Organizational Citizenship is a great area to focus HR gamification efforts. It covers all those ‘outside work’ activities that make a team great but aren’t remunerated within a normal pay package and so a reputation based incentive, like a leaderboard, can really work.
Organizational Citizenship Behaviors are voluntary acts outside the normal day job, that benefit either the organization or a co-worker.
It strikes me that this is a great target for an HR leaderboard – highlighting staff who show the greatest organizational citizenship.
To make this work you would simply need a reporting system so that managers and staff can give each other points for any great behaviors in the week.
I suggest this can easily be achieved within Leaderboarded by giving the manager the ability to give each other points in Leaderboarded (using a Manual score variable source) combined with a Twitter source to track tweets about the business by staff (“Said good things about your employer in front of others”). A commonly agreed score system, number of points per behavior, would be needed as well as perhaps caps for each behavior to prevent gaming of the system.
Here’s a comprehensive list of behaviors:
Benefits the Organization
Drove, escorted, or entertained company guests, clients, or out-of-town employees.
Helped co-worker learn new skills or shared job knowledge.
Helped new employees get oriented to the job.
Used own vehicle, supplies or equipment for employer’s business.
Offered suggestions to improve how work is done.
Offered suggestions for improving the work environment.
Came in early or stayed late without pay to complete a project or task.
Volunteered for extra work assignments.
Tried to recruit a person to work for your employer
Worked weekends or other days off to complete a project or task.
Brought work home to prepare for next day.
Volunteered to attend meetings or work on committees on own time.
Said good things about your employer in front of others.
Gave up meal and other breaks to complete work.
Volunteered to work at after-hours or out-of-town events.
Benefits a Co-worker
Helped co-worker with personal matter such as moving, childcare, car problems, etc.
Picked up or dropped off co-worker at airport, hotel, etc.
Covered a co-worker’s mistake.
Lent a compassionate ear when someone had a work problem.
Bought Girl Scout cookies or other fund raising items from a co-worker (or their child).
Lent a compassionate ear when someone had a personal problem.
Lent money to a co-worker.
Lent car or other personal property to co-worker.
Changed vacation schedule, work days, or shifts to accommodate co-worker’s needs.
Helped a less capable co-worker lift a heavy box or other object.
Brought candy, doughnuts, snacks, or drinks for co-workers.
Gave a written or verbal recommendation for a co-worker.
Went out of the way to give co-worker encouragement or express appreciation.
Defended a co-worker who was being “put-down” or spoken ill of by other co-workers or supervisor.
(List taken from Fox and Spector’s Organizational Citizenship Behavior Checklist (OCB-C))
Getting to grips with a powerful gamification tool like Leaderboarded isn’t something you can do over night. Leaderboarded Mastery is our new in-app training program, launching soon, that will help you plot your learning path.
Why do you need levels of Mastery?
We’ve witnessed our customer leaderboards develop from simple leaderboards to really sophisticated ones and we’ve noticed the difference.
points based ranking algorithm
no cap on players
always up to date
relative rank based
limited number of players split across divisions and teams
leaderboard v leaderboard – aggregate leaderboards to encourage collaborative behavior
refreshed weekly or monthly to drive anticipation and news worthiness
What’s interesting is that the sophisticated (and more effective) leaderboards often embed counter-intuitive features in the leaderboard (such as waiting till a specific time each week to refresh the leaderboard, so creating an appointment mechanic). Leaderboarded levels of mastery will take you up the curve.
Watch to this interview with Katie Piatt who explained her own Leaderboarder journey on this very question of how to create suspense for players
By adding a background image (using custom CSS) to their Twitter Leaderboard MTV Australia really brought the Twitter conversation on the #IRONMAN4MTV channel to life at the party.
While the party’s over there’s still a day left to check out the leaderboard and see it live.
I watched the film last night too. Awesome stuff. Perhaps he would have been the Ultimate Leaderboarder with his Mark 42 suit….
It’s interesting to note that MTV chose to hide which variables were used to keep players in suspense. They got regular feedback by updating the leaderboard every 20 minutes but by hiding how scores were generated it kept players guessing as to what was the best way to climb the leaderboard.