Enterprise gamification is a hot new idea that has great potential for benefit (and misuse). Common misconceptions create the risk of getting it wrong. We (Rypple) share some of our lessons learned on making it work.
1. Work better. Play together?!
On Enterprise Gamiﬁcation
2. Outline: on Enterprise Gamiﬁcation
Enterprise gamiﬁcation is a hot new idea. !
Great potential for beneﬁt (and misuse) !
Misconceptions create the risk of getting it wrong !
We share our lessons learned for making it work.
7. Claim: “It can drive employee motivation & performance”
Just add points & rewards (cash, tchotchke’s, whatever)…
8. Claim: “You can get employees to
engage in not-so-fun exercises”
Make it look like a game so they do it!
9. But as with any new idea, carefully
separate what works from what doesn’t.
10. “Gamiﬁcation is an inadvertent con. It tricks people
into believing that there’s a simple way to imbue
their thing ... with the psychological, emotional and
social power of a great game.”
Game Designer & Consultant to EA, Sony
12. “Most gamiﬁcation is just ‘pointsiﬁcation.’ …too
much gamiﬁcation is about zero sum games:
often, for me to win, you’ve got to lose.”
Co-founder, Natron Baxter Applied Gaming, Co-founder, Gameful
13. (real) Games are about intrinsic rewards
Research show that fun in gaming is from intrinsic factors –
experiences of competence, self-efﬁcacy, and mastery
Raph Koster, A Theory of Fun for Game Design (2004)
Economists developed the theory of games to
mathematically capture human behavior in strategic
situations. It has been used to develop war strategies,
nuclear weapon strategy, and more. Serious stuff.
16. Classic game theory: The Prisoners’ Dilemma
Games arise when multiple actors with differing objectives
compete or cooperate for scarce resources.
Does that sound like your workplace?
18. Leveling up
Work is already ﬁlled with
games & game-elements
19. Example: the Career Game
“We compete for jobs: the more desirable the
job, the tougher the competition. Most people
readily understand this. But, fewer people
recognize that the pursuit of an open job can
be framed as one ‘move’ in a multifaceted
game called ‘a career.’”
Vice Chairman, Heidrick & Struggles
Author, Your Career Game
20. The real question then is:
How can we better design the games we will
inevitably play in the workplace?
21. So we don’t end up with
badly designed games.
And unintended consequences.
22. The Cover-Your-Ass game
“When credit and blame are mismanaged and
unfair, people shut down, become
demotivated, and focus more on covering
their rears rather than moving forward.
When credit and blame are managed properly,
people are willing and able to experiment,
learn and grow.”
Professor of Industrial & Organizational Psychology, NYU
Author, The Blame Game
23. The Bonus Game
“…when the tasks involve higher levels of
cognition or creativity, the monetary incentives
actually stiﬂe performance rather than drive it.
In addition, people undertake activities for
reasons of mastery, purpose, etc. rather than
speciﬁcally for monetary reward.”
24. And our favorite, the performance review game
Formal with very infrequent feedback.
A ritual game with billions spent in wasted enterprise effort.
27. You can’t save a crappy "
by bolting on game mechanics.
28. X Wrong ✓ Right
What’s challenging or meaningful
Doing work that makes a difference?
about leaving the house?
Now that’s difﬁcult yet meaningful
29. You have to design the right game
And that happens slowly, carefully & iteratively
30. Get people on the team who "
have experience designing games*!
Kobi Oﬁr, CTO
Marcus Gosling, UX
Ryan Dewsbury, Product
Previously, CTO, Virgin Gaming
Creator of KDice & GPokr
*Alert: Without actual game designers working with enterprise folks
you run the risk of designing something that doesn’t quite ring true.
32. “Game elements are like an ampliﬁer: There has to be a
genuine sound ﬁrst – a value, an interest, a motivation –
for the ampliﬁer to do any good.”
Gamiﬁcation & UX designer and researcher
33. Badges can be silly
Or they can be meaningful
Badges devoid of meaning can be silly.
Military badges are meaningful because the
For many, the badge is the only beneﬁt of underlying accomplishments are meaningful.
playing the game. That’s fun & okay in The badges are ﬁlled with shared symbolism.
34. Not just a piece of metal
Symbol of meaningful impact
"Let it be known that he who wears the military
order of the purple heart has given of his blood in
the defense of his homeland and shall forever be
revered by his fellow countrymen."
George Washington, August 7, 1782
35. Peer generated
Identity at work
badges as reputation
You reputation at work is important for a host Thanks from peers & managers have intrinsic
of reasons. Managing this identity is a meaning. Creating a badge lets people creatively
powerful intrinsic driver.
recognize successes in their own words. Badges
thus have a shared meaning, creating trusted
indicators of achievement.
37. Positive Behavior
Make it easy. Make it Social.
Thanks for the awesome L&L! I learnt a ton!
People like giving others a thanks for Make it crazy simple to give people
meaningful achievements, help, etc.
thanks, and for others to see it.
Recognition is tremendously motivating.
Easy and social.
38. Positive Behavior
In games and at work, people like to Make it easy for people to deﬁne their own
embark on Epic Quests. They like to pick Epic Quests, enlist contributors & share
their quests, gather the troops and take real-time progress on their quests. And to
on challenges head on.
collect badges representing their
39. Lesson #4
Do it slowly and very carefully
Games elements have real
& sometimes unintended consequences
40. Game element
Scoreboards are a common “Depending on [work context],
game element. Harmless in leaderboards can feel like yet another form
the virtual world of games.
of control and pressure, or as merely
informational and supportive”
*Sebastian Deterding, Meaningful Gamiﬁcation
41. Game element
% of new users that invite coworkers
with "invite your team "invite your team" +
to join you"
Monetary incentives should Wrong! Users emailed us saying getting
drive activity right? After all, paid for invitations in a work context was
people like rewards, and inappropriate. They preferred to invite
money’s a great reward!
others to simply join them on Rypple.
43. "Perfection is achieved, not when there
is nothing more to add, but when there
is nothing left to take away."
Antoine de Saint-Exupéry
French author and aviator
44. Difﬁcult Behavior
Simplicity in design
We all know that getting regular feedback The easier we made it to ask for
is good for your performance at work.
feedback, the more people used it.
But its hard (& scary) to get constructive The more complicated the process
feedback from people you work with!
(unnecessary ﬁelds, ratings, options…
choices), the less people do it.
46. Helpful lessons on Enterprise Gamiﬁcation
Work is already ﬁlled with games. They’re mostly poorly designed.!
Get people on the team with experience in building games.!
Design, build, learn, design, ... repeat.!
Leverage intrinsic motivators at work. Amplify positive behaviors.!
Watch for unintended consequences of game elements in the
social context of work.!
47. Want to learn more?
Need better gaming image
[group goals, epic quests, helping people elevate their own games]