This was presented on the "Gamification day" conference i Stockholm, Sweden.
Gamification is on everyone's lips and there are numerous theories and models to explain its dynamics and different aspects. But how do you apply that knowledge in your project? This presentation takes theory to reality and gives hands on advice about what you should think about when applying gamification.
Gamification theory to realtity - kristoffer frang (public)
1. BOOST YOUR CORPORATE
ENGINE WITH
GAMIFICATION
FROM THEORY
TO REALITY
Kristoffer Frang
Business Developer
kristoffer.frang@bizpartengage.com
+46 46 272 55 06
@kristofferfrang
www.bizpartengage.com
info@bizpartengage.com
+46 46 32 05 85
@bizpart
2. DEFINING THE PROBLEM
DESIGNING AN ENGAGING EXPERIENCE
BEHAVIOR AND BUSINESS VALUE
GAMIFICATION IN PRACTICE
info@bizpartengage.com
www.bizpartengage.com
7. ENGAGEMENT IN HR’S PERSPECTIVE
69 % think that low engagement is a problem
96 % think that is imporant or very important to
address the low enagement
41 % of organizations address employee
engagement directly
The most important elements to improve engagement is believed to be:
- Communicate clear expectations
- Listen to employees’ opinions
- Give recognition
Source: http://www.psychometrics.com/docs/engagement_study.pdf
info@bizpartengage.com
www.bizpartengage.com
10. UNDERSTANDING MOTIVATION
MOTIVATION ACCORDING TO
STEVEN REISS, Ph.D
Started out with 400 thinkable goals
Collected survey data
Factor analysis
16 BASIC HUMAN MOTIVATORS
info@bizpartengage.com
www.bizpartengage.com
18. Koppla till Gallups siffror som
visar att man mår bra att
fokusera på styrkor.
PROGRESSION LOOP
Koppla till Reiss’
motivationsanalys
GOAL
Successful gamification combines long- and short-term loops
according to the goals and behavior that one seek.
info@bizpartengage.com
www.bizpartengage.com
19. 2.
DEFINE A SUTIBLE
STRUCTURE BY COMBINING
LONG- AND SHORT-TERM
ENGAGEMENT LOOPS
info@bizpartengage.com
www.bizpartengage.com
21. BJ. FOGG’S BEHAVIOR MODEL
ABILITY
MOTIVATION
The amount of effort
and/or resources you
have to put in to do
certain behavior
The willingess to do
certain behavior
info@bizpartengage.com
TRIGGER
Something that trigger
the behavior.
www.bizpartengage.com
22. BJ. FOGG’S BEHAVIOR MODEL
motivation
motivating
behaviour
triggers
succeed here
triggers
fail here
boring
behaviour
difficult
behaviour
info@bizpartengage.com
ability
simple
behaviour
www.bizpartengage.com
23. GAMIFICATION VS. SOCIAL MEDIA
motivating
behaviour
motivation
Keeping a large
social network
boring
behaviour
difficult
behaviour
info@bizpartengage.com
ability
simple
behaviour
www.bizpartengage.com
24. BJ. FOGG’S BEHAVIOR MODEL
motivation
motivating
behaviour
boring
behaviour
TRADITIONAL IT-SYSTEMS
difficult
behaviour
info@bizpartengage.com
ability
simple
behaviour
www.bizpartengage.com
25. GAMIFICATION VS. SOCIAL MEDIA
GAMIFICATION
motivating
behaviour
motivation
Email reminder
Easy to invite
Climb the
leaderboard
boring
behaviour
difficult
behaviour
info@bizpartengage.com
ability
simple
behaviour
www.bizpartengage.com
26. GAMIFICATION VS. SOCIAL MEDIA
“Well designed games are able to solve
complementary (and relatively much harder)
problems than social networks do. If used
properly, gamification is able to drive long term
engagement and persistent actions reliably.”
– Michael Wu (Stanford University)
info@bizpartengage.com
www.bizpartengage.com
28. 1.
IDENTIFY KEY INTRINSIC MOTIVATORS FOR YOUR
AUDIANCE
2.
3.
DEFINE A SUTIBLE STRUCTURE BY
COMBINING LONG- AND SHORT-TERM
ENGAGEMENT LOOPS
ANALYZE WHAT’S PREVENTING TARGET
BEHAVIOR AND DESIGN TO AFFECT THE MOST
EFFECTIVE FACTORS
info@bizpartengage.com
www.bizpartengage.com
32. CHALLENGE
CONSULTANCY
COMPANY
Motivate consultants to commit to personal
development and career progress.
SOLUTION
Motivators: Curiosity, Power, Honor
GOAL
Structure: Focus on progression
loops. Engagement loops in initial
phase.
Behavior: Ability already relative high;
main focus on motivation.
info@bizpartengage.com
www.bizpartengage.com
33. CHALLENGE
CONSULTANCY
COMPANY
Motivate consultants to commit to personal
development and career progress.
SOLUTION
Initial phase mechanics:
• Incentivized forum and profile for internal awareness.
• Incentivized follow-up routines.
• Leaderboards.
• Points.
Continuous mechanics:
• Show long-term professional progress.
• Goal setting and achievements.
• Illustrate personal development relative to the organization’s.
info@bizpartengage.com
www.bizpartengage.com
34. CHALLENGE
RETAIL
COMPANY
Motivate external sales staff to take engage in
online-courses and information.
SOLUTION
GOAL
Motivators:
Saving, Curiosity, Competiveness
(revenge)
Structure: Exernal staff; focus on
engagement loops.
Behavior: Focus on ability and motivation
info@bizpartengage.com
www.bizpartengage.com
35. CHALLENGE
RETAIL
COMPANY
Motivate external sales staff to take engage in
online-courses and information.
SOLUTION
Mechanics:
• E-Learning.
• Interactive blog.
• Points for every action.
• Reward-shop.
• Event access.
• Leaderboards.
• Push activity.
info@bizpartengage.com
www.bizpartengage.com
36. EXCITING FUTURE AHEAD
• More data –> More engagement
• User Engagement Index
• Gamification in bigger scopes
info@bizpartengage.com
www.bizpartengage.com