Realising change in your organisation’s demands:
- clear communication of what you expect from each individual
- reinforcing positive behaviour through rewards
- stimulating communication in the team and teaching through example
This is what the motivational platform is for, presenting tasks for the team in the form of challenges with rewards (a “reward scheme” in psychology) as well as showing their realisation in the form of achievements, rankings, leagues and statuses. Thanks to the motivational platform, you can:
- plan a motivational system for the team (see Behavioural economy)
- set it up and manage it automatically
- issue virtual and real rewards (see prize catalogue)
The solution can be integrated with other systems within an organisation – such as intranet systems, CRM, call centre and ERP.
From the psychological point of view, we use two mechanisms, thanks to which we can make changes in behaviour:
- Reward scheme (or discouragement), and so the method of reinforcing the behaviour that interests us (or weakening that which we’re not interested in)
- Social modelling, and so learning behaviour from example (leaders, teachers, mentors and so on).
The diagram below shows how the one2tribe approach works.
For any given task (for example: increase sales by 10%) we define the change in the team’s behaviour to be realised using:
- reward scheme (tasks, tests, achievements, rankings)
- modelling (communication between leader – learner, team communication, modelling scenarios involving the team)
On our platform, the reward schemes are presented as missions and various types of achievements (completing a task on time, achieving specific targets, completing a mission ahead of time).
Each mission (reward scheme) sets out what needs to be done and the reward awaiting the employee on completing the task. We use two types of reward:
- virtual currency (which an employee can spend on rewards)
- points building an employee’s reputation (status) in the team
Social modelling takes place using two tools:
- cooperative mechanisms (team communication, communicating the achievements of the group you belong to, showcasing leaders)
- competitive mechanisms (rankings, leagues, team competition)
The system forms an element of the team’s working environment:
- The employee gets on-screen information about the missions for a given day.
- Operational missions are connected to knowledge missions (quizzes, tests, scenarios) about certain tasks, duties or product knowledge.
For completing individual missions, the employee receives a reward. If the mission can be confirmed immediately, points, or virtual currency appear on the employee’s account. If a task needs to be checked, the employee receives information of points “awaiting confirmation.”
Confirmation of completion of a mission happens automatically (via the IT system), or via a manager (the manager sees a request to confirm a task on his or her pulpit).
Depending on the points accrued, the employee’s level, his or her position in rankings and leagues changes. Special achievements can also be rewarded. Other employees see an individual’s progress and can comment on it, like it and copy it. The platform contains a range of mechanisms for stimulating both competition and collaboration.
The motivational platform is something more than purely gamification and a portal with points as described above. Our solution constitutes an element of the total environment described in the section on Behavioural Economics.
What this means:
- The system is fully flexible, in terms of:
- Open organisational structure (formal and informal), as well as a free choice of mechanism for managing that structure (rights, delegation of tasks between individual managers)
- Motivational budgets (managing motivational campaigns and the funds allocated for them)
- Definition of individual reward schemes
- The system contains Business Intelligence solutions enabling the free generation of reports and statistics (the user gains access to predefined analyses of employee activity, the effectiveness of the motivational system, returns on investment etc.). Reports are displayed directly on the administration dashboard, can be downloaded in the form of files and Microsoft Excel models, as well as being accessible via external report tools (QlikView, Tableau)
- The system is open. External APIs enable the realisation of any “pointed” activity in the organisation as a mission or quiz. In particular, you can embed into the system:
- HR games (ready games are available from, among others, our collaborator Fresh HR)
- Any competition or organisational challenge
- Recruitment games
- Simulation games
- e-learning solutions
- Each service embedded in this way (pt. 3) can make use of the user profiles in the system, update points and virtual currency, and influence the status in the community. Simultaneously, with the use of a motivational budget, it enables convenient supervision of the balance of each game (how much currency it awards) and the planning of its influence on the company’s behavioural
Our goal is to create a uniform system of “instant motivation” (reinforcing behaviour) in the company – from the moment of planning a reinforcing strategy to delivering the reward to the end user (c.f. Prize Catalogue).