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Game methods have long gone beyond the scope of computer games and have become a great tool for business. In a world where more than 70% of employees are not passionate about their work, gamification can help motivate people more effectively, help them learn and develop at work, and provide real-time feedback. Undoubtedly, many large international companies can boast of vivid examples of gamification. The world started talking about it a few years ago. However, 70% of HR directors still do not even know about such a concept.

What Is Gamification in HR

In our life, there is always a monotonous activity to which we want to add more meaning. The goal of gamification, in this case, is to simplify the activity and make it more fun and interesting. It is based on the use of game approaches for non-game processes. Best reviews of the games at bitstarz casino can help to understand the mechanics of this process and make it possible to increase the involvement of the staff to strengthen the motivation and loyalty of employees.

For companies, it can be aimed at increasing the speed of completing tasks and, accordingly, increasing productivity. Moreover, it can solve a wide range of HR tasks:

• regulate basic HR processes;

• promote engagement in company life;

• build trust.  

Active feedback from each employee is an important aspect. All this simplifies the search for the key to a crucial element of work — staff motivation. Game mechanics in HR help you keep your finger on the pulse of your company, tracking areas of growth and success.

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Methods and Mechanics of Gamification in HR

Modern game methods of non-material motivation help to increase the efficiency of employees through basic incentives: ratings, badges, awards, and bonuses for completing tasks or completing the next training course. Let’s consider the main methods for company employees:

• Achievements. Often when considering examples of gamification, it is said that the company has implemented a rating system based on points or badges. This has a positive effect on employee engagement. Usually, objects displayed in front of other participants can serve as markers of completed collective or individual game activities.

• Quests. They differ from the challenges in the content of the plot — each quest does not look like a reason for competition; it is a collective journey with obstacles.

• Bonuses. Each employee can be a brand ambassador and receive certain bonuses that can be exchanged for rewards. As a rule, companies are willing to give incentives for a good recommendation of an acquaintance for an open position or simply for employees who have been working for a long time in the company, as well as for presentations with cases at events.

• Competition. Hackathons provide a positive experience: organize teamwork so that everyone moves in the same direction, revealing their best sides, and organize a trip to the mountains for the most active employees.

Engagement Matters

Gamification works when it puts people in front of the goals they already want to achieve — it can only make this process more interesting. When people are fully engaged in the game, the results can be impressive: increased productivity, motivation, and even, as one recent study showed, the number of steps taken per day.

When there is no engagement, gamification has the opposite effect. If a game is coercive and designed to force people to do something they don’t want to do (such as setting a school attendance record) or is perceived as manipulation, it starts to work against its organizers.

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Although gamification is not a universal solution, in certain contexts and under certain conditions, it helps to turn the achievement of goals into a game. And this is a powerful tool for transforming both personal and professional lives.

HR gamification is not just another HR trend of 2022 but a powerful tool. With its help, you can unite the team and increase the efficiency of each employee. The main thing that gamification provides for business is the player’s enthusiasm for the game process (that is, the employee’s work). The office begins to be associated not with a boring routine but with a pleasant experience. Employees are satisfied and want to develop for the benefit of themselves and the company. Gamification works great when building a corporate culture and in motivational programs. Therefore, game elements can be implemented in many HR processes, not limited by your imagination.

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