Be honest, how many times have you conducted a search on Google for a piece of information about someone or something and ended up on Wikipedia? This multilingual, free-content encyclopaedia provides answers to an untold amount of questions thanks to its openly editable nature.
But while this enables anyone to improve their understanding about a certain subject, it also increases the chance of inaccuracy and error. Despite the fact most Wikipedia articles contain plenty of references at the bottom of the page, others aren’t always verified and you have to assume what you are reading is correct.
Thankfully, Wikipedia’s gamification page is full of valuable content backed up by substantial references. In addition to categorising gamification, it also goes on to explore techniques, applications, and even criticism of the theory.
However, even though it explains what gamification is and how it can be used, Wikipedia doesn’t exactly furnish much actionable advice for businesses interested in implementing this revolutionary technique. So, with this in mind, here is what Wikipedia can’t tell you about gamification.
As you’re no doubt aware, gamification works because it provides rewards and injects fun into everyday tasks. What’s more, it capitalises on our natural human instinct of competition and ambition.
However, when it comes to business, the ability to motivate staff is arguably the most important and significant element of gamification. Just like Wikipedia, here is a resource that backs up this claim, which explains:
You gain motivation when you feel in charge. If you control your own destiny, you are more likely to work harder for longer periods of time and thus achieve initial objectives.
Assigning value to the activity can enhance this feeling of autonomy. There is a positive correlation between valuing a subject and the individual’s willingness to work independently.
Finally, greater confidence and competency will come about from devoting more time to an activity. Again, a link can be drawn between an individual’s sense of prowess and their desire to pursue certain activities.
The reason why gamification keeps motivation levels high is because it combines both extrinsic and intrinsic desires to make daily activities more enjoyable and rewarding. Taking part in gamification makes us feel good, but also provides incentives and gratification.
Where you can benefit from gamification
Wikipedia says that gamification can be widely applied in marketing and as a tool for customer engagement. But while it touches upon education and training, Wikipedia only scratches the surface of how gamification can benefit members of staff in an organisation. So, here is a more in-depth look at where benefits can be realised.
Coaching for existing staff – Through the use of game mechanics and design to construct playable work scenarios and possible customer stories, gamification is incredibly effective at coaching existing members of staff. Through incentives such as achievements and awards, employees will be inspired to learn and can achieve various goals too. All the while, you can monitor progress and adjust learning materials according to what you require from staff.
Help recruit more suitable staff – By developing games, challenges, and competitions for prospective employees to complete before the interview process, you will be given an invaluable insight into whether the individual is suitable for the role and company. At the same time, applicants can get a feel for what the organisation is all about and whether they would be happy working there. A recruitment strategy featuring gamification can also make onboarding schemes obsolete and unnecessary.
Increase employee loyalty – If employees feel involved and engaged with their daily responsibilities through the use of gamification, there is a good chance they will stay with the company for many years to come. Higher levels of satisfaction can also lead to greater innovation, increased productivity, and more meaningful relationships with both customers and colleagues.
For training purposes, recruitment strategies, and employee loyalty schemes, the process of implementing gamification is remarkably easy. This is mainly due to the fact it takes advantage of technology.
For example, smartphone and tablet apps featuring gamification can be opened up and accessed almost anywhere. So, regardless of whether employees want to complete tasks on the daily commute or compete with colleagues while at home, they can do.
But this technological solution also enables you to change and adjust what materials your staff are accessing. Various gamification apps are often hosted in the cloud, which means you don’t need to install expensive software programmes either.
Simultaneously, you can review employee performance or feedback through in-depth analytics and reporting tools. For the purposes of gamification training, this can include activity metrics, cohort knowledge retention rates, and predicted course completion dates.
Gamification with Wranx
Another thing that Wikipedia doesn’t tell you is that all of these advantages can be realised with Wranx’s unique take on gamification, which combines theory and science to deliver a comprehensive training solution.
With over 300 different achievements to be won, staff will always have an incentive to learn. After completing these tasks on subjects that relate to your business, employees can see their leaderboard position, which also features the performance of colleagues.
Wranx’s gamification model also provides support by letting staff know what is required to win more prestigious awards. This is another way of encouraging employees to develop and improve with your overall objectives in mind.
So, while Wikipedia might tell you what gamification means and how it can be used, Wranx’s is on hand to provide you with an actual solution.