enterprise gamification how to drive and reward valuable employee behaviors

esteban kolsky - thinkJar

organizations with high

engagement rates are 78%

more productive & 40% more

profitable than those

organizations with low levels

of engagement

the best organizations have

eight fully engaged

customers for every actively

disengaged customer, they

also have eight fully engaged

employees for every actively

disengaged employee

Best Buy sees a $100,000

annual increase in sales at

any location where employee

engagement rises 2%

listen (and act on their feedback)

work is fun

let them be who they want to be (incentivize it)

provide the growth path and environment they need (managed)

change the culture

analytics engine

reputation engine

gaming engine

rewards engine

tracking engine

connectors

gamification platform

use a gamification platform to make it happen

people rarely succeed unless they have fun in what they are doing

dale carnegie

learn personalities (listen, track, analyze) weave them into work (change)

family atmosphere (change) Encourage celebrations (rewards)

leverage gamification platform

whosoever desires constant success must change his conduct

with the times

niccolo machiavelli

change management initiatives

employees change culture

rewards are most critical aspect

but find something that you absolutely love doing. and then get to

love the way you do it. that's the uniqueness of all of us. that's it.

al lewis

celebrate unique personalities

Open new channels of interaction

build individual work(play) models

Cannot do with gamification platform

EMC RAMP

recognition, awards, motivation program

lessons: set expectations, no money, consolidate, simplify

entice and incentivize right behaviors

align behaviors with corporate strategy

integrated internal and external network

twenty percent increase in activity y/y

the happiest employees are

180% more energized 155% happier with their jobs

150% happier with life 108% more engaged

taking 66% less sick leave 50% more motivated

0ne of the most sincere forms of respect is actually listening to

what another has to say.

Bryant H. McGill

encourage and track feedback

leverage social, activity , collaboration streams

feedback via games, both ways

Without continual growth and progress, such words as

improvement, achievement, and success have no meaning.

Benjamin Franklin

tie reputation to growth

use rewards to encourage experimentation, not growth

personalize growth, tie to group & ompany

Deloitte’s internal sharing network – powering 182,000

lessons: people want to share and need infrastructure, entice and incentivize

recognition increases high-value behaviors

sharing grew year/year dramatically

turn to network first to seek resources

easier to find expertise, deliver value

built mobile app to increase adoption

effect on engaged disengaged

operating income increase

19.2 %

decrease

32.7 %

meeting customer needs 70 % 17 %

company advocates 67 % 3 %

recommending products 78 % 13 %

bringing out creativity 59 % 3 %

being happy at work 86 % 11 %

❶ focus on behaviors, not gaming

❷ build a platform, not a game

❸ inventory and evaluate

❹ fit and leverage existing processes

❺ set the goals, be ambitious

❻ find the way to reach the goals

❼ bridge the gaps

❽ change priorities

gamification for business value requires methodology

benchmark employee sentiment and engagement

get suggestions on making work fun and engaging

implement the platform and test few things

82% of employees are motivated by

recognition (not money)

69% of employees would work harder if

they were better recognized

49% of employees would leave their job for

an offer with better recognition

the most effective way to engage employees is to treat them like valuable people with

skills not valuable skills

listen (and act on their feedback)

work is fun

let them be who they want to be (incentivize it)

provide the growth path and environment they need (managed)

change the culture