Why communicators must learn the principles of gamification:
Shel says, “Communicators may look at gamification and exclaim, ‘This is terrific! But it’s somebody else’s job.’ Big mistake. A communicator’s job is getting people to do something new or better—even something they may not want to do.” Consider these facts:
- 50% of the U.S. online population between 18 and 44 play social games daily
- 69% of CEOs and other execs take 20-minute daily breaks to play online social games
- By 2014, a gamified service for consumer marketing and customer retention will be as important as a presence on Facebook
- By 2014, more than 70% of Global 2000 companies will have at least one gamified app
- Revenue from gamification software, consulting and marketing will be almost $1 billion in 2014, up from less than $100 million in 2011
- 30% of online game players like real-world brands on Facebook
- Deloitte and IBM have had HUGE success with gamification
- OpenText gamified its internal social media program, increasing adoption by 250%
Use gamification to make employee communications more interesting and fun, and to do your job better. Shel shows you:
- Gamifying changes employee minds like nothing else. Your employees are playing games already, and it’s easier to build up existing behavior than to begin a new behavior.
- Gamification will get more employees to complete long communications survey audits
- Gamification makes learning new business behaviors easier for employees
- Gamifying appeals powerfully to employees who don’t read crucial printed stories
- Gamifying a “trans-media” story on social media increases its interest and power
- Why gamification learning is more fun than traditional classroom learning
- 6 tested gamification techniques for corporate communicators
- 9 pitfalls and downsides of gamification—when you don’t want to use it
- The 11 potent intrinsic rewards that supercharge gamification learning
- The 5 difficult communication jobs gamification does better
What makes gamification so powerful as communications? Two words: “Intrinsic rewards.” Rewards that come from inside you—not from outside agencies.
Intrinsic beats extrinsic, every time. Most gamification rewards are intrinsic.
- A raise
- A promotion
- A gold watch
- A wall certificate
- “Employee of the Month”
- Overcoming your fears
- Learning something new on your own
- Acquiring a new power over more difficult work
- Qualifying for a new job with more responsibility
“Intrinsic” appeals to that part of you that wants to challenge your own hesitancies, your timidities, your reluctance to do something radically different and new. That part of you that’s been buried by years of staleness and routine at work, the self that wants to acquire new powers, new potentialities, new knowledge—and to keep building that new you.
Here’s how gamification trumps traditional corporate classroom learning:
Think of the dreariness, the boredom, the irrelevancy of most classroom corporate training. Interactivity? Nowhere to be seen. The learner sits passive, allegedly “absorbing” knowledge from someone else. The trainer is just as bored and alienated as those he or she is teaching. We all know what classrooms in corporations are like.
Gamification puts the employee, not some corporate trainer, in control of what she learns, and how fast she learns it. Nobody is looking over her shoulder. No one is at her elbow, making suggestions and offering encouragement or correction. She’s not afraid to make mistakes. Nor is she afraid of failures. Instead, each failure stimulates greater effort, because no second-guesser is watching impatiently.
The killer feature that makes this interactive course so special:
Shel gives you the perfect comebacks to “overcome the 6 biggest objections to gamification.” If you decide to gamify a communications process or a work process, like Deloitte did so successfully with its precedent-breaking leadership training program, you can bet you’ll hear all sorts of objections.
What do you do?
Just study Shel’s short but effective counter-arguments for a few minutes. You’ll have the fire- power you need to disarm the skeptics who come at you with these 6 common fears:
- “We don’t have the budget.”
- “It’s just a fad.”
- “Badges won’t motivate our people!”
- “Come on. Not all work can be made fun.”
- “We already offer rewards.”
- “Not enough people will participate.”
Plus, you get Shel’s patented bibliography of resources:
Holtz has done the difficult job of collecting the most stimulating studies, white papers, reports, articles, videos, podcasts and checklists on gamification that you’ll ever encounter. It’s all here:
- Gamification basics
- Case studies and examples
- Gamification in the workplace
- Drawbacks and cautions
- Gamification vendors
- Additional resources
- Slideshare presentation resources
You even get a comprehensive self-quiz devised by Shel on the principles and applications of gamification!
What are you waiting for? Gamification will be a part of your communications job description in another year or two. Don’t wait until you MUST learn its theory, principles and nuances or risk feeling obsolete, outmoded, passed by.
Shel’s interactive course is a vital lesson in gamification in itself. It will change how you think about your job, your writing, your storytelling, the very speech you use to address employees, the tone and language of your corporate messages, and the training of your own employees in the communications department AND in other departments in your company.
To order this revolutionary, one-of-a-kind interactive course in the gamification or employee and corporate communications, just click here.