Category: Gamification

Skylab Apps on Gamification & Social Learning

Gamification places emphasis on human motivation.

Social Learning Theory posits that people learn from one another, via observation, imitation, and modeling.

 The Skylab Apps platform has been built operating under the Social Learning theory that has often been called a bridge between behaviorist and cognitive learning theories because it encompasses attention, memory, and motivation.

 

 

Gamification has gained traction in recent years as an effective way of engaging users to perform actions in contexts that would otherwise be considered tedious and undesirable. Education is an area in which user engagement could have the greatest impact on success, with some advantages for users to improve or get better comprehension. Our goal in doing so is to foster greater user engagement using the system and thereby promote an environment better suited for active social learning. 

Skylab has built a Proprietary algorithm that places emphasis on commonly understood human habits and then leveraged technology to gamify the experience of Learning for example. 

“It’s Play That Helps Us Do Serious Things Better.”

“When you have a Game Like Platform where knowledge is applied, knowledge becomes a resource.  The more you know the better you are at the Game.”

Dean Grey: SkyLab Apps CEO

In essence, it’s “Human-Focused Design” as opposed to “Function-Focused Design” Skylab has thought and developed The Gamification Engine The perfect blend of Science, Psychology and Technology.

Imagine having a way to communicate (Smart Chat), engage, teach (Multimedia Channels, Gamified Trainings, Recognition Wall), reward (Contests, Habit Tracking), and monetize (In-App Purchases) your affinity group or community within one platform that you own.

That’s what we do!


Unconsciously, the key points below are enhanced in the user’s behavior through Gamification:

Epic Meaning & Calling

Core Drive is a player’s belief that he is doing something greater than himself or that he was “chosen” to do something. This creates a player who devotes a lot of his time to maintaining a forum or helping to create things for the entire community.​

Development & Accomplishment

The internal motivation of making progress, developing skills, and eventually overcoming challenges drives community. ​

Empowerment of Creativity & Feedback

Users are engaged in a creative process of repeatedly figuring things out and trying different combinations. People need ways to express their creativity, and to be able to see the results of their creativity, receive feedback, and respond in turn.​

 

Ownership & Possession

When a player feels ownership, he/she is motivated to make what he/she owns better and own even more. If a person spends a lot of time to customize his/her profile or his/her avatar, he/she automatically feels more ownership towards it too.​

Social Influence & Relatedness

​All the social elements that drive people, including: mentorship, acceptance, social responses, companionship, as well as competition and envy.

Scarcity & Impatience​​

The fact that people can’t get something right now motivates them to think about it all day long. Many games have Appointment Dynamics within them (come back 2 hours later to get your reward).​

Unpredictability & Curiosity 

Drive is wanting to find out what will happen next. If you don’t know what’s going to happen, your brain is engaged and you think about it often. This core drive is activated whenever a company runs a sweepstake or lottery program to engage users.​

Challenges

Users complete a series of steps to fulfill the challenge. Each step completed gives you a small reward, discount, or badge (e.g. 50% Discount at Starbucks). By completing all the steps you will earn the big reward. The goal here is to be the Pokemon Scavenger Hunt for businesses, thus getting people out of the house/office to capture their experiences in the real world.​

App Sharing

App Sharing creates a virality effect that drives community growth for the client, sponsor awareness, and behavioural data for the brand.This is critical for our advertisers and Skylab’s business model; as our success is tied to the growth of the client’s audience and behavioural data. For the user, it provides a fun way to engage in the growth of the cause/movement, creating a deeper desire to belong.​

Voting 

Voting invites the user to share selfies or photos for a reward as they engage within a popularity contest. People get excited about the recognition and rewards inside a private community where they feel the odds are higher than social media. As they increase engagement within their community, they feed a desire to belong.

The overall goal of the App Sharing & Voting contest is to maximize the MAU/DAU (Monthly or Daily Active User) of their user base with gamification tactics, thus instantly increasing the value of the company.


At Skylab, Social Learning & Gamification are the Core Drive. They permit to empower the followings:

SOCIAL NETWORKS

It puts the learner at the center of the people, information, and learning content they need. Comments on content increase community knowledge and understanding as well as drive engagement.

STRENGTHENING TEAMWORK

Community content enhances collaboration. Notes, comments, and ratings specific to your organization improve communication among teams and the organization as a whole.

NIELSEN’S 1-9-90 RULE

According to expert Jakob Nielsen, 90% of participants don’t contribute, though they find value in what they read and observe. The next 9% add to existing discussions, with 1% creating most commentary and giving the community food for thought.
 

AMPLIFY THE LEARNING PROCESS

Social learning connects people with relevant content, learning assets, and expert information specific to an organization’s unique culture. This combination of content, commentary, and community amplifies learning and helps you maximize your return on learning investments.

CREATING NEW CONNECTIONS

Social learning offers access to colleagues outside an employee’s traditional sphere, which can spark innovation and leverage connections to employees they may not otherwise engage with.​​

SECURITY & PROTECTION

A good social learning platform protects your information, while allowing employees to find, create, and share knowledge, learning assets, and expertise with their colleagues – without compromising security.

Game elements that can facilitate learning

Social learning is often coupled with game mechanics when you want to take audience engagement to the next level. We define social learning as an online learning experience where learners are able to see what other learners are doing and control other learners’ gameplay or content. With social learning, you can send messages to other learners, challenge a colleague to a challenge, leave a souvenir, and even create content to change the learning experience. The most common form of social learning that you can implement is a leaderboard. Simply seeing how well other learners are doing can get your audience excited and motivated to take training over and over again.

Doing our jobs is serious business, but learning about it doesn’t have to be. We’ve helped innovative organizations around the world make learning that’s as addictive as Candy Crush.​

Some of the potential benefits of successful gamification initiatives include:

  • giving users ownership of their learning
  • opportunities for identity work through taking on alternate selves
  • freedom to fail and try again without negative repercussions
  • chances to increase fun and joy
  • opportunities for differentiated instruction
  • making learning visible
  • providing a manageable set of subtasks and tasks
  • inspiring students to discover intrinsic motivators for learning
  • motivating users with low levels of motivation

 

Gamification in the Workplace

 

Gamification in the workplace uses game mechanics to drive employee performance. Employee performance KPIs (Key Performance Indicator) are measured in real time – like a Fitbit for work – showing where employees are doing better, having them compete with their goals and past achievements. It is made to drive intrinsic motivation, the sense of mastery and control that comes when we know we are doing our job well.

Yet, most people think of workforce gamification as a thin game veneer applied to work, a “video game at work” that attempts to create motivation through points and badges, bells and whistles. And then, almost immediately, they disbelieve gamification. They are right – making work cute or “fun” or “game-like” doesn’t work, but using gamification like a fitness tracker for work works well, changing more than performance and affecting the culture of thinking and talking about employee performance.

“When brought into the context of business, this means that users of these applications are actively engaged in fun ways with other users who they can interact with through chat and messages, all while learning about a given company and their products.”

 

Dean Grey, Founder and CEO of Skylab Apps.

At Skylab Apps, we use our own app to gamify the way people working with us.

Here are five key elements of what workforce gamification really is:

1. Real-Time Performance Management

Performance management is a good idea: set goals and measure their achievement. The problem is that most performance management practices involve setting of annual goals, which soon become stale. In addition, communication with employees about performance is marred by the practice of ranking employee performance – which people (naturally, of course) find threatening, confrontational and discouraging.

So in practice, many companies are eliminating or re-assessing their performance management practices.

Gamification focuses on the here and now. Imagine a basketball coach who skids along the court, following his team as they invest all their body strength and skills to fight off opponents’ scores, and keep up their offensive within the team. The coach throws out his feedback in real-time so his players can fix their mistakes on the spot. If his point guard is taking too many shots in the first quarter, his coach will have him back on the right track by the end of the second.

Gamification brings this dynamic to your employees’ performance. Feedback is given on-the-spot, by showing performance KPIs and personalized benchmarks and goals within the gamification application, so employees can rectify flaws in real-time, instead of thru retroactive feedback that is weeks or months late.

2. Objective and Fair

New management practices are gravitating away from subjective evaluation of employees, and more in the direction of objective and proactive development of employees.

What this brings is a positive process that reflects both to employees and their managers how employees are progressing and which goals are being met, and transparently so. Research about performance management shows that managers are often unaware of the fact that their evaluations are subjective; measuring KPIs in real time can correct this. In this case, there are spillover effects into corporate culture – when evaluation is objective and fair, people feel differently about work and about whether their efforts and performance will be fairly recognized.

Gamification also reflects insights and results to employees (and managers) that effectively enable them to make changes in their work performance. In many cases, in case performance in a certain area is lacking, employees are directed to micro-learning so that they can correct their course and improve their expertise. For example, a new Urbn Pizza’s worker will be motivated to learn about the company he will works for!

Urbn Pizza

 

 

A Skylab’s Client, Urbn Pizza, integrates the gamification in the workplace by using this performance process. 

 

 

3. Performance Measurement is Transparent

Many successful tech companies (Google, Intel, Linkedin and others) use OKRs (Objectives and Key Results) to communicate goals and objectives to employees. Results are tracked – and people can see the OKRs of their peers. This is a new degree of transparency.

OKRs are used by knowledge workers (product managers, developers, communications managers, etc.), and remain transparent to all their peers, so that every employee in the organization can see what every other employee is working on and setting as a priority.

Gamification is OKR for the workforce: rank and file employees, who don’t have goals like ‘launch new product’, ‘have a successful beta launch’ but are required to perform within certain benchmarks expected of them.

It lets the relevant employee to see how they are doing in comparison to their fellow colleagues, and in what fields they are performing better or worse than those colleagues. This instills a sense of fairness, and a clarity on what employees are supposed to focus on at work. It also lets companies set individualized goals, so that what is expected of employees is fair and achievable.

For example, on this screenshot of the Urbn Pizza app, an employee of one of the Urbn Pizza restaurant can go through a “Prep List” with actions like “Check Bathrooms” or “Check Kitchen”. These actions are proper to the employee experience. Here, it’s the server experience but others exist like Bartender or Cooks. Once the Actions are applied, they are displayed on the Community Recognition Wall. Every other employees and managers in the workplace will be able to see that actions had been taken. If one has been forgotten, another worker can comment the action and the problem is fixed instantly thanks to instant feedback.

 

4. Drive the Right Things: Behaviour

Competition is often viewed as a positive motivation method. Well, for many people it isn’t and can even be perceived as a source of unfairness. Sales managers tend to believe in this fallacy and want to manage performance with leaderboards displayed as “employees of the day” on the Urbn Pizza app.

Projecting different employee’s successes to one another on mediums like a leaderboard and showing actual sales isn’t a good idea. It’s true that sales are the objective, yet this isn’t what should be motivated, but rather the activities that drive sales. To generate better sales, gamification would want to drive behaviours and measure them: more calls, qualifying leads, meeting potential and existing clients, etc.

 

5. Gamification Isn’t a Game

What is the “game” part of gamification? It is the use of game mechanics – like calling out to employees to bet on themselves, showing them completion bars and more – to drive behaviour and engagement. Gamification creates a way for employees to monitor their progress at the workplace and act from a place of intrinsic motivation. In this, it isn’t a game, but it can be a game changer for work performance and culture.