The document discusses gamifying the workplace for Generation Y employees. It notes that Gen Y expects challenges and engagement from work similar to games. It proposes a gamified project management tool called the "Gamified WorkLife" tool that incorporates elements like: 1) Real-time feedback on performance and progress through meters. 2) Transparency through visible reputations, badges and rankings compared to peers. 3) Goal-setting through tasks and milestones that provide a sense of small, frequent wins through a points/reputation system and badges.

1. ENTERPRISE GAMIFICATION
GAMIFICATION OF WORK LIFE IN
SOFTWARE COMPANY

2. A Definition of GAMIFICATION!
GAMIFICATION is the concept of applying game-
design thinking and Game Mechanics to non-
game applications
To Solve Problems
To engage users
To make them more fun
According to Wikipedia

3. Gamification Examples
1. Farmville (Facebook Supported)

4. Gamification Examples
• Foursquare

5. Gamification Examples
• Frequent Flyer Programs (Airlines)

7. PARADIGM SHIFT IN ENTREPRENEURSHIP
• What is this Paradigm Shift?
• Is it something relevant or realistic?
• Does your academic syllabus talk about this
shift?

8. All my projects
Performance are done
early. Still I
Evaluation have a ‘C’
You Don’t follow
company rules. You use
FB, watch Youtube, Jeans.
So you get Grade : C
I sit back to
download
movies. But I
You follow company got an ‘A’
rules. So you get A

9. Understanding Generations

10. The Gen Y Factor
• The emergence of Generation Y, people born from the eighties to mid-nineties, is driving dramatic change in education, technology, media, and most
critically, at work. Gen Y makes up 25% of the workforce today, and their numbers are growing rapidly.
• These new entrants into the workforce expect even more from their work experience than their Gen X and Baby Boomer counterparts. So each
entrepreneur should understand the unique characteristics of this group, and how to best engage and motivate them.
Did you find anything on your syllabus explaining this paradigm shift and understand Gen Y?
• Now companies started realizing a fact, Gen Y switch jobs frequently than Generation X
• Gen Y isn’t going to read the manual. Actually, let’s face it, no one is going to read the manual. CIOs and CTOs around the world are spending billions
of dollars annually to implement enterprise software solutions that are going to fail, solely because employees aren’t adopting them.
• People will spend hours playing games, but won’t spend minutes on anything that feels like training.
• Self-determination theory (SDT), a well-respected theory of human motivation of Gen Y, created by University of Rochester professors Edward Deci
and Richard Ryan, would tell us differently. According to SDT, Businesses that can use the on boarding and master techniques from games to drive
employee adoption, ongoing engagement, and increases in employee performance & mastery, will see benefits in both employee engagement and
the bottom line
WHAT DOES IT MEAN?
Gen Y Like challenges and games..
We should have something new to say about building, running, growing and Managing a business and its GEN Y workforce.
It Cannot be something based on what we learn from our texts of our academic series.

11. Gen Y Employees Live Online
• Gen Y’ers are digital natives.
• They Play Online, Study Online, Maintain Friends Online, Express
their Views Online, Work Online, live and breathe online:
• They are accustomed to cutting edge technology & innovation
everywhere, and expect the same quality of technology in the
workplace.
• They have been playing video games, using mobile, social networks,
and more—since Teenage/ Childhood
• They are fast in Nature
.

12. Did You Know??
• We are living in exponential times..
Lets take few examples
1. Years it took to build 50 million Audience
– Radio : 38 Years
– TV : 13 Years
– Internet : 4 Years
– Facebook : 1 Year
2. In 2011 4 Exa Bytes of Unique information was generated. It is more than the accumulated total of previous
5000 years.
3. The amount of new technical information is doubling every 2 years i.e. For students starting a 4 year technical
degree, half of what they learn in their first year of study get outdated by their third year of study.
• Top 10 Demanding job today didn't exist in 2004..
i.e. Today's students are getting prepared for Jobs that doesn't exist even today
using technologies that haven't been invented in order to solve the problems
that we don’t even know as problems yet

13. BREAK THE RULES
• Management Principles that we learn today are
not RULES for us to blindly follow.
• It is just some experience shared by old
generation Managers based on their experience
but they never experienced the NEW WORLD
where we live and breathe online.
• So its time for us to Break Those Rules.
WHY?

14. What we should do?
• So in an effort to engage and motivate Gen Y, we have to build something new that suits GEN
Y culture and improve their efficiency.
• Lets discuss this in detailed aligned with the Project Management Tool that I architect for the
Gen Y Workforce Management so that you could understand the practicability of this
concept.
• There is a scope for your generation to research and prepare new management principles
based on the characteristics of GEN Y.

15. GAMING YOUR WORKLIFE
• FEW SLIDES TO EXPLAIN THE CONCEPT AND
TOOL
• ----
• ----
• ----
Let’s look at three: Performance, Achievement, and Social Interaction

16. Reputation and Badges
•
• 1. 8 Hours billable work --> 1 Reputation
• 2. 8 Hours Challenge --> 2 Reputations
• 3. Keeping Office Timing for a month --> Reputation (Time Keeper badge)
• 4. 22 consecutive working days without Leave --> 1 Reputation (Regular Badge)
• 5. Timely response for all emails and requests for 3 months --> 3 Reputations ( Responsible)
• 6. Following proper process continuously for 3 months --> 5 Reputations (On Track Badge)
• 7.Timely Delivery of a project --> 10 Reputations (Dutiful Badge)
• 8. Following proper process continuously for 6 Months --> 10 Reputations (Disciplined Badge)
• 9. Two consecutive achievement of disciplined badge 25 Reputations (Consistent Badge)
• 10. Conducting a Seminar -- Reputations 1- 5 based on the average rating by attendees ( Professor badge if average rating is 4+)
• 11. Pear Rating on Friendliness -- Reputations 1- 5 based on the average rating by peers ( Cooperative badge if average rating is 4+)
• 12. Reporting a event on the company that negative helped to resolve the negative energy 2 Reputations ( Citizen Patrol badge)
• 13. Accomplishing Challenges worth 100 hours - 10 Reputations (Adventurer badge)
• 14. Submission of a new product idea that is accepted by the company (25 Reputations)
• 15. Involving family members in company events - 1 Reputation
• 16. Involving facility members for 10 company events- 5 Reputations (FamilyMan Badge)
• 17. General Responsibility (Movie Committee, Cultural Committee, Snacks Committee etc) -- Reputations 1- 5 based on the average rating by
attendees ( Dependable badge if average rating is 4+)
• 18. Blog Post --> Reputations 1- 5 based on the average rating by its readers ( Blogger badge if average rating is 4+)
• 19. Reusable Modules --> Reputations 1- 5 based on the average rating by its users ( Supporter badge if average rating is 4+)
• 20. Completion on each year in the company. 5 Reputations (Loyalty Badge)

17. PERFORMANCE
• Real-Time Feedback
In a game, anytime you take an action, you receive instant feedback. Positive feedback reinforces good behavior, strategy and tactics, while negative
feedback enables you to learn quickly and adjust.
Performance meter in the GWL Tool allows employees to get instant feedback on their progress on the day and their overall performance in the
company. They could also select a start and end time to evaluate their performance during the selected period. Similarly, there will be meter to
measure the performance of each team, department and even company as a whole.
• Transparency
Games are statistical paradise – players can always see exactly where they stand and where every- one else stands. Progress can be tracked and
communicated in real-time; both in the moment and over longer time periods.
Reputations, Badges and Privileges achieved by each user is transparent. This will help everyone know where they stand related to other friends in
the company.
• Goal-Setting
The whole purpose of a game is to have a goal and to strive for it, such as “save the princess”, often with sub-goals that provide small wins along the
way, like “get to the next level”. In the existing performance evaluation method it could happen once or twice a year at their performance reviews.
Gen Y need systems and processes that enable fast and meaningful feedback, accelerating employees’ growth and learning.
The number one question employees have is “How am I doing?” They simply don’t know. They don’t understand how performance is being
measured generally, or their performance specifically, individually and relative to their peers. Businesses need the ability to capture this data and
make it available to employees in an easily digestible format.
A sense of progress in meaningful work( even small ) is critical in keeping people highly engaged. With management often focused on the long-term
goals, the opportunity to provide small wins and a daily sense of progress is often overlooked. Businesses need a way to structure work as a series of
small wins to keep Gen Y employees motivated and on the path toward long-term success.
Work is assigned to the user as tasks and Milestones which is linked to the Point system named “Reputation” and Badge System. This will help them
to achieve small wins on completion of each task, and larger on achieving milestones and keep motivated.

18. ACHIEVEMENTS
• Digital Identity
When you live your life online, you need a digital identity. A big part of that identity in the workplace is your skills, achievements, and reputation.
Reputation and Badges serve this purpose. Wherever the employee get displayed online, his reputation and badge achievements will be shown.
• LEVELING UP
While badges are indicators of specific accomplishments, levels are used as a shorthand way of indicating long term, sustained achievement and
status. : As you complete missions, your Skill Level increases. also serve to provide the player with intermediate goals (small wins) in the long run of a
game.
This is known as Golden Badges in our system. Each Golden badge is related to privileges (Freedom) in the company. On achievement of certain
overall Reputations along with some badges, they gain new level of privileges in the company and finally achieve the ultimate goal of “Trustworty”
where he could enjoy ultimate freedom in the company. But golden badges are perishable. Each badge has 3 lives. Losing all the 3 lives of a badge
will result in losing the Golden Badge. He could still achieve the badge only by moving building new reputation and badges. According to that badge
criteria.
• On-Boarding and Mastery
• A game never drops you in with no instruction on how to play. And it’s never “read the manual” instruction—games have mastered the process of on
boarding users—teaching them how to play from within the game itself. Players get live experience at “doing”, coached along by the system, until
they feel they have sufficient mastery to venture off on their own. The social game Farmville is a great example—as simple as it looks, it has XP, Farm
Coins, Farm Cash, Ribbons, Levels, Planting, Harvesting, and more. If they dropped you into the game with a plot
of dirt and nothing else, you would have no idea what to do. But they don’t—they hold your hand and teach you how to play, by actually playing.
• This tool has a capability to understanding strength and the expertise of employees and give suggestions and instruction for everyone to succeed to
next level. It enable an employee to earn rewards, self-assessment skills, and validate the skills and abilities of others with a competitive advantage.

19. Motive of Enterprise Gamification
• We want Life or a software engineer to fun filled and help them to love and enjoy their work.
• Allow our company to give meaningful feedback to all employees on their performance on a daily
basis
• Enable a company to align its organizational goals with the personal goals of employees so that
each employee can see how their work matters to the organization.
• Ensures to reward, recognize and appreciate employees in a fair and consistent way.
• Supports employee development and career progression.
• Helps to identify top performers and provide them with appropriate rewards and development
opportunities
• Identifies skill gaps or shortages so we can address them before they become critical
• Keeps a history of all achievements during employment with the company. (Normally companies
forget the achievements and keep track of the negatives.)
• Avoid time spend on documentations and reports that kills the productive time of programmers.
• Understand the most salient characteristics of Gen Y employees, in particular their affinity for
games and social media. That characteristic to used to design a system and processes that engage
and motivate Gen Y

20. Consolidation
• We are not telling people born before 80s are
bad, but we are pleading them to understand
where they stand today and understand the
new trends and start thinking about what is
relevant in this period than holding GEN X
Nature and pulling GEN Y to think and live like
GEN X