While speaking at a recent HR conference in Vegas, I had occasion to meet Jane McGonigal, game designer, speaker, author, and probably the world’s biggest advocate for gamification, the idea of adding game incentives like points and prizes to non-game activities.
While within the HR community gamification is still catching on (I find a number of my clients don’t even know recognize the word) gaming, in all forms, is incredibly popular. When the latest Call of Duty video game was released in November, one in four workers called in sick. Look at it from a productivity standpoint: The amount of hours it took to create all of Wikipedia’s content in 12 years…is spent every three weeks playing Angry Birds.
During Jane’s keynote speech, she cited the 2012 Gallup study that found that 71% of American employees aren’t fully engaged in their work, making it “impossible to innovate” and costing $30 billion in lost productivity annually.
|Infographic courtesy of Gigya
It’s no surprise that she believes gamification can help. Evidently she’s
not alone. A study by gamification company Gigya showed that gamification increases website engagement by 29%, website commenting by 13%, and social media sharing by 22%. Here are some recent employee gamification success stories.
Risk Management Services recently turned an internal re-branding into
a trading card game. “Another email or intranet page just wasn’t going to get employees on board,” Vice President of Talent Acquisition and Employee Engagement Amelia Merrill told IABC. “This contest was fun and different from anything we have ever done.” Merrill said the initiative was a “smashing success.”
Orientation and onboarding
Recruitment marketing agency Maximum recently won a Creative Excellence Award for Best Interactive Media for its Deloitte China Virtual Tour campaign. Maximum virtually mapped Deloitte’s offices in Beijing, Hong Kong, and Shanghai, allowing job-seekers to explore every department – and get a firsthand look at what working at Deloitte China is really like. More than 20,000 job-seekers took part in the tour’s game feature, Green Dot Mission, and shared their scores on China’s most popular social networks.
Health and wellness
Aetna recently partnered with social media company Mindbloom to create an enhanced version of Mindbloom’s Life Game, an online social game for personal wellness. Players grow an on-screen tree by attaining personal goals, ranging from health to relationships to finances. According to Forbes, activities include “substituting water for soda, taking the stairs to the office, cleaning your room each day, or simply thanking a friend.” Players earn virtual rewards while making progress in their real lives.
Just last month, Herd Wisdom launched Most Wanted, a mobile app that gamifies the employee referral process. How? “Every action – from choosing an avatar to sharing a job posting – earns points and get participants in the running to win giveaways from Herd Wisdom,” the
company says. The game offers “instant gratification,” since employees can earn points and prizes before they refer anyone, and features funny animated scenes to keep them engaged. Mobile apps like Most Wanted turn social sharing and mobile gaming, which just about everyone likes, into a talent pipeline for any company.
Are you ready to gamify your careers site, social recruiting channels, employee referral program, or other HR initiatives? Contact Brandemix and it’s game on.
Posted in employee communications, Hiring, technology, wellness
Tagged Aenta, Deloitte, employee referral, employee referral programs, gamification, Herd Wisdom, Maximum, MindBloom, Most Wanted, onboarding, orientation, wellness
How can a company offer an authentic employer brand even during negative publicity? Director of Interactive Branding Jason Ginsburg shows how it’s done.
I travel around the country giving presentations on employer branding and building and promoting an employer value proposition. I usually highlight employer brand success stories. But as major brands like Goldman Sachs and Zynga stumble into PR crises, I thought it might be useful to help your company avoid the most common employer branding mistakes.
Don’t be inauthentic
Your employer brand embodies your employees, your culture, your vision, and your values; these are impossible to fake. So if you’re a fast-paced company with an entrepreneurial culture, don’t market yourself as a laid-back environment with unlimited vacation days.
I remember looking at the careers site for BP several months after the 2010 oil spill and being shocked to see that it looked the same as before the spill. Surely the eco-minded Generation Y or Gulf Coast residents affected by the disaster might hesitate joining the company afterwards? But there was only one acknowledgement of the situation – a tiny text link on the sidebar that asked “Why is it a good time to join BP?” Why indeed?
|BP Careers, November 2010
Don’t get lost in the crowd
The are dozens of salty snacks on the market, so how does Doritos stand out? By having an attitude: Coming in crazy flavors with cool names and bright packaging. In the same way, your employer brand has to be distinctive. Avoid bland themes like “Grow your career with us” or “We offer work-life balance.” Almost any job can become a career and almost every job lets its employees go home at night.
Don’t get stuck in the facts
So many careers websites begin with, “Company X was founded in 1950 and now operates out of 75 offices in 12 countries.” Does that year mean the company is old-fashioned? Do those 12 countries mean employees get to see the world? Do the 75 offices mean employees can be transferred against their will?
Stand-alone facts like those can be both boring and confusing, a deadly combination for anyone looking to top motivate talent. Remember, you’re trying to create an emotional connection, so facts and numbers can only get you so far. Instead, talk about how your company helps people’s lives. Let employees share their stories. Show your workplace. Highlight employee events, rewards, volunteer work. Never be boring.
Be authentic and differentiated, and add an interesting and emotional component to your recruitment messaging. If you can’t always leave them laughing, at least leave them hungry to learn more.
Posted in branding, Hiring, recruiting to a culture
Tagged advice, avoid employer branding mistakes, BP branding, Doritos branding, Employer Brand, Employer Branding, hiring, how to, jobs, recruiting, recruiting mistakes
Last summer, Pew Internet Research reported that 46% of adult internet users were Creators; that is, they have shared photos and videos that they’ve created. 41% are Curators; they’ve reposted, retweeted or repackaged information that they’ve found
online. 32% are Creators/Curators.
I presume it also implies that 54% are Internet Voyeurs — neither posters nor creators. And while I don’t fall into that category (I’m in the 32% batch), I have been getting a tremendous amount of inspiration from my LinkedIn network of generous professional friends, many of whom I’ve never actually met or spoken with.
Today I want to thank:
We’ve never met but share a passion for branding and bagels. Your updates about leadership, happiness, and inspiration are always uplifting and I’m sure you are too. Also loved this great video about putting purpose into marketing (imagine that?). I promise to get together on my next trip to New Zealand.
According to my inbox, we’re actually celebrating a 2-year anniversary of connecting. Your updates are tailor-made for me. From the hottest trends in digital marketing to matching a consumer brand with a consumer experience, I’m always clicking, reading, and agreeing. Please keep it up.
Finally, someone I actually know. Making the Most of Your “Aha!” Moment” was a fun read. I can only hope I have more of them because those gamma activities are the foundation of Brandemix’s creative currency.
A friend recently wrote that thinking doesn’t start when you arrive at the office and end when you go home. It starts when you wake up and continues when you read the news, when you look around, when you read books and blogs. It doesn’t even stop when you go to bed. You dream your job. That’s how you become great.
So thanks for all my #1LinkedIn connections for helping me be great every day.