Is gamification good or bad for the office environment? This slideshare takes a look at the expert quotes and numbers behind the answer.

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GAMIFICATION:
Is It Good or Bad For The Office Environment?

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Gamification is trending in the business environment as it continues to
influence employees and organizational culture. According to Gartner Inc.,
by 2015, 50% of organizations that manage innovation processes will gamify
those processes.
What is it? As Brian Burke, an analyst at Gartner explains, "Gamification describes the broad trend
of employing game mechanics to non-game environments such as innovation, marketing, training,
employee performance, health and social change.”
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It’s also been described as “the use of game mechanics and
experience design to digitally engage and motivate people
to achieve their goals.”
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6. Popularity aside, the question remains:
is gamification good or bad for the
office environment? If you’re looking
to use gamification in your workplace
processes, it’s important to consider
these benefits—and also keep in mind
some specific behaviors you should
make sure to avoid.
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BENEFIT:
GAMIFICATION INCREASES EMPLOYEE ENGAGEMENT
“Gamifying” the experience, whether you’re looking to drive innovation
or teach and train a new process, is a great way to engage people in what
you’re doing. Gamification results in not just any type of engagement,
but specifically in intrinsic motivation. Intrinsic motivation is key,
because it empowers employees to grow in their roles and develop new
skills along the way.
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8. Why is intrinsic motivation important? When you create a
culture that enables employees to experience mastery, you
“set them up for the ‘Thrill of Victory’ rather than the
‘Agony of Defeat.’ [When] you remove as many barriers as
possible that interfere with them performing at their best,
they’ll experience mastery on a regular basis. Unleash the
power of intrinsic motivation…and enjoy more engaged
employees who provide greater economic value to your
organization.” —David Lee
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9. JUST DON’T FORCE EMPLOYEES TO PARTICIPATE
Though they can bring engagement and motivation into the office, managers
should be careful not to make gamification activities mandatory. Forcing
employees to participate can lead to negative behavior and a negative
manager-employee relationship. Instead, managers should use gamification
tactics on an individual level and respect those who don’t wish to participate.
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BENEFIT:
GAMIFICATION MAKES “HAVE TO” TASKS FUN
Training on new systems or getting people engaged in a new process
becomes that much easier when people are having fun. When employees
feel like learning a new skill is something they “get” to have fun with and
not that they “have” to do, that perspective shift makes all the difference.
And not only do they feel better about it, but almost 80% of learners also
report that gamification actually helps them learn more, as well.
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11. “There’s value in gamification for so many aspects of the HR
space—recruiting, onboarding, training and development, team
building, culture creation and employee engagement. Think
about the difference it might make if your candidates, new
hires or employees had an opportunity to feel like they were
‘playing’ while they were at work. It’s a powerful shift.”
—Liz Sheffield
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12. JUST DON’T VALUE COMPETITION AT ANY COST
If there is a well thought-out reason behind gamification—such as
developing better employee relationships, career growth, or giving
meaning to the work—then it is a great way to engage and motivate.
Negative effects occur if stakes are taken to an unhealthy level just to
meet an organization’s bottom line or if the experience is designed
without an employee's best interests in mind.
REMEMBER: gamification should mimic the real world application of skills or
knowledge in a fun and interactive way, not create harsh competitions that
strain office relationships.
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BENEFIT:
GAMIFICATION IS A FANTASTIC LEARNING TOOL
Gamification boosts some impressive learning statistics, because it engages
and motivates people to be interested in the task at hand. Not only do
80% of learners say that gamification makes them more productive, but
89% of learners are also more engaged in e-learning applications when
they are gamified. That means that gamification is not just fun and
engaging–it’s also a very effective teaching and learning tool.
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JUST DON’T GAMIFY EVERYTHING
Don’t gamify systems on a whim. Rather, gamify what you think will
produce the best engagement results. Recognize that giving out points
and rewards all the time from multiple competitions may start to devalue
your gamification efforts amongst employees. And finally, keep in mind
that gamification is not one-size-fits-all. JWT Intelligence research shows
marked differences between how different generations react to and engage
with gamification processes. So make sure to keep that in mind as you
craft a gamification experience that will be meaningful across the board.
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15. Ultimately, organizations need to decide how well
gamification fits within their company culture.
Those teams and organizations that have found
gamification to be most effective use it with the
clear purpose to promote better employee
engagement, motivation, and growth.
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16. For more tips on building a great work culture, join our community.
JOIN OUR COMMUNITY
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17. O.C. TANNER AND THE O.C. TANNER INSTITUTE
O.C. Tanner, number 40 on the 2015 FORTUNE 100 Best Companies to
Work For® list, helps organizations create great work environments by
inspiring and appreciating great work. Thousands of clients globally
use the company’s cloud-based technology, tools, awards, and education
services to engage talent, increase performance, drive goals, and create
experiences that fuel the human spirit. Learn more at octanner.com.
The O.C. Tanner Institute regularly commissions research and provides
a global forum for exchanging ideas about recognition, engagement,
leadership, culture, human values, and sound business principles.
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