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GamEffective's Triggers, Learning and Campaigns Webinar

August 2017 Webinar Slides

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GamEffective's Triggers, Learning and Campaigns Webinar

  1. 1. WEBINAR Triggers, learning and campaigns: the future of gamification at work? How next generation performance management and learning systems use triggers and other real time data to achieve meaningful outcomes at work Roni Floman, VP Marketing
  2. 2. AT-A-GLANCE • Next-Gen Performance Management & Learning • Real time performance feedback • Continuous performance improvement • Meaningful gamification, not game-based • Driving performance, motivation and knowledge • SaaS based, mobile & desktop • Deployed with tens of thousands of users worldwide
  3. 3. THE BASICS: NEXT GEN PERFORMANCE AND LEARNING
  4. 4. • FEEDBACK Immediate and relevant • CLEAR & PERSONALIZED GOALS Aligned with their ability to deliver • A DIALOGUE RE:PERFORMANCE With their manager • RECOGNITION Motivation and a sense of achievement • EXPECT LEARNING Millennials expect skill development @work EMPLOYEE WORK EXPECTATIONS HAVE CHANGED YET MANAGERS ARE FINDING IT DIFFICULT TO DRIVE BEHAVIOURS
  5. 5. GAMIFICATION: A GAME AT WORK? Dr. Karl Kapp: “Using game-based mechanics, aesthetics and game thinking to engage people, motivate action, promote learning, and solve problems”
  6. 6. A New Way of Managing Employees Goals, real-time feedback and recognition Personal Goals Personalized targets & benchmarks people understand Feedback A real-time fitness tracker for work Gamification Engagement, social proof and fun Learning In-class and on-the-job
  7. 7. A FITNESS TRACKER FOR WORK Goal Setting • Personalized to fit each employee based on skills, environment etc. • Dynamic, adapting to changing business needs Feedback • Real time • Tied into learning, for course correction Result: motivation and continuous improvement
  8. 8. INTRINSIC DRIVE: COMPETE AGAINST YOURSELF Simplistic: competition with colleagues True driver of behavior: play against your personal goals & capabilities
  9. 9. Many gamification professionals seem to believe that if you put points on something boring, add some badges, and provide a competitive leaderboard, that once boring product will automatically become exciting Yu-Kai Chou http://yukaichou.com
  10. 10. ADVANCED GAMIFICATION On top of unique narrative-based gamification: • Bet on Yourself: a mechanism for boosting engagement and encouraging self-reflection on performance • Golden Question: a surprise question prompting learning and better engagement • Virtual store: enabling physical rewards
  11. 11. THE NEW WORLD OF PERFORMANCE GOAL SETTING Annual, quarterly Daily TIMING One-off Daily feedback ENGAGEMENT ? 60 - 90% LEARNING Different silo Integrated ADMINISTRATION Laborious, system of record Automated CULTURE Goal setting irrelevance Transparent
  12. 12. ADDING LEARNING & TYING IT TO PERFORMANCE
  13. 13. LEARNING INSIDE: A DAILY DOSE • Prompt learning based on performance in real-time • Research proves that repetition creates double or triple the knowledge retention • + 70% engagement with learning materials
  14. 14. LEARNING, ON THE JOB • 3-5 minutes of content nuggets, daily • Spaced repetitions • Retrieval practice • Quizzes and “question banks” – easy and effective
  15. 15. PERFORMANCE TO DRIVE LEARNING • Tie KPIs to learning: just in- time and contextual learning • Boosters • Next Best Action • Push learning based on actual performance, behaviors, user feedback & more • Use trigger mechanisms
  16. 16. THE NEW WORLD OF LEARNING CONTENT Courses, in-class Micro-based TIMING One-off Continuous, daily ENGAGEMENT 2-20% 90% PERFORMANCE IMPACT Measured post-facto Always measured ADMINISTRATION Laborious, system of record Automated CULTURE L&D unimportance Learning everywhere
  17. 17. CAMPAIGNS & TRIGGERS
  18. 18. COLLECTION AGENCY CASE STUDY • Two-month campaign: tax season • Triggered feedback & communications • Users collect raffle tickets by hitting KPI targets • Results: 3X on KPIs
  19. 19. COMMUNICATIONS & REWARDS • Create anticipation • Communicate clear game rules
  20. 20. TRIGGERED FEEDBACK • Segmented communications based on actual achievement level • Positive feedback mechanism • Pointing out areas for improvement • Nudging towards the next best action • Near Real-Time
  21. 21. TRIGGERS: AUTOMATING ENGAGEMENT
  22. 22. ENGAGEMENT AUTOMATION • Create sustained & impactful employee communications: • Positive feedback mechanism • Nudging employees towards the next best action • The GamEffective Rule & Notification Engine can be easily configured to drive several points of interaction • Define triggers: employees with X result in Y KPI to get Z notifications & prompts
  23. 23. Define desired outcome •What would you like to happen Select Audience •Define your target segment Choose Triggers •When would this need to happen Test & optimize •Did the trigger have the desired outcomes? USING TRIGGERS IN PRACTICE
  24. 24. AUTOMATED COACHING Performance Learning
  25. 25. GUIDED ADAPTATION: A DIALOGUE RE:WORK • Moving to continuous learning and/or improvement by: • Providing employees with data about performance and learning • Building learning and performance into work itself • Collecting performance data and feeding it back
  26. 26. USING CHALLENGES
  27. 27. OTHER USES: BEHAVIORAL CUES • Working Indian men (aged 35—55 years) with impaired glucose tolerance were randomly assigned to either a mobile phone messaging intervention or standard care • “TAKE THE STAIRS”, “DON’T EAT IN FRONT OF TV” • Risk of developing Type 2 diabetes reduced by 36%. Ramachandran, A. et. al. Effectiveness of mobile phone messaging in prevention of type 2 diabetes by lifestyle modification in men in India: a prospective, parallel-group, randomised controlled trial The Lancet Diabetes & Endocrinology, Early Online Publication, 11 September 2013 doi:10.1016/S2213- 8587(13)70067-6 Link to Abstract: http://www.japi.org/december_2013/25_abstract_efficacy_of_mobile.pdf
  28. 28. ENGAGING EMPLOYEES AND THEIR MANAGERS • The Manager Module allows the team lead to enter into a personal dialogue with employee • Driving engagement, learning and better oversight • Recognizing and celebrating success • Coaching & giving feedback – prompted through engagement automation
  29. 29. ADDRESSING ENGAGEMENT • Gamification and feedback on web & mobile Systems of engagement & enablement • Use insight to adapt learning/performance tasks and apply additional engagement activities Systems of intelligence & automation • ERP, CRM, LMS, HCM Systems of record DIGITALENGAGEMENT
  30. 30. Thank you roni.floman@gameffective.com

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August 2017 Webinar Slides

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