3 Gamification Techniques For A Workforce Revolution

Last updated on February 18, 2019


While you may not consider yourself a perfectionist, you can’t deny that adrenaline rush and elation when your favorite sports team wins. Or when the lottery ticket you bought last week had the winning numbers! Gamification techniques exploit this competitive streak in us, encouraging players to, quite literally, play to their strengths and indulge in a little game play.

Multinationals recognize the need to reward performances that deliver exceptional results. And the best way to spur your employees to be better at their roles is to gamify routine elements. Besides winning employee loyalty, gamification techniques egg your employees on to take up newer challenges with enthusiasm.

Gamification was previously viewed as a distractor rather than an enabler. MordorIntelligence, however, predicted that by 2024, the gamification market’s valuation will be up by 30%. This data is solid proof that the gamification process is, in reality a game-changer for your firm.

While the learning curve and associated costs to retrain your people are shortened considerably, gamifying work also makes picking up a new skill fun. After all, the trigger to improve rests on having something to look forward to in the future, as well as looking back to see progress made along the curve.

Before stacking up the building blocks of a future-ready workforce, let’s do a quick fact-check on what gamification involves!

Gamification techniques for an organisation

What are Gamification Strategies?

Quite simply, gamification strategies are ways to introduce game-oriented thinking into non-game areas. Interestingly, initiatives like Employee of the Month and the Wall of Fame are gamification techniques employers fall back on regularly to track, monitor and reward increased employee engagement.

It serves the dual purpose of recognizing true potential and inspiring mediocre performances to re-skill in the right direction. After all, when participants see that model employees are being rewarded handsomely, they too, are motivated to emulate a similarly favorable behavior. At the end of the day, gamification is a 75-25 mix of psychology and technology. And when it comes to managing your resource pool scientifically, the following 3 gamification strategies should hold you in good stead –

1. Open book approach to resource planning

Remember, your projects are as good as the people on it. Which is why visibility is a deciding factor in making informed project decisions. The more visible work and resources are, the better informed you are of the contributions your resources make towards a project, and their ability to reach the finish line while delivering quality work.

Saviom’s Enterprise Gantt chart scheduler, for example, visibly depicts resource and project workflows, thus letting you know how Business-As-Usual activities, support, administrative and training activities fit in to the grand scheme of things.

For example, if a certain activity ended before proposed timelines, you can not only get your employees started on the next project sooner but can also verify which competencies were leveraged that enabled the previous work to finish in the shortest time. Consequently, you can record your player’s (in this case your staff) participation and enthusiasm to determine the appropriate incentivization programs. More on that in the next point!

2. Create game-levels with booked versus actual reports

Ever taken an online personality quiz before? You’d have definitely noticed a pattern to the questions being asked. Add to which, your final score is generated based on the input provided. This is yet another example of gamification that runs on an algorithm, instantly informing you of your results.

When it comes to planning resource assignments for ongoing and future work, an essential step to prepare your resources for the workload is to break work down to bite-size chunks. Not only does it orient you and your staff around a task’s complexity scale and interlinked dependencies but also ensures an optimal distribution of the right and relevant skills and expertise.

The booked versus actuals report is a handy feature in smart resource management. It lets you plan out future project effort estimates. Booked hours refer to the hours planned for upcoming work in order to assign available and competent staff in advance. The actual hours, on the other hand, are pulled from employee timesheets and record those available hours previously spent by your resources on time-sensitive tasks.

This comparison  lets you finalize the total effort bandwidth for multiple projects. For example, if the actual hours were considerably shorter than the booked hours, it lets you generate narrower planned hour estimates, thus reducing labor costs ahead of the actual project start.

Conversely, if a certain type of work’s actual hours overshot the originally booked hours, it lets you devise a gaming strategy to get your employees to complete work with the shortest turnaround time.You can, for example, set up task levels and points for every milestone to be reached. Extra points go to those team members who’re agile enough to get more done in a shorter span! As your staff move up levels collecting points, the project’s progress stays the course with resources who work as a cohesive unit.

Gamification techniques in workplace

3. Gamify Training Schemes to spur competition

Points -based gamification techniques acts as the catalyst for staff wishing to upskill and expand their expertise for future relevance. It lets your staff retry and keep track of targets reached, thus enabling o achieve more business goals.

A critical step before investing in training schemes is to identify your staff’s primary and secondary areas of interest. This lets you devise gaming strategies that challenge as well as engage them. Participating ‘gamers’ can strategically employ their knowledge and skills towards hitting a learning objective faster. It also encourages staff to exchange vital information freely, rather than hoard it.

Based on a comparison of your existing resource capacity’s utilization and availability levels, you can even assess if the games are eating into your resources’ time and effort in order to re-adjust schedules accordingly.  What’s more, it sizes up your workforce by the quantity of benched, overloaded, inexperienced and/or under-skilled potential.

The next step is to gamify job-based learning with a score card to obtain updated credentials. Including a time component to complete courses by a certain date ensures that your staff make upskilling a priority without rushing through the course material. You can then arrange to test their learning with an interactive quiz and provide them with feedback on their participation.

Will You Play Along?

The idea behind gamification tactics is to encourage your staff to be proactive at work. The right ones enable players to channel their area(s) of expertise and understanding of the rules to move to the next task in the sequence. You would then be in the position to gauge strategies that let teams reach the finish line without compromising on project quality. With the primary motivation to align know-how to business objectives, a tool like Saviom can be used to improve business outcomes.

After all, wouldn’t you want to be part of a work ecosystem that functions on collaborative competition?

You’ll know your gamification techniques are working out for your enterprise when your employees feel connected to their role. Post unravelling Saviom’s core reports, you’ll  not only gain resource-centric insights that aid project decisions but will also have a workforce who bring their A-game to work tomorrow!

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Namratha Mohan

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