In response to: Gamification: Unlocking hidden collaboration potential
In response to Gwen Jenkin's post.
If the assumption is that Employee B is collaborating in areas that
he knows very little about and is not adding any value then
probably Employee A is best served by gamification. She will be
recognised for her effort by the reward system through the natural
process of doing her work. Unlike Employee B, who is perhaps just
chasing glory through leaderboard rankings, she is truly adding
value and will be rewarded as such.
Back to the above definition of gamification:
Gamification is the application of game design techniques to
business processes aimed at encouraging user adoption and
So, Employee A doesn't have to care about badges she can ignore
them if she chooses, but she will still be recognised by her peers
and her leaders for her efforts. As with most things in life
excellence will rise to the top. There will always be those who
choose to try and manipulate any system for their own advantage.
Ultimately, they will lag behind those who are collaborating more
intelligently, regularly and properly using the tools at their
Another factor is that organisations can add incentive schemes to
their "measure and reward" system so that Employee A well may find
herself being paid more for her efforts. This may motivate her to
care more about her badges and how to "level up".
There's a comparison in the gaming world with people who use game
cheats. They will probably finish the game more quickly than
someone who doesn't cheat, but are they the better player?
Without knowing more about the individuals A + B it's impossible to
tell who is best served by gamification, but at least we are
gathering employee performance data that we can apply analytics to.
One of the badges we use in our deployment of IBM Connections is
based on peer recognition and tracks how many times people say
"thanks" to you. Employee A may receive more peer recognition
through the quality of her input and may rank highly in the
"Thanks" Kudos Badges leaderboard which is a very important
leaderboard in our organisation.
Let's not forget poor Employee B, he may not be the most creative,
experienced or knowledgeable employee, but he may be playing a very
important role by encouraging others to participate.
Thanks Gwen for your thought provoking input.