Doing Gamification Wrong

As I’ve said before, I’m not a fan of ‘gamification’. Certainly for formal learning, where I think intrinsic motivation is a better area to focus on than extrinsic. (Yes, there are times it makes sense, like tarting up rote memory development, but it’s under-considered and over-used.)  Outside of formal learning, it’s clear that it works in certain places. However, I think gamification is overused. In a recent instance, I actually think it’s definitely misapplied. So here’s an example of doing gamification wrong.

This came to me via a LinkedIn message where the correspondent pointed me to their recent blog article. (BTW, I don’t usually respond to these, but if I do, you’re going to run the risk that I poke holes.) In the article, they were talking about using gamification to build organizational engagement. Interestingly, even in their own article, they were pointing to other useful directions unknowingly!

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