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Getting Gamification Right - 22 Best Practices (Different strokes for…
Getting Gamification Right - 22 Best Practices
Defiinition.
Capturing the imagination and attention of many in the learning and development field
Permit personalization
Companies are advised to allow workers to develop and embellish digital personas
But beware of leaderboard limitations
structuring the leaderboard by department or territory in order to allow individuals to contribute to company goals
Keep the game design simple
should consciously keep all game mechanics simple
every action should be clearly linked to an outcome
Build in continuous feedback
recommend breaking the story arc into small, achievable units by employing game levels or other progress mechanics
Encourage the freedom to fail
recommends that game designers elevate “freedom to fail” interactions in their games.
Use it as a management tool
is like a fitness tracker for work
Tie gamification to business needs
Should be tied directly to business needs
Advise corporate learning professionals to establish clear metrics to help them
Clearly identify goals before diving in
recommends thinking carefully about the desired outcomes.
It is just one part of the L&D toolkit
that it should just be part of the mix.
Leaderboards play an important role
ensure that the leaderboard shows the behaviors and activities that are most important to achieve the objectives
Get social
Encourage users to exchange thoughts and experiences on a dedicated social platform where they can interact and
acknowledge the achievements
Require participation
that the organizations that are most successful with serious games require play.
Different strokes for different folks
• Socializers
are motivated by relatedness.
Free Spirits
are motivated by autonomy.
Achievers
are motivated by mastery
Players
are motivated by extrinsic rewards.
Philanthropists
are motivated by purpose
Disruptors
are motivated by change
Be on point with points
Always be mindful that points are supposed to mean something
Keep it fresh
Keep learners engaged by regularly refreshing and updating gamification content.
Monitor the system for abuse
use the backend dashboards to monitor the system
Flag and investigate anything that seems out of the ordinary
Extrinsic versus intrinsic
extrinsic rewards should be aware that the prizes do not have to be large.
Intrinsic rewards are internal
Distinguish between levels and badges
efine the learning journey and are ideal for building a training curriculum
Leverage it throughout the employee life cycle
that gamification can be particularly effective as a recruitment tool
Add elements to delight or surprise users
recommends adding gamified elements to training programs that have grown stale
Create an initial buzz
set a positive and exciting tone by welcoming them with a badge or reward
Understand the psychology
The spacing effect
delivered in small chunks that are repeated over spaced intervals of time
The testing effect
the information to become encoded in such a way that long-term retention dramatically improves.