Employers are loving the idea that gamification in the workplace can engage and motivate employees. But while games can be a good solution for a lackluster workforce, HR managers should tread carefully when introducing them, warns Bill Cushard.
Why? Because gamification's effect on productivity hasn't been measured. "[I]t’s often too difficult to show a connection between gamification and performance," says Cushard. "Most evidence you will find is anecdotal."
Even so, Cushard predicts that gamification in the workplace is here to stay. And he recommends companies follow one of two paths to yield long-term benefits from gamification:
- Integrate existing systems by purchasing a SaaS gamification platform.
- Design hiring, on-boarding and other programs using gaming principles.
I'd add performance management and recognition programs to that list.
Make Goals a Top Priority
The first step to introducing gamification is to identify goals and problems to be solved. "When I consider implementing any program or intervention in learning or training, I like to find a specific problem to solve instead of pursuing a lunch of a larger-scale initiative," suggests Cushard. "It is easier to start small, convince stakeholders to offer support, and achieve specific results linked to the intervention. If you can narrowly define a specific outcome you want to achieve, your initiative will have a greater chance of being successful."
Read more at Human Capitalist.
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