Research conducted by Gallup in April 2012 revealed that only 10% of employees in the workforce are engaged in their jobs. The remaining (60%) are semi-engaged, and 30% comprises a harmful lot of actively disengaged employees – a dangerous trend in the business environment if it continues unchecked.
The objective of the study was to integrate gamification techniques in non-game situations, to impact the overall employee engagement experience positively. Learning & Instruction Gamification author Karl Kapp, says the key to Gamification is to encourage employees/ gamification users to stay actively engaged in building lasting relationships.
Organizations like Deloitte, Marriott, and Aetna, among others, are using gaming to increase workforce engagement, improve employee skills, solve problems, and quickly identify talent pools. Some of the gamification techniques include goal setting, competition, rewards, and immediate feedback.
Gamification is the use of game mechanics and game-thinking and in non-game purposes, more so, in business environments and processes. HR in tech specifically utilizes Gamification in recruitment, training, and development, as well as motivation, to encourage users to solve problems effectively.
Gamification utilizes a competitive edge in an individual. It works well with organic behavioral traits in individuals. When fully engaged in a game, there’s a sense of purpose in and the desire to achieve results in the shortest time possible. The players are also patient and willing to put in more effort to complete tasks such as training modules, recruitment processes, or staying motivated. It helps employees increase engagement and bring about better productivity across the organization.
Workforce Gamification – Increased Output
According to SHRM, HR managers can apply structural Gamification or serious games, where gaming elements are used in activities and processes to motivate staff. The features applied here include gaming modules like levels, points, badges, or leaderboards to compliment activities. Serious games use the creation of games for simulation in tedious activities such as recruitment and training.
Game-thinking and mechanics in business environments and processes work well since it motivates employees to think outside the box and solve problems within a specified period.
Gamification allows HR managers to drive constant improvement in performance through mobile apps to enhance employees’ behavioral change. Combining games with tech enables cross-collaboration to align organizational goals with adequate performance. It also encourages competition and compliance with the dedicated staff.
The entrance of Xennials into the workforce has drastically changed the way businesses operate. Concepts of rights and responsibilities have evolved because there’s a thin line between work and pleasure. And the new generation of employees has made phones and social media use a working concept that’s not about to fade out.
Therefore, HR must adapt as employees want the flexibility to work either from home or from the office. This is the age of “bring your own device” (BYOD). Allow employees to deliver complete work with the option to work remotely.
To have your organization adopt Gamification in HR, here’s a list of thrusts to support your teams and solve your organization’s problems.
HR Gamification in Talent Recruitment Management
Gamification can be used in the hiring process (which is quite tedious, and no one enjoys filling piles of endless onboarding paperwork) to increase onboarding efficiency. HR teams can use gamified hiring processes from the application procedures, the interview stage, the joining date, and the orientation processes.
Make the hiring process enjoyable by rewarding candidates with reasonable perks and acknowledgment for each step completed. HR leaders can utilize Gamification to reward top recruiters and providing attractive incentives to employees that refer candidates to the Company.
Once you hire candidates, use Gamification to promote a healthy retention culture with enjoyable and engaging activities such as CSR, team building activities, and attractive rewards for an excellent performance.
Use gamified platforms to announce vacant posts for internal recruitment opportunities. Make the process transparent and friendly to attract all interested employees to participate freely and fairly. Gamification is, after all, aimed at achieving engagement and retention of all employees.
HR Gamification in Learning & Development (Training)
You can use gamified programs to motivate employees in training and development, such as departmental continuous training modules, compliance, advocating for corporate culture and diversity, employees’ rights, etc.
HR is also encouraged to use motivational techniques to have the entire workforce complete scheduled training programs within the prescribed time – mainly if the training isn’t directly linked to their daily tasks, speeds up the completion time.
HR can also invest in Gamification to encourage corporate education programs and voluntary employee training programs.
If encouraged to implement Gamification, employees who earn recognition and rewards for completing tasks are more likely to prioritize tasks to meet company goals.
Therefore, HR benefits from dedicated employees who do not require any pressure to complete the programs.
So far, Deloitte successfully trained over 10,000 executives worldwide using HR Gamification to increase its usage and sharing of brand development. TCS has also implemented game engines that enhance the creation of real-life environments with integrated networking tools, enabling the growth of Massively Multiplayer Online Role-Playing Games. The use of MMORPG for industrial training and large corporations can lead to increased teamwork and minimize the dreariness experienced in solo practice.
HR Gamification in Employee Engagement & Retention Strategies
Employee engagement and retention is a uniquely promising area where HR can utilize Gamification to motivate behavior modification. World Bank’s incorporation of Evoke – a social teamwork game has experienced success with its employees’ overall wellness. Aetna, on the other hand, uses Mindbloom’s Life game, an online social gamified tool used to improve the health and welfare of their staff by encouraging personal health. Users regularly check on their health by selecting and developing strategies that promote wellness.
At the core of HR leadership, improving employee engagement, and implementing the mentioned games can keep tabs on the overall workforce’s overall health by developing workable solutions to foster wellness in the organization.
HR Gamification in Performance Management
By integrating Gamification in employee engagement, HR teams can create an ongoing rewards program to promote mission-based career paths for their employees; to demonstrate the steps focused individuals must take to rise in the Company.
Gamifying performance management and promotion strategies, HR improves organizational status making the process more transparent, for employees to complete these steps. The results manifest in the willingness of employees to collaborate and improve performance and satisfaction in their set goals.
Peer mentorship is a great career success motivator that drives employees to desire progression in their respective professions. HR departments can develop clear, detailed career paths using Gamification that demonstrates the steps employees have to take to advance their way up in the organization. Make the program transparent for all to see the contributions made by all interested parties toward the common goal.
Customized Platforms and Apps for Corporate HR Gamification
Various flexible and customized platforms like eMee, MindTickle, etc. assist in HR and Gamification in organizations. Ketchum, a global communication consulting firm, uses an app named LaunchPad to gamify its recruitment process for junior level, predominantly for its Summer Fellows program. The Company receives more than 2000 applications for 15 positions for its 10-week internship program.
To avoid the cumbersome process of going through all forms, it uses an interactive game through Launchpad where applicants not only play against a bot but also get to comment and vote on other the responses of other gamers and earn points. The game involves two challenges, and it is open for two weeks and can be done on a mobile device. Gamers earn 10 points each time another participant votes for their challenge or comments. Top players are then selected for the interview stage.
Reward loyal employees with value badges or culture points. Give the entire staff the chance to identify their colleagues who adapt well in culture areas. Gamification in promoting core values can quickly help organizations to engage their employees into accepting and embracing the Company’s core values – and feels proud of wearing badges as a reward for participation and engagement. This gesture motivates other employees to follow suit with the alignment of company expectations regarding core values and beliefs.
The market for Gamification has grown exponentially in recent years, and tapping into this trend as HR is an indication of growth and great strides at that with embracing tech tools to enhance performance in the workplace.
The good news is that people have appreciated these tools, and as it is inevitable, we’re seeing young people join the workforce, and we must engage them at the levels they understand best. Technology drives performance, Gamification boosts morale, and these combined efforts create measurable performance results, generating significant business value.