The world of enterprise gamification has two oft-quoted statistics, and they are quoted all too often. The first often-quoted statistic is that about 70% of employees are disengaged.The second most quoted statistic about gamification comes from Gartner. In late 2012, at the top of the hype cycle about gamification, Gartner came out with a press release titled “80 Percent of Current Gamified Applications Will Fail to Meet Business Objectives Primarily Due to Poor Design”. This is the second most quoted statistic. We decided to take a look at Gartner’s report then and see how it fared.
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Micro learning breaks learning into small bites, replacing or complementing long-form training and learning. It uses small, well-planned units, to deliver training and learning to users, when and where they want it.
With our attention becoming similar to that of a goldfish, micro-learning helps in training and information retention. It also works well with gamification implementations, with micro learning being recognized and prompted contextually.
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