How do you create a gamified culture and community among your employees or customers?

To create a gamified culture and community among employees or customers, start by setting clear objectives and understanding your audience. Identify key metrics, design engaging mechanics, and weave a compelling narrative. Provide real-time feedback, foster both competition and collaboration, and offer relevant rewards and incentives. Promote social interaction, iterate and improve based on feedback, and ensure adequate training and support. Celebrate successes to maintain motivation and engagement.

é preciso ir além dos elementos de jogos e entender quais s?o as motiva??o pessoais mesmo. O que move as pessoas? Quais seus desejos e frustra??es? Quais suas expectativas? é preciso encontrar um equilíbrio entre a motiva??o intrínseca (propósito) e extrínseca (pontos, prêmios). Adapte sua estratégia de gamifica??o para atender a os diferentes perfis de jogadores, utilizando elementos como rankings, desafios em grupo e recompensas personalizadas.

One thing I found helpful was Bartle's taxonomy of player types. You can't apply it directly to your users, nevertheless it can give you an idea of how diverse your customers can be. Even though they have the same problems, their brains can just work differently.

It's crucial to first identify the specific behavior, process, or dynamic you want to change and understanding that deeply first. The best “gamification” understands and consciously reinforces the underlying systems within your culture. Start by analyzing the current situation and desired behavior changes, then design to clarify and facilitate these changes.

To add a slightly different perspective - even before gamifying your current culture, think of the "why?". The reasons that are leading you to do it. Observe your current culture, and make note of everything you want to change leading with the reason/purpose. This exercise will set you to identify a clear vision and propel you to design a gamified culture.

Hewlett-Packard (HP) harnessed gamification in Project Everest to engage resellers. Each reseller had an avatar climbing a virtual mountain, symbolizing sales achievements, with integrated reward schemes. Prizes like TVs and tablets motivated participants, and top sales teams won dream vacations. The project surpassed expectations with an 80% reseller participation rate, achieving a remarkable 56.4% revenue growth against the targeted 50%. Gamification proved a winning strategy for HP's sales engagement.

From my experience, people tend to overthink this step and be stuck with analysis paralysis for long months. Please don't do that and start by launching simple versions of your system. I found the Octalysis Framework most useful for this chart because it gives guidance on which game elements and mechanics to use. Shortly, the idea is that you divide all possible options in 8 core drives: 1. Epic Meaning & Calling 2. Development & Accomplishment, 3. Empowerment of Creativity & Feedback 4. Ownership & Possession 5. Social Influence & Relatedness 6. Scarcity & Impatience 7. Unpredictability & Curiosity 8. Loss & Avoidance Aligning core drives with your target audience will help you choose appropriate game mechanics.

Gamification is an easy win in the fitness industry, tools like MyZone, Polar, Apple Watches make it easy to insert preset mechanics like points, kcal, distance into the process. Marketing the outcome and focus on results helps to keep participants engaged.

Leaderboards don't increase productivity by themselves. Leaderboards are a design mechanic that emphasize the desired behavior or metric you want your team to do and showcase they will be rewarded for doing it. This works sometimes, but may not actually help people understand the *why* behind it. It can also create negative cultural impacts, turning a collaborative culture into a competitive one. TL;DR Surface-level gamification risks negative impacts. Instead, consider how rules, feedback, and narrative can help people understand and navigate the culture, thinking about how everything works together vs mechanics. Remember, start small and test - this is the best way to get started versus building a massive product with too many unknowns.

My suggestion is to view this as a progressive game, to begin with. Do not try to add in elements for the sake of it. Instead, start with the ones which are most convenient to adopt within your current scheme of things. It could be "leaderboards", it could be "challenges", but something that gels with the cumulative style of your current team.

Here's my tried-and-true method to inspire and involve users/audiences: 1. Prioritize intrinsic motivation, especially for sustained engagement and retention. 2. Introduce extrinsic motivators only when necessary to kickstart user engagement goals or at a low and sustained level. 3. Maintain a delicate equilibrium, ensuring extrinsic incentives don't overshadow intrinsic ones. 4. If all else falters, reassess for potential gaps in your activity/program design or alignment with users' objectives and desired outcomes.

Balancing intrinsic and extrinsic motivation is an art. Extrinsic motivation can be used jumpstart intrinsic motivation. However, over-reliance on it can just as easily get in the way of users discovering the *why,* the real value, diminishing existing intrinsic motivation. It can create disinterest, once the dopamine rush gets old, when there's no clear meaning or value underneath the surface. Design relying on avoiding punishment more than acting on opportunity, runs the risk of action out of fear versus understanding, resulting in feelings of manipulation. Incorporating elements that encourage autonomy, mastery, purpose, alongside feedback, recognition, and incentives to create the most motivating, well rounded experience.

David G. Myers, in his book Social Psychology, underscores the interplay between thought and action, suggesting that we are likely not only to think ourselves into action but also to act ourselves into a way of thinking. When extrinsic motivators, such as points, badges, or rewards, are carefully aligned with intrinsic goals—like the desire for mastery or self-improvement—they can reinforce each other.This balance ensures that while external incentives draw individuals in, their engagement evolves into a deeper, self-driven commitment.Gamification, it is not merely about offering external rewards, but about crafting experiences where these rewards enhance, rather than overshadow, the internal drive

In my experience good tone is to use extrinsic motivation in sales and intrinsic in marketing and product. In this way you can effectively utilize things like "Limited offer" or "Only 3 left" or "Complete quest get 10 tokens" to drive conversion. But also you utilize things like milestone unlocking or social missions to drive sustainable motivation.

In my experience, initiating with extrinsic motivations allows the team to comprehend the matter better. However, intrinsic motivations prove to be more powerful, eventually. So, lead it with extrinsic and then go deep with intrinsic motivation.

Continuing to speak about the gamification for fitness industry, MyZone has a specific app, an in club monitor and live feedback and also dispatches training results after the session and monthly summaries.

Tenho observado bons resultados ao desenvolver comunidades envolvendo clientes, colaboradores e entusiastas do tema. Isso ocorre porque, independentemente do nível de experiência, cada membro consegue auxiliar outros, respondendo dúvidas e compartilhando dicas. Comunidades ancoradas em plataformas de comunica??o acessíveis, como WhatsApp e Discord, promovem uma troca de informa??es ágil. Portanto, nosso papel é essencialmente mediar e otimizar essa intera??o. Outro benefício significativo é a oportunidade de explorar diversas aplica??es de gamifica??o, enriquecendo os objetivos individuais de cada participante. Estou convencido de que essa estratégia é eficaz para fomentar uma cultura de gamifica??o entre clientes e colaboradores.

It's critical to remember to incentivize the right things, not the wrong things. One forum I saw had a top-10 leaderboard for number of posts made. This (of course) led to members quick spamming the board with many low-quality posts to get to the top of the leaderboard. An uninentional but all-to-common outcome when you incentivize the wrong things. So choose wisely!

"Socializers" are a majority across most activities and programs. Community, social interactions, and the building of connections drive user acquisition and retention significantly. Reflecting on the EdTech and Skills Development sector, it's evident that many apps, platforms, and communities overlook this vital aspect with: 1. Limited to no user interactions, as seen in most E-Learning platforms. 2. Focusing solely on their objectives, neglecting user interactions, typically seen in most in-person workshops and training programs in Bangladesh. 3. Offering limited social interaction, hindering the potential to build meaningful connections in the first place, as I have experienced with Duolingo.

To create a culture that encompasses a Gamer's Mindset, it's important to understand the practical applications of this mindset. Behind this mentality is psychological safety - a safe environment to be able to try, to be innovative, and to learn quickly from the efforts. There is a growth mindset and the willingness to be creative and to apply the power of 'not yet,' meaning you may not have the skills or ability...yet...but you will learn to figure it out. It's also important to reinforce a culture of collaboration. Partnering together and leveraging the power of each other's passions and knowledge skyrockets outcomes more so than working alone. Having an abundant versus scarcity mentality is also important.

In my experience, this is where engineering teams tend to save most money by building gamification systems that are not configurable and observable. Of course it would take not 2 weeks but maybe 2-3 months, but that is why you may wanna start experimenting before doing all-in with your own solution. There are some ready to use gamification platforms like the one I am developing that are helping to start experimenting with gamification in a matter of days. I would suggest everyone to start their journey there and they once solution is proven - build it in house.

It may also help to remember that there are four stages to any gamification solution, Discovery, Onboarding, Scaffolding, and Endgame. They refer to the different chronological stages of a user's experience and they should each contain different gamification elements. Read Yu-kai Chou for more on this idea!

La gamificación es un proceso dinámico que requiere constante evaluación y ajuste. Es esencial probar y mejorar continuamente nuestras estrategias para asegurarnos de que estén alineadas con los objetivos y expectativas de nuestra audiencia. Al recopilar datos y retroalimentación, identificamos qué elementos funcionan mejor y qué aspectos necesitan ser optimizados. La experimentación nos permite adaptarnos a las necesidades cambiantes de nuestros empleados o clientes y mantenernos a la vanguardia de las tendencias en gamificación. ?Es hora de sumergirse en la prueba y la iteración para alcanzar el máximo impacto! ???? #Gamificación #Experimentación #Optimización #gamification

Crear una cultura comienza con el compromiso de los líderes. Es esencial que estos impulsores no solo adopten, sino que promuevan activamente la gamificación como una herramienta seria y efectiva. Para fomentar la adopción, es vital dise?ar procesos que garanticen resultados tangibles y construyan confianza. Implementar mecánicas que promuevan la colaboración y la comunicación puede crear un ambiente enriquecedor. Es crucial "presionar Start" en nuestro #GameMode cerebral, permitiendo a todos disfrutar y fluir en el proceso. Esto no sólo mejora la experiencia laboral, sino que también fortalece la comunidad y el sentido de pertenencia entre los participantes, convirtiéndolos en co-aventureros en la búsqueda del éxito compartido.