Gamification

Let's Play

Gamification is all about improving performance and realizing concrete behavioral change. This method is therefore increasingly being used for business training purposes.

In concrete terms, Gamification at work is the application of a “layer of play” over the normal activities, in combination with remuneration mechanisms to promote their exercise. Based on various gaming mechanisms, players or participants acquire the necessary knowledge and skills to complete work-related tasks in good order. Completing challenges, seeing and experiencing result combined with the interaction that takes place, act as an incentive to achieve further progress.

 

“When developing games AtHand combines economic and scientific research”

Our methodology

At AtHand we base our methodology on the most fundamental principle, namely that “play” is a deep-rooted construct of our humanity, more than language or culture. The need to play does not only come from pleasure, but also from the social bond that comes from it. Play is a safe way to confirm and/or strengthen our social status. After all, recognition within the group is of vital importance from an evolutionary point of view. More about this on the “What is Gamification” page.

Onze methodiek

Back to the present – acceptance and appreciation from our social environment are extremely powerful sources for experiencing work pleasure. Increasing recognition and status is therefore a very important principle for our Games. We achieve this by confirming the unique and indispensable role of all individual participants, both in the real world and in the Game. Giving constructive and positive feedback, rewarding performance and sharing it with colleagues and stakeholders, reinforces this effect.

“AtHand Games enable behavioral change in practice, based on an inspiring storyline, motivating dashboards and with a clear and measurable goal”

Our Games are based on a storyline with an inspiring goal, fun cooperation and challenge. The Games use, among other things, scores on leaderboards, badges and achievements to show progress and motivate participants, both individually and in a team.

Onze inspiratiebronnen

Our sources of inspiration

The Institute for Brain Central Learning.

The neurocognitive insights of The Institute for Brain Central Learning state that a learning or development process becomes more effective when it is based on six so-called “brain principles”. An example of this is adding emotion to the learning experience, which causes the production of dopamine. Dopamine not only has an invigorating effect, but also increases the learning effect, because the ability to concentrate and the memory are activated. The institute also states that it takes about six weeks to convert daily behavioral changes into a lasting effect. This is one of the reasons why our Games usually cover a period of four to six weeks.

The 70-20-10 principle.

Charles Jennings ’70-20-10’ principle clearly expresses the importance of informal learning. Jennings states that 70% of the required skills are acquired during the work itself, 20% through coaching in the workplace and 10% in the form of theoretical training. In other words – people learn best by doing.

 

Drive.

American writer Dan Pink released his famous book “Drive” in 2010. You will find his four principles about steering on intrinsic motivation in our Games:

  • Relatedness. The solidarity with others, that enables mirroring and yields appreciation from the otherparticipating individuals for one’s role, commitment, contribution and progression that is made.
  • Autonomy. Autonomy translates into making personal choices in the Game and the freedom to follow one’s own learning path. The participant keeps control over his own actions and in this way strengthens his or her ownership.
  • Mastery. Mastery is reflected in the personal development that participants go through while playing the Game.
  • Purpose. The feeling of being part of a larger system.
    The Power of Play

    The Power of Play

    After a “Proof-of-Concept”, many of our clients opt for a structural deployment of AtHand Games, based on their own relevant objectives. Whether the Game is used to support an onboarding process, the improving performance, realizing a sales boost or improving leadership qualities, our methodology has proven to be effective for every application.

    Our ACE! Platform simplifies configuring new Games, changing Game themes and updating content. Our Gamification Consultants can support you in this. The independent use of our tools with your own – fully trained – Game Manager is also possible.

    “AtHand always takes full responsibility for the successful delivery of a project, this provides a lot of peace and confidence”

    – Ole

    – Ole Hellfritzsch, Marketing Manager Benelux & Nordics, Plantronics

    Clear effect measurement via reporting tool

    We think it is key to measure data before, during and after a Game. Just like you, we want to know if our Games do what they must do, namely: change behavior and deliver improved work performance.

    Duidelijke effectmeting via rapportagetool
    Before we start a process, we will analyze the existing data together. In addition, it is important to understand the current KPIs, to determine the existing knowledge levels and to clarify how behavior (change) can be made measurable. We achieve the best possible result in co-creation and we will always make sure that the Game will fit your business goals, culture and work processes.

    After the above-mentioned first measurement and the start of the process, we map the progress structurally. Our reporting tools provide an accurate picture of the activity of participants, learning curves and of course the intended results.

    Every Gamification process is concluded with an extensive report, including successes and areas for improvement.

    Is Gamification a guarantee for success?

    Gamification can best be described as “a turbo on learning and performing”, which – just like the turbo on your car – only gives a speed boost when the basis is good. To make Gamification a success, at least some preconditions must be met. For example, the required IT systems must function properly and employees must have mastered some basic processes and activities. Apart from that, but no less important: employees must feel supported in their growth and learning process.

    Timing is also crucial. Steering with Gamification on performance in a period in which a reorganization has recently been announced, we do not consider wise. However, when the dust has settled and everyone’s role within the organization is clear again, the time is right, and Gamification will help everyone to contribute to the new success quickly and effectively.

    We are convinced that a successful Gamification process arises from intrinsic motivation. We help you to achieve and strengthen this drive and to map the preconditions for effective use of Gamification.

    At AtHand we only start projects when we are convinced that, together with our client, we will achieve measurable and structural success.

    Is a Gamification process of 4 to 6 weeks sufficient for structural effect?

    We believe that Gamification should last short enough to remain special, but long enough to obtain structural results. The neurocognitive insights of The Institute for Brain Central Learning state that it takes about six weeks to convert daily behavioral changes into a lasting effect. (This recurrence rate is also reflected in the structure of educational programs and training courses for top athletes.)

    A Gamification process thrives optimally when it is set up as a learning sprint of several weeks with a daily interaction moment. This learning sprint can be repeated after a few months, with adjusted content and objectives, resulting in a completely new gaming experience. In this way our Gamification approach provides structural learning effects. Our ACE! The platform is designed to facilitate the above adjustments.

    Do the Games only aim at strengthening knowledge?

    AtHand Games are most effective when they are driven by a mix of knowledge, skills, behavior and performance of employees. The mutual ratio of this is adjustable per Game. In this way we align as closely as possible to the 70-20-10 philosophy that states that people learn best by doing.

    In our Games, showing behavior and skills is generally rewarded more generously than showing knowledge. However, sometimes knowledge is a goal, when supporting periodic education or transferring product or compliance knowledge. Our WFT Game, which helps employees to obtain a WFT certificate earlier, is a good example of such a knowledge game.

    Can I steer towards competition without the negative effects?

    Every person has different character traits. The English professor Richard Bartle knows how to properly interpret the motives of different types of players in his “Taxonomy of Player Types”. Not everyone is as competitive as a “killer”, is driven by collaboration as a “socializer” or has the investigative properties of an “explorer”. Our Games have an eye for the different motives and therefore offer a variety of Game themes, game experiences and look-and-feel.

    We think it is important that every Game feels like delivering a unique performance to every player, similar to running a marathon or climbing a mountain. A Game must above all inspire and bring out the best in someone. Regardless of whether the person ultimately performed the best. So the Games have no losers.

    Are AtHand Games also suitable for different target groups?

    Accessibility and user-friendliness are central to AtHand’s Games. The Games have a low-threshold design and have an intuitive control. The appreciation and playing pleasure that participation entails exert a universal appeal and are not bound by age or other personal characteristics.

    That AtHand Games can be used so widely is due to the use of timeless game mechanisms. “Play” is a deep-rooted construct of our humanity, more than language or culture. People play not only for fun, but also because of the social component behind it and the contribution it makes to the development of skills.

    Can AtHand Games also be played on mobile?

    Our Games are optimized for all common browsers for desktop, laptop, tablet and mobile. Usability comes first. The mobile experience has been developed as an app experience but uses the mobile browser. This guarantees maximum compatibility, the widest possible range and an optimal user experience.

    How does Gamification connect with our existing knowledge, audit(s) and coaching systems?

    AtHand Games do not replace existing systems but do reinforce their use and effect. The use of an existing knowledge base or other e-learning platform gets significantly more context (read: a huge qualitative and quantitative boost), when the Game refers to this. Such knowledge modules are, after all, used more adaptively and therefore more effectively.

    The measured results of existing audits, mystery shopping or quality monitoring increase considerably when you “translate” them into a Game score. Something that is normally experienced as a moment of control, then feels like an opportunity to score. In combination with proactive, concrete and positive coaching from management, the long-term effect of this is enhanced.

    What is the technical impact of a Game?

    AtHand Games are “cloud-based”. As long as there is a working internet connection, the user only needs a URL to approach the Game. The Game Master takes care of the distribution of this URL with the corresponding personal activation code for each participant.

    If required, AtHand also develops links with existing reporting systems, e-learning platforms or a so-called Single Sign On. In general, these are tailor-made programs that can be realized within a few weeks.

    What about privacy and security?

    AtHand maintains high standards regarding privacy, security and data protection. For most of our Games, only three things are recorded on our servers, namely: name, e-mail address and XP. XP stands for Experience Points, or the score in the Game. The latter is an abstract number that is difficult to trace to actual performance in the workplace.

    To translate KPIs into a Game score, the Game Manager is provided with all KPIs to be processed via an extra secure server connection. All data is stored encrypted at this location during a Game and is destroyed after the Game.

    Our Games have been developed in accordance with the international OWASP top 10 standard and are also monitored as such. This means that all major and known international security risks are covered. Our security standard is regularly tested by means of so-called pen tests.