I think one of the biggest lies managers are told is that people are bad or reluctant. But have you considered that some employees are more disturbing than annoying? A disconnected management style and a miserable corporate culture can take its toll on both sides.
But when did it all become so soulless? To the employee eroded and beaten by bad managers, organizational confusion, toxicity and outright boredom: I get your point. But that gray veil over your company is probably the same dark cloud that has washed away all the color from your manager’s world, from their own manager to the “executives responsible for the goal.”
They’re not all bad people, and they might not even realize what they’re doing. They may simply be lost in the whirlwind of shareholder pressure, fear and anxiety. There is no more game for them, except not to be eaten alive, or worse, to lose their title.
Everyone loses under the tyranny of this existentialist fear, but in a life-and-death struggle the answer is life. Human connectivity and aspiration are the beating heart of any organization‘s success, and gamification is a strategy that can break the chains.
There is no limit to the games that can be created to align specific company goals with individual achievements: game-based learning, leaderboards, instant recognition, sirens, bull horns, badges, cash promotions , gift and bonus libraries, to name a few.
It’s time to wake up and implement gamification to bring your team and organization back to life.
YOU PROBABLY KNOW SOMEONE LIKE THIS
You may have met the disengaged manager who shows no affinity for his staff. They become like a tragicomic Shakespearian king, unaware of their self-obsession. To this director, punish yourself! Wake up to the amazing people around you! If you harness their creative potential, you can break the deadly grip on your business.
I believe that the Great Resignation was an indication of the lack of attention and communication between companies and their employees. Under the watch of boring old managers, he turned into a terrible injury.
In my experience, the biggest problem with managing an increasingly remote workforce is the lack of human-centric experience. What we once took for granted must now be affirmed: you are real and I am real. We all have the desire to be seen, to feel appreciated and to grow.
Gamification can bring back that sense of our common humanity, as it increases collaboration between people who aspire to the same thing. It’s also why online communities that offer tiered rewards and privileges, like Stack Overflow and Wikipedia (and even sellers on Amazon), have been so successful.
The flame of life and work can be rekindled by returning to what people love: achieving our goals by making our challenges a game to conquer.
USE YOUR GREAT EMPLOYEES
For some managers, employees should just buckle up and “do their job.” I believe that kind of thinking is archaic. If you don’t motivate people to pursue a clear goal, you crush their hopes and dreams before they’ve even come to life.
The only difference between gamification and setting tough but achievable goals is the feedback mechanism – there will be rewards, status, and recognition when the goals are achieved.
Games appeal to our human spirit and are an essential tool for building community through friendship and adventure. The relentless personal drive to grow can also create a strong association between overcoming challenges and job satisfaction.
When human values become a defining characteristic of a strong corporate culture, collaboration, creativity and productivity can flourish.
HAVE A GOOD COURAGE
Having fun may seem counterintuitive to the bullied manager, so muster up your courage. At Massive Alliance, the same month we launched our editor game to produce the most articles ever published, we had the most cancellations. We still issued the bonuses.
The following month, we recorded our highest income. Who published the articles? People who felt valued and motivated by the game.
In another case, we promised a trip to Disney for staff after reaching 3 million annual memberships. As a startup, by the time we reached the goal, we were treading water financially. But we went anyway, because nothing screams poopers like Disney’s cancellation.
To take the courage that the games will give you, here is a simple formula to follow:
- Identify your priorities as a manager.
- Evaluate which metric or KPI would be a sign of good progress or growth.
- Gamify each of these metrics.
- Make it the #1 campaign in your area and push them with enthusiasm.
LET THE GAMES BEGIN
If leaders don’t wake up, you risk losing your best employees to the companies that hire them. The Great Resignation showed us that the old rules no longer applied.
Large enterprises can become entirely metric-based without any human connectivity. When the system is broken, employees will run for the exit. Through gamification, you can not only achieve your goals, but also create a happy and productive workforce. This may be your last awakening. The system may have beaten your team, but gamification can turn it around.
Zimmatore Creek is a media and publishing technologist, entrepreneur and author.