Gamification for Employee Engagement

typical problem-solving approach would address the following:
What is the problem at hand?
Who are the stakeholders or users?
What are the stakeholder or user expectations?
What are the possible solutions to address the problem?
What is the best solution out of the varied alternates?
How should I go about implementing the solution?
How do I measure the success of an implementation?

Let's observe another example. Consider that an organization has a SMART goal statement: By next quarter, refine the existing process to ensure that the timesheet compliance moves from 65 percent to 90 percent.

Also remember that gamification can solve only specific problems.

following are the steps involved:
Describe the proposal for change
List the forces for change in the left-hand side
List the forces against change in the right-hand side
Assign scores from 1 – 5 (1 being weak and 5 being strong)
Consider the forces: benefits, change management, users, cost, assumptions, dependencies, constraints, risks, and so on
The visual representation guidelines are as follows:
Draw a central box indicating the proposal for change
Jot down the forces within pointed arrows on both sides.
The bigger the influence of the force, the bigger the size (width) of the arrow
Assign the score outside the arrow
Jot down the total on both sides

new process replaces a traditional process and there is a challenge faced with change management or in gathering initial momentum or adoption from the stakeholders
A retrospective of the business process outcomes show it has failed to deliver the desired results due lack of customer, employee, or partner engagement
A retrospective of certain activities within a business process shows it is mundane or cumbersome in nature and fails to engage the users

Ultimately, the goal of the system of engagement is to engage the end user while being agile and adaptive.

The system of engagement can be envisioned to have the following key characteristics:
Provide user-centric experience, rather than mere functionality
Provide dynamic and real-time responses
Mash structured and unstructured information to garner insights
Facilitate social connections and sharing
Offer personalized recommendations and services

opportunity to pursue their interests at work. This is the best form of intrinsic motivation that can be provided to an employee to indirectly enhance their productivity—as a measure in performing their regular jobs efficiently.

often ignored but very powerful means to engage employees is to identify their pastime interests and provide them with an opportu

understanding the basic profile of a person, their skills and attitude combined, their behavior can be transformed by nudging them to perform activities aligned with their optimal abilities, ultimately pushing them to the flow zone. A person with good communication would naturally be an active participant in a collaborative environment whereas the person with high analytical thinking might be more engaged to participate in a competitive quest.