Getting Gamification Right - 22 Best Practices
Clearly identify goals before diving in
“If success is not defined before the initiative, it is hard to know if, or when, success is achieved”
To agree in advance on how they will evaluate their gamification initiatives
Tie gamification to business needs
Kapp believes that, like all training and learning initiatives, gamification should be tied directly to business needs
While games may present entertaining diversions for employees, the primary purpose for introducing them in the workplace should be to drive positive change
to establish clear metrics to help them effectively collect, measure, and analyze the data garnered through their gamification initiatives.
consider the types of behavioral change they want to elicit within their organizations
leverage gamification to help achieve those goals
Keep the game design simple
Instructional designers should consciously keep all game mechanics simple
every action should be clearly linked to an outcome
Permit personalization
Many employees today enjoy putting a personal stamp on their virtual selves
Permitting learners to create their own avatars or digital characters engages users and encourages them to personalize their experience
Monitor the system for abuse
Backend dashboards to monitor the system
Flag and investigate anything that seems out of the ordinary
The system should also be monitored to identify employees who are disengaged or seem to have lost interest after the launch
Different strokes for different folks
Achievers
Players
Philanthropists
Free Spirits
Disruptors
Socializers
Be on point with points
Keep this in mind when assigning points to gamification actions
“Always be mindful that points are supposed to mean something”
Although it is important to assign points in a fair and consistent manner, make sure that tasks that require herculean effort receive a compensatory amount of points