3 Responses

  1. paul

    This is very interesting. A couple comments:
    In HR, the promotion reward is a fixed commodity. Unlike in gaming, where stuff (goods) is virtually limitless. Also, recognition doesn’t provide immediate gratification for all as some people are motivated by a pat on the back but others want things like money.

    So the application of the theory needs to be modified so that the immediate reward is tangible to the employee and the application of the reward is a commodity that has endless supply. If a company can nail it and scale it – that would result in a very competitive and positive culture!

  2. Sharon Boller

    What your article fails to mention is that the loops have to be fairly short. Your game example is good. The work one is less so. In the game, this loop happens in a period of minutes. Your work example could take months, which means the “player”‘doesn’t see the cause/effect quickly enough for the loop to be motivating.

    Loops require thought to ensure they are designed to maximize motivation.

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