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Marigo Raftopoulos and Mario Herger, both partners at Enterprise Gamification Consultancy, and top gamification gurus, gave an interview about the current status of gamification in the enterprise and how the compnay Enterprise Gamification Consultancy helps customers with their gamification designs and strategy.
Listen to the audio-interview.
As an intern for Enterprise Gamification Consultancy my first assignment was to write a basic overview of the gamification discipline using Mario Herger’s recently published book Enterprise Gamification, Book 1, The Basics and the gamification platformGametize.com.
This project involved the distilling down of a 400 page book that covered the basics, psychology, and practices of gamification. Each chapter contained a dearth of up-to-date thinking and case studies to illustrate and explain concepts such as the player, metrics, and strategy. Subsequently the singular chapters came together in an interlocking web that forms the discipline of gamification.
As a visual thinker I started by drawing a road map to visualize the pathways of Mario’s book which he used to explain the multiple facets of gamification. Case studies and extra information (such as history of gamification) lead to off-shots and other important material created forks in the road which altogether culminated in a map mirroring the complexity of the book.
Figure 1: Snapshot of topics covered in the book to help me visualize the flow of the book.
Yu-kai Chou, partner at Enterprise Gamification Consultancy, and number one gamification guru in 2014, gave an interview about Octalysis, a framework to create engaging gamification designs through eight core drives.
Listen to the audio-interview.
Many enterprise Gamification deployments emphasize competition and leaderboards. Yet sometimes giving employees a sense of completion works better.
I recently overheard an interesting conversation between two friends who are triathletes. One of them was very excited about an upcoming race: he’s in better shape than last year, he said, he’s hoping to get to one of the top three results for his age bracket. The other friend, who has just begun training a year ago, on doctor’s orders (he was in bad shape before that) said “I’m into completion. Not competition”.
As a gamification designer, this struck me as conveying a much ignored insight about motivating employees. Not everyone wants to be at the top of the leaderboard – that doesn’t mean they are losers or lazy – for these people it’s also about the journey. Sometimes, as we all know, poorly designed leaderboards can even be de-motivating and ignore the real growth and attempts made by the non-top-performers who are nevertheless performing exceptionally well. Companies should take that into account. Motivating with leaderboards alone, focusing on fostering competition doesn’t work for everyone and shouldn’t. Strive to give your people a sense of completion.
A sense of completion is the satisfaction you usually experience when a job is well done. Clean dishes. A 10 K run. A well-mowed lawn. An organized office. From a gamification point of view, completion indicators are the game design elements that gives you the same feedback – you did well.