Gamification examples – articles, news, and blogs by – Page 1

Offsite vs on-site employee events? the gamification angle

Research shows that peer interaction positively affects employee engagement. In fact, according the Corporate Executive Board, peer interaction drives employee engagement by 36 percent. Employers are well aware of this – they wouldn’t hold social events to start with.

The interesting question is how offsite parties or events fare when compared to daily on-the-job interaction? CEB research shows that peer interaction that happens at work is more effective than peer interaction during extracurricular activities. Can gamification create more on the job interaction?

What HubSpot’s Marketing Grader Teaches us About Employee Feedback

“I’ve discovered the best business model” someone told me yesterday. “You have people signup so you can send them a report telling them where they messed up. After they get the report that tells them what they are doing wrong, you sell them a service to fix it”.

“Imagine!” he went on to say, “You could get really rich by indicating the faults all humans have and then suggesting how to fix them”.

Thankfully, there is no such service to pinpoint humanity’s flaws, complete with suggestions on how to fix them. I suspect such a service it may be too judgmental – after all, what makes us human is the things we aren’t that good at.

The service my friend was referring to is Hubspot’s Marketing Grader.

Life Gamification: Apps that Make Habits

Our lives are filled with to-do lists. We must deal with endless daily chores (laundry, dishes, lawn mowing, carpooling, and much more). We also have bigger, longer term tasks: all those New Year resolutions we make and seldom carry out such as losing extra pounds, or taking on a healthy habit like running or yoga.

Some people are completely task oriented: whatever is on their list gets done, gets a little check sign or erased with a strikethrough, and they are off to the next assignment. Well, most people need a little push. Luckily for us, a nice variety of applications offers this kind of assistance.

Overcome remote employment issues: trust, communication and knowledge collaboration

Gamification can solve remote employment issues, if used right. My favorite example is giving feedback, the immediate positive kind. Working remotely denies employees the opportunity to get it; this may lead to the feeling that they are working in a void. Feedback – as in “wow, you’ve managed to get so much done today” – contributes to the employee’s sense of well-being and drives them more. Many game elements can give this feedback – and also document it so a human will also be driven to give feedback too. For instance, think of Karma points, the classic reward for participating in knowledge sharing (think reddit). Collecting Karma points provides an immediate reward – but can also get noticed by a superior or peer and get a positive mention. Completion bars (think LinkedIn profile completion bar) can have the same effect

Karma Lessons: making people share knowledge

Can you learn something about social and knowledge collaboration from a venture capitalist? As a longtime enterprise gamification person I was doubtful at first. But now, with the Karma app my answer is a resounding “Yes!”.

This July, Aleph VC announced a mobile app called Karma. I wrote about the app’s focus on creating a pay it forward culture and its attempt at gamifying good deeds. At the time the app was not available; the app was released on September 7th. This is a review of the knowledge collaboration and social sharing aspects of the app, all of which may come handy as great best practice examples for anyone interested in using gamification to encourage knowledge and social collaboration.

Can Competition in Gamification be Discouraging? The LinkedIn Example

Many of us rely on LinkedIn as a key HR, sales, career development and business tool. Some of LinkedIn’s ability to engage its users is its elegant use of gamification elements – from completeness bars to competitive game elements that compare a LinkedIn user to their peers. All this makes the LinkedIn environment compelling to many people and results in their investing in making their LinkedIn profiles and the data in them. Let’s examine how this is accomplished and what lessons can be learned for enterprise gamification.

This raises, of course, the interesting question of whether competition – gamified competition as exemplified in the LinkedIn example – discourages or encourages users. More importantly, it makes us carefully consider the use of completion oriented elements vs competition oriented game elements.

Checking in and checking out: what Foursquare’s evolution can teach us about Enterprise Gamification

Remember Foursquare?

In 2009, Foursquare launched a location based social network that allowed you to “check-in” at various venues, turning “life into a game”. The service was initially limited to certain metro areas, but after it opened, it reached 10 million users, which enabled the company to raise $ 50 M in 2011 at a valuation of $ 600 M. Foursquare was a hit.

One of the core drivers behind the craze to check-in using Foursquare and not competing services was Foursquare’s use of gamification.

Pay it forward and Karma points: Good Deeds Gamification (part 1)

Pay it forward is a great concept and has the power to create re-occurring cycles of good deeds. The idea is simple – when someone does you a favor and you cannot repay them, you can repay some else, that also needs a favor or a good deed done. This creates a sense of good luck and a ton of positive vibes.

Encouraging “pay it forward” in the corporate world has real benefits. Imagine an employee who, upon joining the company, receives support, informal mentorship or just a few great tips from another employee. Imagine that new employee paying it forward a year later, to a newly joined employee. That’s a workplace everyone would like to part of. Aleph VC released an app called “karma” with a similar concept