Over the years, many of the largest international companies have begun to adopt new approaches with their employees in order to improve the internal work experience. Among the new strategies that are emerging, gamification certainly emerges as one of the most promising and innovative. This practice is based on the application of typical game elements, such as points, rankings and challenges, to non-game contexts, such as training, recruitment and performance management. By incorporating these game mechanics, companies can improve motivation and engagement, as well as foster employee collaboration and creativity.
This article will take an in-depth look at how gamification is integrated into HR strategies, examining in detail its benefits, challenges and best practices for successfully implementing it to create a more vibrant and innovative corporate culture.
What is meant by gamification?
According to the famous definition of Yu-kai Chou, a pioneer of this strategy in the corporate sector with his Octalys method, gamification is useful for increasing productivity and making important activities fun. It also proves to be a valuable tool for HR and training professionals, as it puts the individual at the centre of the process. This approach encourages participation and involvement by harnessing the intrinsic motivation of participants.
Where it can be applied?
-Company training activities covering both hard skills and soft skills.
-Making the recruitment process more engaging
-Improving the onboarding of new employees
-Improving the rewards and benefits system
-Transform corporate events into engaging and memorable experiences.
-Tackle all those crucial moments when it is important to work on engagement, such as the effective dissemination of corporate values.
What are the advantages of this strategy?
-increases employee engagement, making daily activities more interesting and challenging.
-promotes immediate feedback, allowing employees to monitor their progress and receive recognition for their achievements.
-promotes cooperation and team building, creating a more collaborative and cohesive environment.
-greater talent retention, as employees feel more valued and appreciated.
Challenges and considerations of HR gamification
1) Ensuring that game mechanics are designed strategically and aligned with business objectives, avoiding reducing work to a simple game.
2) There is a risk that some employees may perceive gamification as superficial or manipulative if it is not implemented in an authentic manner.
3) Consider the variety of personal motivations, as what may engage one employee may not work for another.
What are the Best Practices for implementing this strategy effectively?
-Define clear and measurable objectives that are aligned with corporate strategies.
-Involve employees in the design process to ensure that game mechanics are relevant and engaging.
-Choose appropriate game mechanics, such as points, badges and leaderboards, and ensure meaningful rewards, to keep motivation high.
-Constantly monitor and evaluate results through KPIs
-Integrate gamification into existing processes and provide training for leaders and managers, creating a positive and lasting learning environment.
The SAP Case: How Gamification Raised Employee Engagement
Multinational company SAP, a global leader in business software, has moved to engage its employees through increasingly interactive and engaging training and professional development programmes. With a large and diverse employee pool, and a culture based on continuous learning, the company’s goal was to find innovative ways to increase participation within the company.
To address this challenge, SAP developed a gamification programme called ‘SAP Community’, which integrates gaming elements into training and collaboration processes. The platform allows employees to participate in challenges and competitions, earning points and badges for completing courses, sharing knowledge and participating in events. Leaderboards show employees’ progress, creating an environment of positive competition.
This programme led to a significant increase in engagement: around 70 per cent of employees actively participated in gamification activities. Furthermore, the company recorded a 40 per cent increase in employee satisfaction with the training programmes, proving that gamification can improve learning and collaboration within an organization.
The Future of Gamification in HR: Innovation and Engagement
The future prospects of gamification look bright and evolving. While companies are continuing to look for revolutionary ways to get their employees more involved, this strategy could offer several practical solutions to certain challenges such as staff turnover and lack of motivation. In particular, greater integration of technology is expected, with the use of artificial intelligence and data analytics to personalize the gamification experience. Learning platforms will be able to automatically adapt to the individual needs of employees, offering tailor-made content and challenges. Furthermore, the gamification experience will become increasingly immersive thanks to technologies such as virtual reality (VR) and augmented reality (AR), enabling hands-on simulations and more engaging interactions.
Gamification will not only be limited to training, but will extend to all areas of human resources, including recruiting, performance appraisal and employee well-being. This holistic approach will ensure that employees are constantly motivated and engaged, helping to build a positive and productive corporate culture.
Author: Lorenzo D’Amore
Reference list:
How To Use Gamification In HR: Your Guide for 2024