It’s Not All Fun in Gamification

It’s Not All Fun in Gamification

In a recent overview of gamification technologies at Employee Benefit News, John Soat looked at the growing number of ways in which organizations are gamifying HR processes. Soat highlighted three areas in which gamification is most promising: pre-hire assessments for recruiting, training programs for current employees, and encouraging participation in wellbeing initiatives and other benefits programs. Game-like tools are popular and effective because they are fun and engaging, so employees are more likely to use them voluntarily, even outside working hours. This impact on engagement, Soat hears from vendors, is part of the often intangible ROI their clients see from gamification.

This is a trend we’ve been following both here at Talent Daily and in our research at CEB, now Gartner, for several years now. Looking at how various organizations have gamified their processes, we’ve discovered some surprising use cases for this approach and developed a robust understanding of what makes gamification initiatives most likely to succeed.

In the training space, it’s interesting to note that companies aren’t just using gamification for entry level or technical skills. In 2014, we profiled GE’s Experienced Leaders Challenge: a week-long, immersive development session for experienced GE leaders designed to help them develop a leadership mindset aligned to today’s inherently unpredictable business environment. A key part of the program is a simulation that lets leaders practice navigating common challenges and observe the unexpected consequences of their decisions or actions. (CEB Corporate Leadership Council members can check out the full case study here.)

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