It has now become common knowledge that using Gamification in the workplace supercharges employee motivation significantly. We already shared some great ROIs from one of our award-winning applications earlier, here. We regularly achieve improvements in productivity and sales measurements of 60% and more. So Octalysis Gamification works. And HR (Human Resources) departments are taking notice.
More people also start to realize that Gamification can engage people in the long run. But only if it is designed well and optimized for long term motivation. The Octalysis Group prides ourselves in doing just that. We strongly believe that the way we design and develop Gamification solutions will become the norm for companies in the next 5 – 8 years. Companies that do not incorporate such design will find it harder to sell products and more difficult to attract and retain highly skilled employees.
But do people actually like to have (part of their) workplace gamified? Let’s have a look at what a new survey has found and see how your colleagues actually feel about having (more) Gamification in their professional environment.
This continuing series is contributed by Saamir Gupta, who is a member of the OctalysisPrime community.
Family members are the first friends that we make, our first social interaction with the world. And family is not just the parents and siblings but grandparents both maternal and paternal and their brothers and sisters and their families. In Eastern Civilizations, for a long time, we have had the culture of living together in what we called the joint families. Now, thanks to the rapidly evolving technologies that are bringing the world closer, people prefer nuclear families. But most of us do relish those special times we get to meet our extended family members – be it on special occasions or casual encounters.
Because compassion and empathy are true drivers of happiness, and we naturally have very strong compassion and empathy towards our family members, it was a sweet spot for us to place our health and wellness game.
The objective – as always – make individuals aware about their health and wellness journey and help them make substantial progress. Disguise – fun game with extended family members living nearby or far off.
This post is contributed by Saamir Gupta of FITology.
In most of the metropolitan cities, we have people from different cities, states and countries come and work. They all mostly settle in high rise societies but seldom get a chance to develop a strong sense of community. Different families living in the same high-rise apartments, might recognize each other and say hi! whenever they bump into each other, but that is mostly it. Every family has it’s own daily schedule and people mostly have a social circle from work or relations – there are very few avenues to make friends with your neighborhood.
This is exactly what we wanted to address – We wanted to bring these families closer. We wanted to help them on their health and wellness journey as well. And by the families of a residential society we mean over 500 apartments, all age groups (from new born to 80+ young men and women), all kinds of work profiles, all cultures and races. It is a massive mix of participants. How to solve for it, all at the same time?
The topmost concern of multinational consulting organizations these days is keeping the employees happy. How to keep a track of employee engagement when teams are spread across the world? How to make sure that employees know other team mates when they are constantly traveling for work or are on another project site? How to root in the sense of work life balance and healthy living with crazy 12-14 hours of work every day?
We designed Fit Team Challenge to attempt an answer to all these questions. We invited participations from a global team of about 150 consulting professionals – part of the same company. These professionals were spread across the world, from remotest towns of south India to biggest metropolitan cities (New York, Sydney) – pretty much across all time zones.
The goal of the competition, besides the coveted title of the fittest team, was for everyone to get into the lifestyle of fitness.
Adventures @ FITology | #1 – The Great Delhi Run | Alternate Reality Game
This article was written by Saamir Gupta, Founder of FITology. (See bottom of article for full bio.)
Day 1: 7:00 pm, Hotel ITC, Delhi
Imagine, you have taken a long flight to India. This is your first evening in Delhi and you are having dinner with your colleagues from all round the world. You are part of this pool of 20 senior management handpicked to start a new business model for your company. And your discussions with them, as a team start tomorrow. But instead of the work agenda for the next day, at the dinner table, you are handed this brief –
This article is written by Erik van Mechelen based on the Octalysis framework by Yu-kai Chou.
How Loss and Avoidance Could Sink Your Company
It is hard to eliminate Core Drive 8: Loss & Avoidance from your company culture, but it should not be the main driver of decision-making.
Wells Fargo’s quota system gone wrong
Wells Fargo has been in the news for the wrong reasons. 3.5 million accounts were found to have been created fraudulently by employees. The company settled a law suit for 9-figures.
It turns out these accounts were created by employees hoping either to retain their jobs based on required quotas or to achieve better bonuses. (The company has since removed sales quotas.)
From the employees’ perspective, making the choice to do the right thing often meant they were worsening their personal financial situation (risking their job financial compensation).
There are risks in addition to benefits of implementing competition in the workplace.
From Actionable Gamification:
Adding competition-driven stress to the daily challenges that employees face can often increase the probability of burnout and skewed performance. Employees may become more motivated to make each other fail and even look for new opportunities elsewhere. In my own experiences, when people around me constantly talk about quitting their jobs, more often than not it is because of dysfunctional people dynamics between their bosses and/or coworkers, and not because the tasks themselves are too difficult.
to give power to (someone); to make (someone) stronger and more confident.
The key words here are “give” and “make.” Empowerment means you’re transferring power to someone else. You think someone else needs you — your permission, your influence, your talents — to do something. And I don’t ever believe that’s the case.