We humans are tricky. We are not all motivated for the same reasons. Nowhere more so in the success tracking and gamification-of-work world.
My approach is to list, in priority order, the motivations of my players.
It’s a simple technique but it can help inform my program design.
For example, I can review my score algorithm and my communications narrative against the motivational priority list.
It’s a quick way to spot anything that jars, or needs smoothing or changing altogether.
Here’s a list I recently did for a RiseFuse employee advocacy program using Twitter:
- to get to grips using Twitter regularly
- to build an effective personal social media brand
- to engage my colleagues in Company related news
- to support the business by tweeting about Company
- to be recognised by my peers as an effective Company ambassador
- to be recognised by the business as an effective Company ambassador
What’s striking is that financial incentives and rewards are absent. This, together with the ability to opt-in and out, is crucial to maintaining a sustainable effective success tracking program.
Also worth noting about this list, is that player motivations (for the benefit of the individual) top the list. That should provide pause for thought to any program designer. A good gamification program should marry the needs of the player to develop personally whilst simultaneously driving the operating goals of the business.