Enterprise gamification is the hottest new idea in business.

But what does it really mean? And what are the potential risks?

It’s clear that people are starting to realize that game design has something to say about how we work. One of the most obvious problems we encounter at work is the performance review. Traditional performance appraisals suck, and they’re not helpful. No wonder thousands of teams are looking for alternatives.

The world’s most progressive teams have found that by using the principles of gamification, they can solve this problem – with real results to boot. But beware – simply adding game elements to the same antiquated performance evaluation will not do the trick, and Rypple knows why.

Aliza Sherman evaluates these tips in her recent article, explaining.

  • Gamification isn’t about making work fun. It’s more about understanding human nature and strategy, not frivolity.
  • Gaming already exists in work settings. The acts of competition and cooperation are inherent in most work environments. Harnessing those interactions strategically can be a part of “gamification.”
  • Gamification is not just about badges and points. That is too simplistic a way of thinking about it.


Do you agree?

Check out these slides to learn more, and decide for yourself:


Katherine is a Certified Human Resources Professional specializing in HR Technology and Digital Engagement at Rypple. Prior to joining Rypple, Katherine worked as technology specialist focused on staffing technology projects. Katherine has extensive experience in performance management, learning and development, and process improvement. She graduated with an Honors double major from the University of Toronto, and has a professional designation in Human Resources Management.