Strategic HR Technology Investment: A Comprehensive Checklist for Global HR Teams
Gamification in HR is a transformative concept encapsulating the integration of interactive elements into processes that traditionally lack game-like features. Whether it’s websites, employee portals, or on-location procedures, infusing game-style elements enhances engagement and effectiveness, defining the essence of gamification in HR.
The many ways companies can integrate gamification into different processes within each sector dwarf the scale of different industries. Gamification is a growing trend at the corporate level. Companies such as Starbucks, Nike, and Amazon use gamification at varying levels of their industry.
Most often, gamification is seen as customer-centric in loyalty apps, rewards programs, promotional opportunities, and, yes, even games. However, gamification offers a great deal of promise to businesses’ internal matters, including HR duties and tasks.
There is no limit to interactivity when it comes to gamification in HR processes and duties. Game elements can modify nearly any task, process, or procedure to offer a sense of progression and entertainment to make it more engaging. Gamification provides some significant benefits.
Immersive experiences can foster strong relationships between potential employees, new hires, and existing employees. HR gamification also has the benefit of refreshing existing processes, making them more motivational. Over a third of studies of gamification’s effects revolve around motivation – quite the hot topic.
Productivity is essential to the success of any business, but forcing productivity risks alienating and frustrating employees. Tying productivity to incentives, however, offers promise as far as HR gamification is concerned. You can encourage employees to work harder with the promise of progression, like in a video game.
For example, assigning badges for meeting certain milestones in a process or project can incentivize employees passively. However, if the badges are tied to rewards or promotions, then the desire to meet those metrics only intensifies.
In another example, one compliance process from Google regarding business expenses underwent a gamification overall, resulting in 100% compliance from employees.
Compliance is an HR process that nobody really enjoys reviewing. However, using reviews of policies and procedures as on-the-spot games can prove beneficial. HR can use gaming techniques to increase compliance with any policy or process.
Part of this potential increase in compliance is because of the overwhelmingly psychological nature of gamification. One 2015 study suggests that gamification includes 75% psychology and 25% technology.
For example, a daily departmental raffle for bonus paid lunchtime can be based on a question; every employee who provides the correct answer enters the raffle.
Passive elements of competition tied to output and milestones are a great way to include HR gamification in the work environment. It depends on the industry, but if employee success has a statistical element, it makes sense to use those stats to create competition and generate rewards.
For example, sales quotas for retailers can be measured individually or on a team level. If the team hits a certain quarterly sales amount, the team is awarded a perk.
One survey by the Society for Human Resource Management (SHRM) discovered that “retention/turnover was the top workforce management challenge cited by 47% of HR professionals.” The value of gamification as a tool to reduce turnover is quite apparent.
Ongoing and period training is a reality for many careers, but just as gamification can improve other processes involved with HR tasks, so too can it make the training process more rewarding and encouraging.
But what are some ways Companies can use HR gamification for training tasks?
Your onboarding process is a significant determinant of recruitment success. New hires may have second thoughts about the job if an onboarding process needs to be more exciting. Making the onboarding process is a particularly loaded task for HR representatives, but gamification is critical to streamlining the process for the employer and employees.
Recruitment can be one of the toughest challenges for businesses at all levels, especially service businesses. Despite open positions in many companies, finding the best and brightest can be difficult, especially when factoring in workplace culture and expectations.
However, HR gamification can be helpful here, too. How might gamification draw in potential employees?
Just as gamification has become a hot topic for customer relations, gamification offers an equal potential to reshape the relationship between businesses and their employees. The possibility of creating motivation for rote or standard tasks in any business setting is invaluable, giving employees a refreshing reason to engage with their jobs beyond the paycheck.
How might your business’ HR process best leverage the interactive elements of gamification? There are many options, and further research is worth your time in discovering how to elevate the rewarding interactivity between your employees and their workflow.
Gamification in HR involves integrating game elements, such as rewards, challenges, and interactive features, into various human resources processes. It applies to the workplace by enhancing engagement, motivation, and overall performance of employees through game-like experiences in training, recruitment, and employee development.
The growing trend of gamification in HR brings several benefits, including increased employee engagement, enhanced learning and development outcomes, improved recruitment processes, and a more positive and collaborative workplace culture. Gamification also contributes to data-driven insights into employee performance and preferences.
Gamification is particularly effective in areas such as employee training and development, onboarding processes, performance management, and talent recruitment. These areas benefit from the motivational and interactive aspects of gamification, fostering a more engaging and effective HR experience.
