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Enterprise gamification, also known as business gamification, refers to the application of gamification principles and techniques within an organizational setting to drive employee engagement, improve productivity, and achieve business objectives.

It involves leveraging game elements, mechanics, and design principles to transform work-related activities and processes into more engaging and enjoyable experiences.

In enterprise gamification, game-like elements such as points, levels, badges, leaderboards, challenges, and rewards are incorporated into various aspects of the business environment, including employee training, performance management, collaboration, innovation, and customer engagement. The goal is to tap into the intrinsic motivators of employees, such as competition, achievement, and a sense of progress, to enhance their participation and performance.

Benefits of gamification in organizations

Gamification techniques have gained reputation among talent management professionals in organisations. Gamification is defined as the use of game elements and mechanics such as scores, badges, and levels in processes that are not necessarily games. The possibilities for applying gamification techniques in organisations are unlimited. These techniques can be applied to various areas, starting from employee training, to their goals management, and going all the way to the socialisation between different members of teams or tribes. There are many examples of companies that have successfully applied gamification techniques in their internal processes, generating promising results in terms of the connection between the employee and the organization, but also with very positive results in the teams’ general performance. You may consult one of the examples here. Gamification has a considerable impact in 3 extremely important areas in People Management:

1. It has an impact on Employee Engagement

The application of gamification techniques in company processes allows employees to feel more connected to the organisation, since their experience includes a set of formal work activities, along with leisure and more informal activities. Therefore, the dynamisation of contents and activities enables a more interactive and fun environment to be created. Additionally, this connection also allows them to achieve higher performance levels. This dynamisation of contents carried out within the scope of their normal work functions enables the experience of employees to be more interactive and fun, making them more connected to the organisation as a whole. This connection allows employees to obtain higher performance levels (around 17%), also contributing to reducing turnover.

2. It has an impact on Knowledge Acquisition and Retention

The possibility of gamifying the learning content of employees allows, right from the start, for a greater interest in acquiring knowledge due to its differentiating element compared to other types of training. One example of gamification in training content can be through quizzes, where the employee may have to play various levels and/or game modes until they become an expert on the topic. Through game dynamics, the employee will feel constantly challenged, always seeking more information to reach the final goal. In addition, together with the use of the microlearning methodology, it is possible to convert complex and long contents into knowledge capsules, allowing the employee to retain knowledge more effectively.

3. It has an impact on the organisation’s social well-being

One of the most important components of gamification is the element linked to scores, which can be used in rankings between employees, or even between teams and tribes. Rankings contribute to the stimulation of healthy competitiveness for an organisation, generating stronger interactions between employees, and contributing to their greater productivity. In addition, gamification brings a more fun and interactive element to the employees’ experience, contributing to their well-being in the normal course of their work, while conquering all previously defined objectives.

How can GFoundry be the answer you are looking for?

GFoundry is a digital solution that, through gamification techniques, boosts the engagement and performance of your employees. Through our Gamification Engine, you can apply different game components that reward your employees through their actions within the platform. For example, in the Learn Module, employees can access content such as PDFs, videos or quizzes that award points and virtual coins according to the viewing of that content. The points represent the basis for the rankings of employees, teams and tribes. Virtual Coins represent the available balance that users can use to exchange for items in the Market Module. Some examples of successful use of the Market Module are the possibility for employees to exchange the Virtual coins for company merchandising, vouchers in shops, or even contributions to social causes. Through the gamification of already recurring processes, employees can have a much more interactive experience, impactful and aligned with the general objectives of the organisation. In the end, you can access real-time information about their engagement!

Get to know our Modules and book a demo with us! Read more in this article from BND.

Promoting Work-Life Balance Tips

Work-life balance is a challenge for everyone. Even though each job is different in terms of its hourly demands, the truth is that a large part of the day is filled with professional life. However, the topic has been increasingly discussed within organisations due to increased concern about workers’ mental health. The lack of this balance can lead to problems such as lack of productivity, demotivation, and even the departure of an employee from the organisation, leading to an unwanted increase in turnover. In a pandemic context, with remote work being an option much more used by most people, the line that separates the professional and personal life is no longer the distance between home and office, having converged to the same physical space. With this, it has become even more important to ensure a psychological balance between work and leisure. Therefore, we have gathered 7 tips to work on this topic in your organisation, in order to promote a more sustainable balance for your employees:

1. Make a Diagnosis

Before working on a subject like mental health, it is necessary to make a diagnosis of your company’s current situation. In this diagnosis, it is important to understand how people deal with the separation between their professional and personal life. Some key questions could be about their daily habits, other activities in their life and wellbeing habits. This diagnosis makes it possible to identify the main problems and implement solutions adapted to the real needs of your employees. Furthermore, different teams are made up of different people, with different working methods, who may have different problems for which adapted solutions are needed. With GFoundry, through Contributions, you can share well-being forms that can be filled in by all employees in your organisation. This way you have access to key information about how your people feel, what problems they experience, and what needs they have in their context.

2. Promote education on the topic

Once the issues have been identified, it is crucial to disseminate information on the topic of work-life balance. Some options are organising webinars on work-life balance or sharing newsletters on wellbeing. The aim is to ensure the sharing of tools that employees can use to identify their needs and subsequently take action so that they can improve their wellbeing. At GFoundry, through the Learn Module, besides being able to integrate all your employees’ training content, you can also insert new categories with wellbeing content to which users can have access whenever they need it.

3. Implement well-being activities

Besides promoting knowledge on the subject, it is also crucial to demonstrate its practical side. Promoting physical and/or psychological wellbeing activities allows your employees to pay more attention to their own wellbeing, having healthier lifestyles. Some examples could be joint physical exercise classes (in person and/or online), healthy cooking classes, yoga sessions, among other possibilities – possibilities that may come from suggestions left by your own employees in the diagnosis phase. On the GFoundry homepage there is a News Feed where you can communicate all the scheduled activities, allowing your employees to always be aware of the wellbeing agenda within your organisation.

4. Use flexible working to your advantage

Giving your employees the possibility to have more flexible working hours is an important tool for the well-being of your employees. There are several possibilities regarding flexible working policies in organisations. Whether it is through flexible starting and ending times, the possibility to choose working hours freely or even not having defined working hours but rather objectives to be accomplished, allows your employees to reconcile their professional life with their personal issues in a simpler way. Employees can fulfil their tasks and still be present at important family moments, do physical activity at a time that is more beneficial to them, or enjoy leisure moments that are necessary for their well-being. With GFoundry’s Goals Module, it is extremely simple to manage your team’s objectives through the OKR – Objective Key Results – methodology. Having all your objectives on your mobile phone, and even having access to their completion status, it is much easier for your employees to manage and achieve their goals.

5. Use remote work to your advantage

Together with the flexibilization of work, the possibility of being in telework allows the employee to better manage his personal life conciliated with his professional life. Whether it is because their children are sick, or because a doctor’s appointment has been scheduled for mid-morning, the possibility of being on remote work allows the employee to meet their personal schedule while still being productive for their organisation, and not disrupting the normal flow of work. In addition, some studies show that employees can increase productivity rates by 13% when working from home. GFoundry, being a multi-platform solution, allows employees to access its contents anywhere – either through their computer or through their mobile phones.

6. Promote discussions on the subject

Even more important than promoting a culture of wellbeing and balance, is to implement a culture of open discussion about the issue. Ensuring that people can discuss the issue openly with their colleagues and superiors allows employees to feel comfortable discussing any need they feel, preventing the issue from escalating. Through GFoundry’s Engagement Thermometer, it is possible to constantly and periodically analyse metrics such as work-life balance, alignment, feedback, satisfaction and well-being, among other essential metrics to understand how your teams feel.

7. Lead by example!

Finally, it is important to demonstrate to employees that this balance can and should be promoted by anyone within the organisation. It is not only important that teams use all the tools at their disposal, but that their leaders can also encourage their peers to promote a culture of wellbeing and balance. At the end of the day, employees feel more motivated and productive, ensuring better results for the organisation as a whole. Would you like to promote a better balance between the professional and personal life of your employees with the help of GFoundry? Learn more about our solution and book a demo with us! Read more: How to promote a good work-life balance for employees post-COVID-19