.com/

http://www.ﬂickr.com/photos/hello_naomi/2207881678/sizes/l/in/photostream/

http://www.liveinthegrey.com/wp-content/uploads/2013/03/Carrot_Stick.jpeg

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Employee motivation isn’t very hard to get right, but, unfortunately, many companies are still stuck in the past. What truly motivates employees is the opportunity to grow and make a real difference in the world. Intrinsic Vs. Extrinsic Motivators There is so much debate on this subject that I want to try and explain it as simply as possible. When people make the argument that extrinsic motivators don’t work, the response will often be about money and a proper paycheck. It’s true that everyone needs to earn a living. They have to pay the bills. People also have to feel that they are fairly compensated for the amount of work that they do, this is what’s known as equity theory. If it’s not an equal exchange, then the focus will be exclusively on that. But once the subject of compensation is taken off the table, what motivates employees long term are intrinsic motivators. It’s pretty well known that more money doesn’t ever lead to anything effective. What usually ends up happening, is we adjust our lifestyles to account for the increase in money, so it makes no real difference. We’re often still in the same position financially at the end of the day. What makes people happy is the feeling of pride from accomplishing something amazing In one study, that Dan Pink talks about in his book Drive, looks at what happens with rewards and kids drawing. Researchers divided the children into three groups. The first was the “expected award” group. They showed each child a “Good Player” certificate and asked if the child wanted to draw in order to receive the award. The second group was the “unexpected award” group. Researchers asked these children simply if they wanted to draw. If they decided to, when the session ended, the researchers handed each child one of the “Good Player” certificates. The third group was the “no award” group. Researchers asked these children if they wanted to draw, but neither promised nor gave them a certificate at the end. Children in the “unexpected award” and “no award” groups drew just as much, and with the same enthusiasm as they had before the experiment. But children in the first group showed much less interest and spent much less time drawing. The prizes had turned play into work. In another study, two Swedish economists found that offering a small payment in exchange for giving blood decreased the number of people willing to donate by half. The researchers suggest “the payment tainted an altruistic act and ‘crowded out’ the intrinsic desire to do something good.” Download our free ebook: https://www.officevibe.com/resources/10-pillars-employee-engagement Read the full article on Officevibe's blog: https://www.officevibe.com/blog/secret-employee-motivation-infographic Designed by éloïtsmi https://www.behance.net/eloitsmi

17 Desk Stretches That Will Keep You Alive!

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There’s more to employee wellness than what management perceives it to be. For example, the actual “way we work.” Here at Officevibe we think the way that we work is becoming a bit outdated. We are facing a heavier “mental” workload, that typically requires us to be in front of a computer from the morning to the evening. Not to mention the fact that we are living in a generation where management demands expedience for every task; This is messing up employee health, employee wellness (both physical and mental), and employee morale. The mental fatigue that we face is worsened by the fact that we’re sitting down all day and we barely move around. So, we have compiled a list of stretches that will ease the tension and help you function better and become a little healthier. Read the full article: https://www.officevibe.com/blog/infographic-desk-stretches

Why Having Friends At Work Is Important

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The document discusses the importance of having friends at work based on survey findings. It reports that 70% of employees say that having friends at work is crucial for a happy work life. Having best friends at work is linked to higher employee morale, productivity, engagement, and feelings of connection to the company. Managers are encouraged to actively support workplace friendships as the data shows they significantly impact engagement and performance.

12 Personality Traits Of A Great Boss

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Gamification of Employee Engagement & Company Culture

1. GAMIFICATION OF ENGAGEMENT & CULTURE Designed by @DanBenoni

2. Who are we? ( say hi on  ) #EnGamification @DanBenoni @JeffFermin Gamification Designer Employee Engagement Consultant

3. Presentation: 3 steps ? ? ? ; m R 1. Engagement 2. Culture 3. Gamification

4. 1 EMPLOYEE GA GEMENT EN ; m R

5. What is Employee Engagement? I # Workplace approach ? ; Employees committed Organization’s l goals Own well-being

7. Early 1900s reward punishment Frederick W. Taylor

8. Early 1900s Extrinsic motivation: •Pay check •Bonus •Promotion Simple & Repetitive

10. Today Intrinsic motivation: •Mastery •Autonomy •Purpose Complex & Diverse

11. Today More Money ≠ More Motivation Complex & Diverse

12. Problem

13. Problem # Average office 25% 55% 20%

14. “MOTHER OF GOD...”

15. 75% $350 B

16. $350 B = + +

17. That’s 5x Bill Gates!

18. More reasons to care ; I l +87% +16% 2x Employee Profitability & Customer Retention Productivity Loyalty

19. 3 Engagement Drivers t? ... get i “Three”

20. 3 Engagement Drivers S W n Recognition Feedback Culture & Fun Mastery Autonomy Purpose

21. 2 CULTURE ; m R

22. #animonday

26. 5 Types of Initiatives 1 2 3 4 5 m k n U l Philanthropy Performance Social Environment Wellness

27. company = car

28. ...culture = engine

29. ...initiatives = fuel

30. the problem is ...options are limited.

31. OPTION 1 The Traditional Approach.

32. The Traditional Approach Example: Pedometer Challenge ? ? ? Paper & Boards Spreadsheets Emails Recognition Fun-Factor Feedback

33. OPTION 2 The Engaging Approach. TESLA

34. The Engaging Approach Challenge “we want employees to participate more...” Challenge Participate to a volunteering activity I did it Participate to a sport activity with colleagues I did it PICOrganize a social activity E CE FFI Refer a new candidate 94% I did it participIation! O RTY! did it PA Retweet a blog about the company I did it

35. 3 GAMIFICATION ; m R

36. Ever heard about gamification?

37. ga·mi·fi·ca·tion noun Application of game mechanics in other areas of activity to engage users and solve problems.

38. Gamification: Trend & Hype By 2014... 70% # of Global 2000 will have a least one gamified application

39. Gamification: Elements k ? ? N ? j Points Levels Achievements O ? ? Q Leaderboards Rewards (= S.A.P.S.)

40. Rewards: S.A.P.S. ? > ? > ? > ? Status Access Power Stuff

41. Gamification: The Dark Side •Focus only on extrinsic rewards •Poor game flow & design •Faking intrinsic value

42. Gamification + Engagement Q: “What’s better? Intrinsic... or Extrinsic?” A: Both. Align intrinsic motivation with extrinsic rewards (S.A.P.S.).

43. Gamification + Engagement “ You CAN’T cheat the intrinsic value of something by adding game mechanics... ... but you CAN change the context to make it more engaging.

44. Example 5% rewards 12% teams 70 %

45. FINALRECAP

46. Recap part 1: Engagement S M W A n P Mastery Autonomy Purpose Recognition Feedback Culture & Fun

47. Recap part 2: Culture Company Culture Initiatives

48. Recap part 3: Gamification + = Intrinsic Gamification Intrinsic value value more visible

49. Thank you! Questions? @DanBenoni Gamification Designer õ @JeffFermin Employee Engagement Consultant

50. The End

51. References & Credits http://www.forbes.com/sites/kevinkruse/2012/09/04/why-employee-engagement/ https://www.yammer.com/wp-content/uploads/2012/04/ Employee_Engagement_Overview_Brochure.pdf http://businessjournal.gallup.com/content/247/the-high-cost-of-disengaged-employees.aspx Gamiﬁcation by Design, Gabe Zichermann Drive, Daniel Pink. http://www.merriam-webster.com/ http://www.ﬂickr.com/photos/hello_naomi/2207881678/sizes/l/in/photostream/ http://www.liveinthegrey.com/wp-content/uploads/2013/03/Carrot_Stick.jpeg

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