how to principles from gamification, and a gamification platform, to drive employee's behaviors and retain their engagement

1. enterprise gamification
how to drive and reward valuable employee behaviors
esteban kolsky - thinkJar

2. organizations with high
engagement rates are 78%
more productive & 40% more
profitable than those
organizations with low levels
of engagement

3. 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

4. Best Buy sees a $100,000
annual increase in sales at
any location where employee
engagement rises 2%

5. 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

6. gamification platform
analytics reputation
gaming engine
engine engine
rewards tracking
connectors
engine engine
use a gamification platform to make it happen

7. 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

8. whosoever desires constant success must change his conduct
with the times
niccolo machiavelli
change management initiatives
employees change culture
rewards are most critical aspect

9. 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

10. EMC
RAMP
recognition, awards, motivation program
entice and incentivize right behaviors
align behaviors with corporate strategy
integrated internal and external network
twenty percent increase in activity y/y
lessons: set expectations, no money,
consolidate, simplify

11. 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

12. 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

13. 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

14. Deloitte’s
internal sharing network – powering 182,000
sharing grew year/year dramatically
turn to network first to seek resources
easier to find expertise, deliver value
built mobile app to increase adoption
recognition increases high-value behaviors
lessons: people want to share and need
infrastructure, entice and incentivize

15. effect on engaged disengaged
operating income increase decrease
19.2 % 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 %

16. 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

17. benchmark employee
sentiment and engagement
get suggestions on making
work fun and engaging
implement the platform and
test few things

18. 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

19. 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