Gamification for cultural change and employee engagement
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Keynote Ryerson May 2018 Cultural change and motivation for employee engagement in the corporate sector through innovation and gamification design
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Gamification for cultural change and employee engagement
- 1. Employee engagement through gamification in HR Prepared by An Coppens May 2018 - Ryerson
- 2. What is gamification? Gamification (pronounced game-i-fi-ka-tion) is the application of game dynamics, game psychology and game mechanics to non-game situations and applications
- 3. Where have you likely been gamified?
- 4. Gamification and employee engagement Employee turnover down by 36% Engagement up by 48%
- 5. Why is employee engagement such a buzzword?
- 6. My mission today is to have you walk away with one actionable on trend gamification design tactic to instantly implement
- 7. Most common wrong reasons for gamification • It is cool, awesome, fun, neat • Everyone is doing it • The learning will be effortless • Everyone loves games, gamification & simulations • It’s easy to design them Source: Karl Kapp
- 8. The Right reasons to implement gamification • Creating interactivity in learning delivery • Overcoming disengagement • Providing opportunities for deep thought and reflection • Positively change behaviour • Authentic practise Source: Karl Kapp
- 9. Gamifying the employee experience Employer branding Assessment Recruitment Onboarding Productivity Performance Well-being Job mastery Job rotation Job enrichment Promotion Exit An Coppens 2013
- 10. Employee engagement – where are we at? • Disengaged employees cost organizations between $450 and $550 billion annually (The Engagement Institute) • 63% of the workforce was engaged in 2016 (24% highly engaged, 39% were moderately engaged (Aon Hewitt) • 37% of engaged employees are looking for jobs or watching for opportunities, as are 56% of not engaged and 73% of actively disengaged employees (Gallup)
- 11. Employees today grew up with… • Technology • Social media • Gaming • Sharing • Chat • 24/7 on • Multiple devices
- 12. It’s not just about people, but also the software used in HR
- 13. Driving business performance through people
- 14. You may end up with a mix like this in the name of employee engagement
- 15. Let’s apply some game design to employee engagement
- 16. “Build design frameworks as an answer to challenges” An Coppens
- 17. • KPI's & metrics • Culture • Business objectives Business specifics • Motivation • Behaviour Understanding the player • Design • Test • Iterate • Implement • Support Gamification design Our process
- 18. Can it be gamified? Checklist • Is it a person that needs to change? • Is it a process? • Do you have control over it? • Do you influence it?
- 19. How can we measure if it successful? • What are the objectives? • How are they currently measured? • How can we measure them in future? • What will tell you 100% that this project has been a success?
- 20. Let’s map out the process
- 22. What obstacle(s) in this process, can provide a potential scenario or gameplay?
- 23. Tactic 1: We need to find out who we are aiming our game at…
- 24. Understanding the players Observation of current behaviour Existing reports and data Surveys and focus groups Workshops and pilot testing Your employees
- 25. A shortcut for today
- 26. “Designing a gamified learning experience for business results requires inclusive design” An Coppens
- 27. Four pillars of engagement •Enticing people to look into the learning community Attraction •Encouraging them to take their 1st action or contribution in the learning community Engagement •Stimulate ongoing action and contributions Nurturing •what will this look like? End game
- 28. Tactic 2: What will enable them to win?
- 29. Tactic 3: How and where will feedback show up?
- 30. Feedback is key to growth
- 31. Tactic 5: Most games have a storyline
- 32. Tactic 6: Play games regularly to become better at gamification
- 33. Tactic 7: Co-create & Co- experience where possible
- 34. Final tactic: Re-inforce what you want more of…
- 35. “Right first time and forever is an illusion! Just like one size fits all!” An Coppens
- 36. Play is the highest form of research Albert Einstein
Hinweis der Redaktion
- A survey by the Aberdeen Group found that organizations who deploy gamification improve engagement by 48% and turnover by 36%
- Source: Dale Carnegie
- Their habits may be more open, willing to share and less secure than previously needed by businesses
- Although I prefer to be future focused, I tend to think in how can I prevent this from happening again and then design a framework around it. Sometimes it serves as communication tool, sometimes it serves as a work process, most often it is both. Either clients buy into all the steps or we don’t work with them, because we know it sets us up for failure.
- Explain the SWOT analysis exercise refer to example in Norway
- We rarely have only one learner journey in learning gamification, this is why we need to understand learners and their habits
- User flows should cover all four phases of a design to make it clear to the customer which works where
- Not just once, but every step of the way…when you have involved them at the beginning you want to keep them on track for the long haul
- On average we need 5 positives to neutralise one negative, in most games you receive minimum 2 often more reinforcements of a positive win…How many have you received in work recently for a job well done?