The gamification of a career

Career game board The gamification of a career

Andrzej Marczewski

Gamification Consultant with Motivait. I love to write about it, talk about it and bore people to death with it! If you really want to get to know me, check out the About page.

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7 Responses

  1. yudashkai says:

    But where are the snakes and ladders? 😉

    Most of them involve sucking up or saying the wrong thing to your boss 😉

  2. Whilst i agree with the transparency of your proposed system and that it makes it really obvious to those employees who ‘want’ to progress – the reality is that this will only work in an ‘up or out’ culture whereby if you are not ‘climbing the ladder’ you are not valuable and this is often not the case.

    Many businesses need the majority of its people to just come in and ‘do the job’ that needs to be done. And let the senior management worry about the strategy. However, that assumes that only 2 types of people exist ambitious and non-ambitious people.

    Its a really interesting topic, and i believe gamification can really help to drive a better workplace – but it would be nice if we could crack the feedback loop challenge first

    • The thing there is, why should any company expect employees to just stagnate their entire career? Sure some may be happy to do that – they may have a totally different looking game board.

      Also, this does not have to run to full promotions – it can just be development, the occasional course that sort of thing.

      If you have nothing to aspire to, you are going to start looking elsewhere pretty fast!

      • I don’t think companies ‘expect’ employees to stagnate – in fact, many employers will want the complete opposite. However, I believe career stagnation is a factor of enterprise politics – not employee motivation and this is why those who are ambitious look elsewhere

        • yudashkai says:

          Actually, looking at a few firms, I see that sometimes managers want employees to be happily just performing their tasks without wanting to move up or out. The manager wants to retain people and keep them motivated for the longest, but he himself isn’t getting promoted (and even if he is, only one of the people under can take his position), so it is actually helpful to the manager that most people are happy where they are, or else he’ll lose them to other career opportunities.

          Of course…depends on culture.

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