Gamification still offering creative solutions for employee engagement 10-17
If you think gamification is only for kids, think again. Gamification is not just Pokémon, Clash of Clans, Fortnite, or Minecraft. Some games challenge us but are filled with incentives. If you look around and how everyday systems are being used to engage people or members, companies are finding new ways to engage their associates.
Here is the definition of Gamification (1)
the application of typical elements of game playing (e.g. point scoring, competition with others, rules of play) to other areas of activity, typically as an online marketing technique to encourage engagement with a product or service.
You may be surprised to find out how often this strategy is used and the diverse ways in which it’s used in everyday marketing and motivation. The strategy is similar to that of how casinos play the odds. They want to keep you interested and engaged to play a few minutes longer, spending just a few dollars more since the odds or the numbers are in their favor.
To put the odds or numbers in your favor, IoT is even more valuable to provide feedback on what is and what is not working within your system. If you are a manufacturer you want to make sure that the gamification incentives are providing improved employee engagement, decreased injuries, and increased production.
You can monitor safety light curtains, plc control activities, quality, and production tracking of parts. This provides the monitoring but what is it that adds the element of gamification?
One element of gamification is tracking. You must be able to make the statistics viewable to create competition and awards/rewards tied to metrics.
If the element you want to improve is safety and the performance you want to improve is to keep workers out of unsafe areas for example. You have light curtains for when personnel is entering unsafe areas, you can monitor the time they are exposed to the hazard and the same with monitored safety guards and switches. This information can be compared against injuries or just plain risk analysis and you want to incentivize operators to not go into the back of the machine and instead adjust and setup from the front. This may be more difficult or take longer but it reduces the exposure to the dangerous area. By monitoring and displaying operator performance you can reward and recognize good behavior.
Badging has become one of the additional forms of recognition. Digital badging allows a user to have badges like perfect attendance, safety guru, top performer, etc on their profile. Some of these are internally viewed through private Microsoft teams sites, others are seen everywhere in places like LinkedIn.
Many companies offer preferred parking for top performers and key contributors. You get the recognitions and save the wear and tear on your shoes and the feet that go in them!
Why is this important? Gamification is designed to develop competition and a high level of engagement. By building in gamification tools you’re encouraging repeated behavior, in much the same was as developing a habit, you’re attempting to have people engage for 2-4 weeks.
Think about this; if you have your engineers all using the monitoring system daily to retrieve their data they are more likely to value that information and also return to retrieve it after that period. You’re getting buy-in from your department. If you include engineers who run their reports using a program like Linknet for their information gathering, this means opening the program, sorting the machines for which they are responsible, and reporting on their production numbers, you are developing a behavior.
If the program has multiple impact points such as tooling, production, maintenance, administration, inventory, etc., you find that one department uses this program for their needs and unless you’re running the reports for the other departments, they continue doing what they’ve always done. This means of course you continue getting what you always got.
But you can, of course, gamify the condition where you have departments competing against each other for interacting with the system. This is a top-down approach and requires buy-in from upper and middle management. When a company invests millions in software like SAP, you can be assured that upper management has bought in before they cut the check for the back-office system.
Where we use gamification. Gamification is all around us. Have you seen where Facebook pages acknowledge your contribution to pages and they are given badges to acknowledge your viewership or contribution to a page? These systems are integrated into every aspect of our social media. LinkedIn acknowledges you as being well connected to their site. Sometimes offering premium benefits to you for free or little cost.
Hotels and Airlines reward you for engaging. Contests reward you for liking and sharing pages. It continues on and on. Waze gives you advanced identifiers based on your time and contribution. These tools keep you engaged and using the app.
How we use gamification. We can use the tool of gamification to implement a new change or role out of new products. People often resist change so you can reward those that embrace it by being an early adopter. Early adopters are the key to all effective changes and improvements. They represent the success of the change and also have to be the ones that prove out the new ideas. This type of reward system allows us to visibly (using a display board for the improvement), share in the success of those that are willing to embrace the change.
As an example, we see where personnel who are given a choice will run jobs that they have run before and are familiar with in the production cycle. You can reward those that are willing to work on new projects and parts. Higher points are given to these jobs and it is reflected in their ranking.
The key to gamification success is constantly re-evaluating and adjusting the metrics so that people don’t get bored or lose interest. When used properly it increases learning and reinforces the principles that the company values.
Some tips for gamifying your workplace.
Reset all contestants goals regularly. If you run it like an odometer on a car many of your people will find it too daunting and they will lose interest. Also, the winners lose interest because there is no competition.
Make it visible. Everyone should see the tracking because that also gets non-competitors interested and have a rooting interest in the winner. It also promotes it through the company, this provides recognition to the employee that may feel they are just a number on the plant floor and not recognized for their contribution. A company newsletter and a congratulations from the CEO goes a long way!
Make it fun, you might find out that bragging rights and a wrestling belt are more desired than a $10 gift card to the winner. Offering a choice is another option. Not everyone wants the same thing, recognize the difference in their desired language of appreciation. Sometimes offering a day off with pay or gift card or another option can give them an option that fits their desired recognition.
Vary the grading system based on desired results. If you want to add gamification to sales goals to recognize teamwork and leadership, you have to be specific. If it’s just sales numbers don’t be surprised your best salesman is not your best teammate or mentor. You may even get other members involved where they get a point to give to their most important team player.
Automate. A system that requires you to implement a new tracking system just adds more work. Utilize your existing IoT tracking and add sensors or triggers where needed to gauge missing elements. Many display systems can add fields for new goals and add a baseline for the green or red requirements.
Does it work? There is some debate over the long term success of using gamification. Some studies show that over time people’s interest and desire to reach an accomplishment wanes in the same way an old game wears out its interest (2).
1- Oxford Dictionary
2- How gamification motivates: An experimental study of the effects of specific game design elements on psychological need satisfaction by
https://www.sciencedirect.com/science/article/pii/S074756321630855X