A follow-up to my last article on the gamification of work:
And to some extent, “pointsification” is just quantification – something enterprises should be doing anyway. In fact, most the principals of a good game should apply in the workplace.:
Quantification: Tracking sales, average customer support response time, server uptime and other metrics that identify success.
Recognition and Reward: Raises, bonuses, promotions.
Autonomy: Robertson notes that for a game to be truly engaging players must be able to make decisions that “meaningfully impact on the world of the game.” Autonomy has been identified by Daniel Pink and others as a requirement for motivation and job satisfaction.
Challenge: I think this should be self-explanatory.
Looked at this way, is there any difference between “gamification” and “good management”?