Articles, news and updates related to gamification by Gameffective

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.

The Powers of Habit and Gamification

“The Power of Habit – Why We Do What We Do in Life” and Business is a New York Times Bestseller by Charles Duhigg. It shows us recent scientific discoveries that explain why habits exist and how they can be transformed. It follows corporations and individuals that achieved success by focusing on the patterns that shape every aspect of our lives – transforming habits. Gamification has the same powers to transform employee and corporate behavior. Here’s how.

The Marshmallow Test: Why Trust Matters and What It Means for Employees

The Stanford “marshmallow” test is a famous experiment conducted in the 1960s and 1970s. Its purpose was to measure preschoolers’ ability to delay gratification. The experiment, conducted by psychologists Walter Mischel and Ebbe Ebbesen, consisted of presenting a child with two options: get a reward immediately or a get a larger one later.

A child could receive one marshmallow (or another favorite treat – a cookie or pretzel) immediately, or, the child could get two marshmallows later. The two marshmallows were given only if the child waited for 15-20 minutes to pass, seated alone in a room with a table on which stood a plate with the two marshmallows and a bell. The child could ring the bell to call the researcher back into the room before the allotted time. If the child managed to wait the entire time, they got the two marshmallows. If they called the researcher, they could have just one. BUT SOMETIMES EATING THE MARSHMALLOW MAKES SENSE….

Is Enterprise Gamification Addictive?

Let’s assume you’ve decided to use gamification – the use of game mechanics to encourage behaviors – such as checking in (foursquare/swarm), selling (CRM scenarios), completing coursework (eLearning). Let’s assume it is in an enterprise gamification context. Maybe you’re gamifying learning, or call center activities, or sales.

Now let me ask you question: is your gamification project going to be addictive? or how about this question: should it be addictive? are you hemming and hawing and refraining from an outright answer? I was when I was first asked this.

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.

Employee Engagement is Not a Scam

Liz Ryan, Founder and CEO of Human Workplace, tells us in a LinkedIn post that employee engagement is a scam.

Here’s a quote from her LinkedIn post “The Employee Engagement Scam”

“Employee engagement is a fake business term that cropped up about twenty years ago because consulting firms and software firms saw something new that they could scam leaders into measuring.

Measurement is an addiction for fearful business and institutional weenies. They can’t stop measuring things because it makes them feel that they’re in control. When the measurements hit established targets, they feel cozy inside.

Employee engagement is typically measured via a once-a-year employee survey. The employees get to fill out a survey to tell their management team how ‘engaged’ they are, as though ‘engagement’ were a real thing instead of a made-up construct devised to give HR people something to measure.”

Reading this, I had a surge of contradictory thoughts.

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.