HRTech

by Team Azilen

April 16, 2024

Engage, Empower, Excel: Harnessing Gamification for Employee Engagement

Employee engagement – it’s the holy grail of HR, and for good reason.

A disengaged workforce is a recipe for low productivity, high turnover, and a stifled bottom line.

But what if there was a way to inject some fun and friendly competition into the everyday grind? Enter gamification!

For HRTech product owners, gamification presents a powerful opportunity to transform your platform into an engagement powerhouse.

By integrating game mechanics like points, badges, and leaderboards, you can motivate employees, boost morale, and drive desired behaviors – all within the familiar environment of your existing software.

In this blog, we’ll dive deep into the world of gamification for employee engagement.

We’ll explore the psychology behind it and provide actionable steps to help you integrate gamification seamlessly into your HRTech product.

Gamification for Employee Engagement – A True Psychology Behind it

Gamification is a modern team engagement solution that feeds on the human psychology of instant gratification.

Gamification isn’t about turning everything at work into a game but designing a system that appeals to a human’s desire to compete, improve, and get rewarded, instantly.

Simply saying, it is just like a carrot on a stick that keeps the rabbit running.

Gamification is the art of appealing to a person’s desire to grow and achieve something in life.

By amalgamating the psychological concept with technology, Gamification is doing wonders for the global business ecosystem, making work more enjoyable and at the same time more gratifying!

Gamification for employee engagement

Source

How Gamification Enhances Workplace Engagement?

Gamification has served as a great tool for organizations struggling to drive transformation.

By associating real-time feedback through a tech-based interactive platform, companies are answering their workforce’s biggest fears.

Gamification is making workplaces more engaging in the following ways:

Real-time Feedback

Through Gamification, employees get instant feedback on how well they are doing the job.

Instead of waiting for an annual review, they get instant rewards.

Top management sets measurable, meaningful goals for employees to complete and employees see how well they performed, instantly through Gamification.

Eliminates Fear of Favoritism

Favoritism is an engagement killer across industries.

Often, employees perceive that the management only picks their favorites despite all the hard work.

Gamification eliminates the fear by giving employees a scale to see how good or bad they are against their counterparts.

Also, it ensures everything is accounted for and nothing is forgotten. So, employees are assured that their efforts will be recognized in time.

Appeals to Human Psychology

The human brain is designed to work in a more focused way when it can associate the rewards.

By linking all activities to some form of recognition, gamification makes routine work more interesting, improving employee engagement.

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#HUMANRESOURCES - 56% of employees encounter virtual or physical rewards as the most commons gamification elements #GAMIFICATIONSUPERPOWERS #GAMIFICATION pic.twitter.com/8zxXmokZ1h
— Drimify (@drimify_com) March 11, 2024

Gamification: What it Means for Modern Organizations?

The positive impacts of gamification on employee engagement are limitless.

No matter which domain a company is in, it is a great way to keep resources hooked and improve their on-the-job productivity.

There are several benefits of gamification in the workplace, some of which include the following:

Gamification can be used by managers and team leaders to track an employee’s progress in real-time.

By identifying job responsibilities, transforming daily tasks into measurable goals, and making the process interactive, employees can be kept engaged in a better way. A daily routine template will help you in this process to manage your daily tasks easily.

Furthermore, gamification-based performance management will keep everything streamlined.

It also motivates the workforce to reinvent the wheel through innovative ideas as everything they do will be instantly tracked and recorded.

Potentially, the biggest benefit a company can derive from gamification is to improve their employee training efforts by leveraging training software.

Gamified learning programs make use of leaderboards and turn every training into a healthy competition.

Employees compete with their colleagues for rewards such as badges, points, gift certificates, etc. which motivate them to stay engaged with everything that’s being taught.

Also, when it comes to the onboarding of new employees, gamification can make them ready with additional skills in the minimum time possible.

As learning activities are interactive, reward-based and provide an opportunity to grow, fresh recruits are eager to grab the chance to be acknowledged within days of joining the organization.

For example, interactive tools such as an interactive flat panel can enhance these gamified learning programs, making them more engaging and effective.

When it comes to motivating the sales teams, nothing can work better than Gamification.

Sales professionals are expected to be competitive by nature.

With gamification, tasks can be outlined and sales teams can be kept motivated to compete in real-time.

This will give a push to overall revenue goals, enhance productivity, and keep them always striving for more.

Sales gamification, just like learning gamification, associates all tasks with some recognition system like leaderboards or sales contests.

Gamification systems tie leaderboards to long-term revenue goals, helping organizations to drive desired results from the activities of the sales team while keeping them hooked.

If employees are not healthy, they are more likely to be less engaged.

Moreover, unhealthy employees will take more leaves, making the organization less productive.

Gamification can be used ideally to help employees develop healthy habits, increasing their overall well-being.

Organizations are innovating with gamified health and wellness programs like weight loss challenges, step count leaderboards, etc.

These gamified programs serve as a motivator for employees who seek gratification at the workplace.

When gamification is applied to improve the everyday lives of employees, they will naturally be more diligent and active towards their job responsibilities.

Because, in the end, employees will care for the organization’s business growth, when the organization cares for them.

Implementing Gamification for Employee Engagement in HRTech Product: A Quick Guide for Product Owners

1. Pick Your Battles

Not every HR task needs to be a game.

Focus on features or areas where you see a drop-off in usage or a need for a motivational boost.

2. Make it Fun and Relevant

Don’t just throw random badges and points at your users.

Tailor your rewards to your target audience and the specific behavior you want to encourage.

For example, rewarding users for completing onboarding tasks with a “Tech Savvy” badge might be more relevant than a generic “Participation Award.”

3. Keep it Simple

Don’t overcomplicate things.

Your gamification elements should be easy to understand and use. If users get bogged down trying to figure out how to play the game, they’ll ditch it fast.

4. Track and Adapt

Once you’ve launched your gamification features, track how they’re performing.

Are they motivating users? Are they having the desired effect?

Be prepared to adapt and iterate based on your findings.

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Top 8 FAQs About Integrating Gamification for Employee Engagement in HRTech Product

Addressing the below questions comprehensively can help HRTech product owners to build a robust gamification strategy that boost employee engagement and contributes to overall organization success effectively, efficiently!

1. What Development Efforts and Resources are Required to Integrate Gamification Seamlessly into the Platform?

Integrating gamification seamlessly will depend on the complexity of your current platform and the desired level of gamification features.

Here’s a breakdown of the process:

Assess your platform’s architecture, the specific features you envision, and how deeply you want them to integrate with existing functionalities.
Depending on the complexity, you need to assemble a team with expertise in gamification design, software development, and API integration.
Once done, estimate a realistic timeline that includes development effort, time for testing, and deployment.

2. How Can We Design Gamification Features to Enhance User Experience and Encourage Adoption Among Clients' Employees?

To create engaging gamification features that employees will love, follow these steps:

Develop user personas for different employee roles to understand their needs and motivations.
Design engaging mechanics like points, badges, leaderboards, challenges, and rewards based on user personas and desired behaviors.
Design a user-friendly interface that seamlessly integrates gamification elements without compromising existing functionalities.

3. How Will Gamification Features Integrate with Other Existing HRTech Functionalities (E.g., Performance Management, Learning Management)?

To create a seamless user experience and maximize the impact of gamification, aim for a strong integration.

For that,

Identify data points from existing functionalities that can be leveraged for gamification features.
Develop APIs to allow smooth data exchange between gamification features and existing HRTech functionalities.

4. How Will Gamification-related Data be Structured and Stored Within Our Database?

To ensure efficient storage and retrieval of gamification data, consider the following:

Design a data model to store gamification-related data like points, badges, leaderboard rankings, and user activity.
Choose a database solution that can scale efficiently as the client base grows.

5. Do We Need to Implement Any Specific Data Models or Schemas to Support Gamification Features?

First, evaluate your existing database schema to see if it can accommodate the new data required for gamification features.

If yes, you can extend the schema with new tables or fields to store gamification-specific data points.

And when designing your data model, prioritize flexibility.

This will help you to easily add new gamification features in the future or accommodate customizations for different clients with specific needs.

6. What Measures Will Be Taken to Ensure that Gamification Features Can Scale Seamlessly as Our Client Base Grows?

Break down gamification features into smaller, independent modules.

This modular approach makes it easier to maintain, update, and scale individual features as needed.

It also enables easier future development of new gamification features or functionalities without impacting existing ones.

And most important, consider using cloud-based infrastructure for your platform.

Because it provides solutions that can automatically scale computing resources and storage capacity based on your needs.

7. What Algorithms or Rules Will Govern Gamification Mechanics Such as Point Allocation, Badge Criteria, and Leaderboard Rankings?

Define Point Allocation Rules: Establish clear rules for awarding points based on desired behaviors (e.g., completing tasks, and achieving milestones).

Badge Criteria: Set criteria for earning badges that are relevant to user roles and achievements.

Leaderboard Design: Design leaderboards that foster healthy competition while considering factors like team size or job roles to create a fair environment.

8. Should Gamification Functionality be Implemented as a Separate Microservice or Module Within the Existing Architecture?

This question builds upon the prior one.

Here’s a deeper dive into the decision of monolithic vs. microservices for gamification:

Microservice Advantages:

Can be scaled independently to handle increased loads on gamification features without impacting the core platform functionality.
Modular microservices are easier to maintain and update compared to monolithic codebases.
New gamification features or updates can be deployed independently without affecting the entire platform, reducing downtime and risk.

Modular Approach within Monolith:

Even within a monolithic architecture, you can create a modular design for gamification functionalities.

This modularity offers some of the maintainability benefits of microservices but requires careful planning to avoid tight coupling between gamification features and core functionalities.

👉 Read our recently published blogs on HRTech:

Drive Engagement with Gamification – Azilen’s Expertise

By now, you’re hopefully excited about the potential of gamification to transform your HRTech platform into an engagement powerhouse.

But where do you begin?

Integrating gamification effectively requires careful planning and expertise in both product development and HR best practices.

That’s where we come in!

At Azilen, we’re a product engineering company ↗️ with deep expertise in HRTech.

In fact, we’ve a dedicated team for that including software engineers, designers, business analysts, QA specialists, and even integration experts.

Our HRTech focused team will help you design and implement a gamification strategy that seamlessly integrates with your existing platform and delivers impactful results.

So, ready to turn employee engagement into a game you can win? Let’s connect!

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