{"id":2814,"date":"2021-04-27T09:55:00","date_gmt":"2021-04-27T09:55:00","guid":{"rendered":"https:\/\/www.ahsenqazi.com\/wp-blog\/?p=2814"},"modified":"2021-04-27T09:55:00","modified_gmt":"2021-04-27T09:55:00","slug":"feedback-mechanics-and-gamification","status":"publish","type":"post","link":"https:\/\/ahsenqazi.com\/insights\/feedback-mechanics-and-gamification\/","title":{"rendered":"FEEDBACK MECHANICS AND GAMIFICATION"},"content":{"rendered":"

FEEDBACK MECHANICS AND GAMIFICATION<\/u><\/strong><\/p>\n

\u00a0<\/u><\/strong><\/p>\n

Feedback Mechanics – Key to Successful Gamification<\/u><\/strong><\/p>\n

For any project to be successful, the feedback mechanism needs to defined and used correctly. For success in Gamification the key is accurate and on the spot feedback. If the feedback take a long time, people will lose interest and the Gamification process is likely to be less effective. The reward for accomplishing a task should not be delayed unnecessarily as the players are likely to lose interest if the reward process takes far too long. Generally, in an organizational context positive contribution should be rewarded in few days at most, as waiting for weeks to reward achievements will defeat the aim of Gamification as most of the emotions and context is lost.<\/p>\n

Once a player receives points for a useful contribution in a game context, the player is likely to feel more engaged to the game. In the same way once an employee receives points for a completing a task for exhibiting a behaviour in a Gamified workplace, the process is likely to bring about more engagement. The feedback in Gamification can be in the form of points, badges, leaderboards and performance graphs.<\/p>\n

The game tools and game based concepts can be successfully integrated into the work place to achieve a better organizational culture which supports more engagement at the work place.<\/p>\n

\u00a0<\/u><\/strong><\/p>\n

Have Fun and Achieve More<\/u><\/strong><\/p>\n

Work can be notoriously boring task for many individuals. However, we can change this by employing work gamification in our work processes. By using work gamification we can enhance the level of engagement and commitment in the employees.<\/p>\n

The playground is a classic example of game elements, in which the players are challenged to do more to get better results, the feedback is instant and the envoirment is safe.<\/p>\n

If we introduce the same game element of fun from the workplace to the work processes in a controlled manner we can enhance performance and have better levels of engagement.<\/p>\n

Points, Leader board, Badges and other means are way\u2019s by which players playing the game obtain feedback on how they are playing the game.<\/p>\n

Positive Feedback \/ Rewards<\/u><\/strong><\/p>\n

One of the easiest and commonly used ways to gamify work processes is by using points, leader boards, badges and rewards. Points can be awarded for completing small but meaningful tasks to achieve the bigger goal for the company.\u00a0 Leader boards provide instant feedback to enhance motivation for competing team members.\u00a0 Leader\u2019s boards can be maintained for a weekly time period, so that all members get a fair chance of getting to the top of the leader board.<\/p>\n

Badges have been successfully used in the armed forces, boy scouts, girl guides to enhance and distinguish good performance. Different types and mechanisms of rewards can be setup for providing instant feedback to the players playing the game. Different levels and stages can also be employed in combination with points, leader boards, and badges to acknowledge greater levels of achievement.\u00a0\u00a0 Thus enhancing performance.<\/p>\n

\u00a0<\/u><\/strong><\/p>\n

Conclusion:<\/u><\/strong><\/p>\n

In an organizational context positive contribution should be rewarded immediately at most, as waiting for weeks to reward achievements will defeat the aim of Gamification as most of the emotions and context is lost. Positive feedback and rewards is one of the easiest and commonly used ways to gamify work processes is by using points, leader boards, badges and rewards. Different levels and stages can also be employed in combination with points, leader boards, and badges to acknowledge greater levels of achievement.<\/p>\n","protected":false},"excerpt":{"rendered":"

FEEDBACK MECHANICS AND GAMIFICATION \u00a0 Feedback Mechanics – Key to Successful Gamification For any project to be successful, the feedback mechanism needs to defined and used correctly. For success in Gamification the key is accurate and on the spot feedback. If the feedback take a long time, people will lose interest and the Gamification process […]<\/p>\n","protected":false},"author":1,"featured_media":2815,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_siteseo_robots_primary_cat":"","site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[51],"tags":[64,63,62,61,60,59,55],"class_list":["post-2814","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-work-gamification","tag-aqblog","tag-engagement","tag-funatwork","tag-workgamification","tag-leadership-development","tag-motivation","tag-performance"],"_links":{"self":[{"href":"https:\/\/ahsenqazi.com\/insights\/wp-json\/wp\/v2\/posts\/2814","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/ahsenqazi.com\/insights\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/ahsenqazi.com\/insights\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/ahsenqazi.com\/insights\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/ahsenqazi.com\/insights\/wp-json\/wp\/v2\/comments?post=2814"}],"version-history":[{"count":1,"href":"https:\/\/ahsenqazi.com\/insights\/wp-json\/wp\/v2\/posts\/2814\/revisions"}],"predecessor-version":[{"id":2816,"href":"https:\/\/ahsenqazi.com\/insights\/wp-json\/wp\/v2\/posts\/2814\/revisions\/2816"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/ahsenqazi.com\/insights\/wp-json\/wp\/v2\/media\/2815"}],"wp:attachment":[{"href":"https:\/\/ahsenqazi.com\/insights\/wp-json\/wp\/v2\/media?parent=2814"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/ahsenqazi.com\/insights\/wp-json\/wp\/v2\/categories?post=2814"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/ahsenqazi.com\/insights\/wp-json\/wp\/v2\/tags?post=2814"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}