12 gamification principles to increase sales productivity and engagement 96dpi

Featuring Ken Krogue, Founder and President of InsideSales.com and

Chuck Coonradt, author of the bestselling book ‘The Game of Work’

The Game of Work40 years of

Gamification

Chuck Coonradt

– John Wooden –

Former UCLA Coach

The appropriate amount and type of feedback can only be determined by the

Recipient, never the Giver

•The feedback from the coach must be consistent with the feedback from the

system scoreboard•Reinforce desired behaviors•Big deal out of the good stuff

•Maximize the number of Winners•Games inside the big game•Based on experience, product line•Recognize the most progress

• Allow, But Don’t Force Competition•When I choose to compete, I am pumped and

engaged•When forced to compete, I disengage and seek

justification for not winning

S M A R T goals are great

Attainable and Realistic most important

• CELEBRATE

• CELEBRATE

• CELEBRATE

• The bigger the crowd the bigger the thrill

Caveat:Consistency is the most important attribute in a

coach

The way people feel about their coach dictates how they

feel about the company

Why?

What?

How?

To important people we insist on explaining why.

To unimportant people we simply tell how.

They can tell how we feel about them by the way we talk to them.

People will pay for the privilege of working harder than they will

work when they are paid.

When you focus on the science of sales, you achieve breakthrough performance

- Scott Santucci, Principal Analyst, Forrester

“The use of game mechanics and experience design to digitally engage and motivate people

to achieve their goals”

-- Gartner, Inc., April 2014

GK  Brand:  Photo  c redi t:  Arie lle  Bos sert

Why Gamify?

58%of  Americans(182  Million   people)

30Avg.  age

Entertainment  Software  Association  2013

55%  Male 45%  Female

Under  18  (36%)18-­35  (32%)

36+  (32%)

(Reality  is  Broken,  Jane  McGonigal)

1972 2010’s

Competence Competence,  Autonomy,  &  Relatedness

Engagement in Game Mechanics

Competence Autonomy Relatedness

Standings BarPointsAchievementsChallengesDashboardsLeaderboards

ThrowdownsProfileKPIsAvatars

LeaderboardsThowdownsPersonal ProfileNotificationsTeam Challenges

Leading Indicators

47

Effort & Results Visible

Contest vs Promotions

Contest Promotion

Only  one  winner

Bigger  prizes

Compete  with  others

Anyone  can  win

Smaller  prize

Compete  with  self

Pilot vs. Non-Pilot Teams• Dials up 88%• Talk time up 80%• Proposals up 86%• Closed accounts up 32%• Over 28 weeks, 150+ reps

1. Clearly defined goals

2. Better scorekeeping

3. More frequent feedback

4. Personal Choice

5. Consistent Coaching

1. Engagement2. Leading Indicators3. Leaderboards4. Contests vs

Promotions5. New Experiences6. Ask Them7. Long term vs short

term

forbes.com/sites/kenkroguekenkrogue.comlinkedin.com/in/kenkrogue@[email protected]

Q&A

www.gameofwork.comhttps://www.linkedin.com/pub/

chuck-­coonradt/5/4b5/11aEmail  

Address