STRATEGY AND A FOCUS
ON OUTCOMES CAN HELP
ORGANIZATIONS REAP BETTER
REWARDS FROM GAMIFICATION
By Melissa Campeau
A few years ago, U.S. automotive retail chain Pep Boys
faced a challenge. Despite plenty of awareness programs,
the company couldn’t get their safety and inventory loss
numbers where they wanted them to be.
Around the same time, software giant SAP was grappling with
how to encourage employees to carpool, in an effort to meet environmental
goals and support employee socializing and bonding.
On the surface, these seem like two very different challenges.
But the same principle – gamification – helped each organization
make real progress. SAP introduced an app to match employees
travelling in the same direction at the same time. Employees get
points and recognition for carpooling, plus the chance to meet
people from different parts of the business, including the CEO
who regularly uses the app.
At Pep Boys, the company decided to try out a gamified training
program that involves daily interaction (for short bursts of around
60 to 90 seconds). The company reached 95 per cent participation
on the voluntary program and managed to reduce safety and incident
claims by 45 per cent and shrinkage by 55 per cent.
PRINCIPLES OF GAMIFICATION
Both companies employed gamification. While it’s not a new idea,
there’s still some confusion around the word. Most importantly,
venimo / 123RF Stock Photo
HRPROFESSIONALNOW.CA ❚ JULY 2018 ❚ 15