Game design is critical to successful gamification, just like in traditional gaming.
For gamification a new class of game designers will be required – and the good news is that you become one of those game designers. As an HR or talent development professional, you can learn how to create fun and rewarding gamified experiences to achieve the business objectives that are crucial for the success and profitability of your organization.
Understand that part of the gamification design may require us to pull out our college statistics books – because the constant monitoring of feedback and metrics will be required as you slowly make incremental improvements and add new gamification features and utilize new game mechanics.
There are some fundamental questions that encourage a creative gamification design. You should ask yourself these questions before you begin the gamification process as well as throughout your design and roll out stages. Keep in mind, these questions will not apply in every situation and should be taken in context to the program or process you are gamifying.
Before you begin designing, you should ask yourself the following:
- What are your measurable business objectives?
- Why are you gamifying this project or process?
- How will gamification help you to achieve your objectives?
Your reason for gamifying your project has a huge effect on how you should gamify.
Because actions and rewards are fundamental to gamification, after you’ve determined your business objectives, the next thing you need to do is figure out what actions you want to reward users for and what is most important to you.
You should include some sort of a value weighted scale to determine what is most important so that those behaviors are rewarded accordingly in comparison to other user behaviors. Then, determine what rules your game may need to ensure that you’re getting the behaviors you want. You can set time limits and other rules to limit users from repetitively doing something over and over when you only want to reward for it once, etc.
Prioritize the actions you want your users to take and reward them for it.
The simplest form of rewards is points. Using a weighted ranking system, once you have identified the actions that you want your users to take, rank those behaviors in order of value.
Start with the least valuable action and give it a factor of “1.” Working from there, assigned relative values to everything else.
For example, gamifying the HR on-boarding process can help companies improve the rate at which these tasks are completed. To improve on-boarding, consider gamifying the following behaviors:
- Reading about company policies
- Completing compliance training
- Filling out HR forms
- Setting up health insurance, 401(k), and retirement benefits
Reading about company policies might have a relative value of 1 while completing compliance training is 10x more valuable. Be careful to not fall into the common trap of thinking, “Everything is important!” The danger with that kind of mindset is — if everything is important, then nothing is important.
If all priorities are treated equally then creating any sort of meaningful goals becomes impractical. If we prioritize accordingly, we can gain some clarity on what exactly our new hires should be working on.
By prioritizing and using a weighted ranking scale you can reward the behaviors that are most valuable to you to help you achieve your business objectives.
Take the first step, to become a qualified gamification designer. Do you realize that among the people reading this article, you may be the one who grabs this opportunity to take the first step? As you start to think about the benefits of learning this new skill, I bet your mind can uncover further benefits in being part of the gamification design community.
By Monica Cornetti