Gamification in HR is taking center stage these days, with the industry opting for new ways to imply game-based motivation programs for better employee engagement and enhanced productivity. In its core, gamification is not an actual game, but it is an application that uses game mechanics in order to make work more fun. The growth of gamification indicates the importance of a “game-based work environment”; since among the reasons why employees are increasingly disengaged in the workplace is due to monotonous routine. So, how does gamification help improve workplace performance?
In a workplace setting, gamification is more than just a game for leisure; it is a game for development since managers and/or game users may set rules and targets that align with company goals. This usually includes competitions, goal-setting, performance rewards, success statistics and status recognition. There is also some coaching and assistance available. Due to human’s intrinsic nature or the natural urge to feel good, compete, express oneself, and so on, this approach is quite effective. When these impulses are linked to a task, employees are more likely to work because they want to, rather than because they have to.
Gamification has been proven to boost and drive employee performance by having employees compete towards goals and successes. According to eLearning research, 80% of employees feel game-based training is more enjoyable. Likewise, corporate training with this approach is believed to raise employee engagement by 60% and productivity by up to 50%. A recent survey by Invigate revealed that 85% of employees would spend more time on an app or software for its gamification elements.
Aon surveyed 540 worldwide millennial job seekers to determine whether or not gamification is an entertaining experience. Respondents agreed that game-style aspects drew their attention and resulted in more effective and engaging feedback, as well as more intensive assessment. However, Aon noted that companies should follow five critical important aspects to reap the benefits of gamification.
HR can use gamification for many of their activities. By gamifying the talent acquisition and recruiting process, HR managers can reward employees, highlight efforts, and offer many benefits to performers for successfully completing a particular task or project, which will drastically boost onboarding efficiency. They can also use gamification to reward top recruiters for bringing in good candidates and incentivize employees for referrals, as this plays an active role in talent acquisition. Moreover, HR can also create a healthy corporate culture by using gamification to foster cross-departmental collaboration, encourage active participation, and give product improvement ideas.
One main issue that most companies have when introducing something new is that it takes time for employees to become accustomed to it and begin using it effectively. Employees are also hesitant to try anything new at first, even with a strong onboarding procedure. This can be seen with the introduction of new software, a new workflow, or a new policy. This is where gamification can come into play. With some gamification, you can reward your employees and increase the rate of adoption. Employees are more inclined to adhere to new processes or work flows when there is some friendly rivalry and recognition among their peers. For example, you can make a wellness program work by turning it into a fun game; the employee who has the most walking steps in a month will be rewarded with a new smart watch.
Employees may get dissatisfied if the work is too monotonous or not gratifying enough. In this case, gamification is the act of turning a work or process into a game or incorporating game aspects into it in order to boost engagement rates by making it more enjoyable and rewarding to people. There are several benefits to it, which is why many businesses have included it into their day-to-day operations. However, keep in mind that it can backfire if not properly implemented. So, do not forget to constantly monitor and make changes when necessary!
Read Also: How to Develop a Competitive Pay Practice?