How to Setup the Right Employee Gamification Program

Employee gamification has become quite popular as a method of encouraging employees to be more productive, innovative and to improve employee relations among themselves and top management. This is possible through improved communication, which in turn leads to more loyal to a company. By turning work into play to some extent, the office workplace becomes a more relaxed place to work and some of the rigid formal office attitudes are discarded.

If implemented properly employee gamification has been shown to have a remarkable positive effect on worker productivity. On the other hand, poor implementation has had disastrous effects on many organizations. There are several processes that are to be followed if employee gamification is to be effective in an organization. Here are some tips that can help in setting up a working employee gamification program.

1. Set the goals of the program

Before introducing employee gamification to the office, the goals of the organization have to be set out first and most often, the main goal is employee motivation. However, other goals may be to enhance horizontal communication (Communication between employees at the same level in an organization) in order to increase workflow speed during seasons when the workload is heavy. In addition, to enable top management to have contact with those at the very bottom of the organization. Communication is enhanced, relations are built, and the organization works better.

2. Involvement of employees

When introducing any form of employee gamification, the entire team, whether it is a department, division or the entire organization must be informed of it and be involved in the project. Feedback from those to be involved must be taken into consideration so as to determine if the people to be involved are willing to go along with it.

3. Introduction of the program

The program must be introduced in a systematic manner not in a rushed way that will overwhelm the participants and lead to it fizzling out all together. In workplaces where employee gamification has never been tried out, it is usually wise to start with a trial program that involves a small number of persons. If the trial is successful, those who have experience with the project from the trial can teach the rest on how to participate. A trial program also gives you a preview of how the actual program will be like and any potential problems that occur during the trial can be identified and solved before introducing the full program.

4. Choosing a method of gamification

The methods used are usually those geared to enhance worker productivity and increase worker output. In volume-based workplaces like in retail or marketing agencies, the most common method of employee gamification is based on the number of units sold and the methods used to selling to customers depending on how unique they are. These workplaces are those you often hear having ’Employee of The Month ’competitions. Other workplaces use leader boards, levels, or points to reward hard working workers and those who use unique skills to achieve the goals of the organization.

Overall employee gamification when well-implemented enables organizations to achieve certain goals quickly by motivating employees to perform tasks that they might not be motivated to do thus it is something to be tried out in the workplace.

Here are some gamification examples to make you experience much more pleasant.

bnr7 (1)

 

Jason Silberman
Jason is the former Lead Author & Editor of TrainingStation Blog
Jason Silberman on sabtwitterJason Silberman on sabgoogleJason Silberman on sabfacebook