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
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
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
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?
24. Understanding the players
Observation of current
behaviour
Existing reports and data
Surveys and focus groups
Workshops and pilot
testing
Your
employees
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
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?