On March 10, I celebrated my 7th anniversary with my first social media darling, Twitter. In fact, according to Twopcharts, that's 99.9 percent longer than all other Twitter users.
While we've had our ups and downs over the years, I still find Twitter to be a valuable social platform. Specifically (and measurably), for Jive, it's one of the most effective ways to share information about industry news, congratulate our customers, and connect in real-time during important events.
Luckily, I'm not the only one that sees value in this platform. Recently, CEOWorld Magazine named Jive CMO Elisa Steele one of the "Top Chief Marketing Officers You Should Follow on Twitter."
In light of this recognition, I did an informal interview with @elisasteele and gave her one rule: answer all my questions in 140 characters or less!
How long have you been on Twitter?
Started in 2009. Now it's part of my #workstyle.
What made you join?
Curiosity. Wanted to see the stories people were sharing. Had no intention of telling my own!
What made you get active?
Discovered @Twitter is a great platform to share what I love, learn from others and build relationships.
What are the subjects of your tweets?
#Moments #Work #Life #Whatever
Effectively reporting on community metrics is a continued challenge for many Jive customers. We’ve taken new approach of using big data analytics tools that we normally use for IT data, have seen some amazing results. Skip to the “Playing with data” section and absolutely watch the video to see the results. If you are interested in my experiences leading up to this, start from the beginning.
I’ve been working with Jive as a user, consultant and developer for 6 years now, and one of the most persistent topics in my own work and in discussions with other Jive customers is (you guessed it): Reporting and Analytics.
When you are running a platform like Jive knowing what is happening in your community is relevant on many different levels:
The list goes on, and I’m sure anyone who is responsible for a Jive powered community has had similar requests.
Now, all reporting solutions for Jive that I’ve experienced so far (Community Reports, Analytics, Business Object powered analytics, Community Manager Reports, JBA, Resonata and a myriad of home grown solutions customers have built) have one thing in common:
They make assumptions on what data you need/want.
Don’t get me wrong, I am a big fan best practices in the form of out of the box reports. However, it always seems that in my day to day work with our own data and customers, something is missing. So it seems I’m constantly exporting data to Excel or running database queries to get to the needed.
Example: The places activity CMR is great, but if I need to know who is using a group that I want to retire, I can assume it’s the group owner and ask them (more often than not, they don’t know either), or I can start running SQL queries against the Jive database. Not ideal, especially if this is a recurring task.
Likewise: The new Jive Business Analytics looks awesome, but what if my customers have a different opinion on success criteria?
My path to Jive reporting and analytics nirvana (at least for me) started when we started working with the new data export API available in Jive 7 and Cloud. We ported the functionality to a plugin for a customer running an air gapped on premise installation of Jive.
To work with and compare the exported activity data I used one of the tools we use in our IT operations, called Splunk.
If you are not familiar with Splunk, it is a data analytics tool, typically used in IT and security operations to manage large amounts of machine data. It is very intelligent in regards to making sense of unstructured data and works amazingly well even with large datasets (think billions of records and terabytes of data not uncommon in IT).
So after creating a data connector between Splunk and the Jive data export service, it became clear very quickly that this was the answer to the vast majority of my reporting and analytics requirements.
So let’s get started. Here we have an overview dashboard that presents some community stats for me.
A global map of community activity, a high level health indicator (based on the level of activity compared to the average level of activity), and an overview report showing which activity happens where.
There are two things about Splunk that have changed how I go about working with community data dramatically:
• You always have access to the underlying raw data and you can always drill down to it
• You can always change the source data for a report on the fly, no need for report building, SQL and Excel sheets
So in the example above I can see in the Place Activity report that most of my activity is happening in social groups. Let’s say I want to find the social groups with the least activity, so I can start retiring them. I can do this in two clicks:
• Click on the socialgroup link (which takes me to the underlying data)
• View the groups with the lowest activity
Since I do have access the raw data, I can actually take things a step further and click on the group with the lowest activity:
So now I can directly see that Anna from the HR department was the only one using this group recently, and I can now reach out to her. Or I can use the Jive Anywhere cartridge we’ve built for Splunk to share this report with my colleagues. All of this within 3 clicks.
Of course this is just one example, but this complete flexibility has been amazing.
For more formal reporting, we’ve also created data models on top of the raw Jive data.
Let’s say I want to analyze content creation and consumption to figure out which departments create the most content and which departments consume it.
Create a new pivot using the content activity data model
I start out with a new pivot dataset holding all events
Add additional data points (Department and Activity Type)
Activity Types added
Switching to bar chart for easier visual analysis
All reports remain full interactive for drill down, and can be added to a dashboard scheduled and emailed if necessary
And to blow your mind completely: This data is actually coming from two separate internal Jive communities for one organization, seamlessly combined. So if you have more than one community for historical or other reasons, like many companies do, you can now elegantly combine your data.
I hope this was of interest to you. The examples I’ve included are clearly only scratching the surface of what’s possible, but as I mentioned above, my approach on how to report and analyze Jive community metrics has improved dramatically. We’ve also started enriching the Jive data
We are currently working to package this, so it can be shared. If you are interested in leveraging this integration for yourself, please feel free to reach out to me.
I've started using Splunk to analyze and report on Jive data. It is awesome.
But this post isn't about lizards because ewww. It's about "those people" - the nameless, faceless people that run an entity or a function. Nameless, faceless people are always suspect. Those idiots at the DMV (for those reading who are not US-based, that's the Department of Motor Vehicles), for example. Nameless, faceless people are often idiots who are blamed for bad things.
Guess what? To someone out there, you are part of a nameless, faceless group. Think of it in terms of your work-life. Those idiots in IT. Those idiots in Accounts Payable. Those idiots in HR. (Just a bit of advice - never utter "Those idiots in Payroll" where you may be overheard. Bad, bad idea. Don't mess with Payroll!)
One definition of personification is making the inanimate come alive. We see it in advertising all the time - the Geico lizard, the Pillsbury dough-boy, the Jack-in-the-Box who sells us cheeseburgers.
What I'm talking about is a little different than that. I lead a group who are sometimes referred to as "those idiots in Purchasing". Hi, nice to meet you. I'm the head idiot. I'm talking about the personification of a group or entity. Bring that group to life!
The truth is that Purchasing or IT or HR or AP are all made up of people and probably 87% of them are definitely not idiots. Nobody knows that, though, because they just see it as one big nameless, faceless entity.
Enter Social Business.
Social business is personal - it's not just a company or a department or a function. It's the people behind it - the names and faces of many non-idiots. It's letting customers (internal and external) see those faces and learn those names and it's about creating engagement, connection, understanding, and trust.
In my experience, when your group is nameless and faceless, no one has any trust in what they are doing. You could have the most brilliant minds ever steering the ship, but if nobody can see that captain or the crew, they think the ship is being tossed about on a corporate ocean at the random whim of the prevailing winds. They will not believe in the course you have set until they see and know the people who have set that course and are steering that ship.
Social business allows us to do that. Quit hiding behind a generic entity name. Encourage the captains and crews to step out on the deck and say "Hi, I am the captain of this ship." or "I am the crew member who manages the sails." or "I am the crew member who monitors the stars". (That is the extent of my sailing knowledge all poured out in that metaphor. I learned all I know about sailing from the movie What About Bob. In other words, not much. Hey, I'm from Missouri - we don't sail on the Mississippi, people!)
My group has gained significantly in awareness, engagement, understanding, and trust since my company has implemented Jive. We have made ourselves visible and vocal. We've put on our listening ears and we've collaborated with our customers. We have helped and guided and explained. It's not like I expect a point to come where we will no longer participate in this way - it will be ongoing. But - and this is the important part - the more people we reach, the more visible we are, the lower the number of people who refer to us as "those idiots in Purchasing". They know our names and our faces, they know we are steering the ship and adjusting the sails and watching the stars.
Trust is the golden cup here. Social business via Jive is the means we achieve it.
This blog post was inspired by a conversation I had with Tara Panu this morning. Thanks for the engaging chat, Tara!
Do you know why March 7th was significant? Friday, March 7th was Employee Appreciation Day! Generally held the first Friday of March, this unofficial holiday first hit the books in 1995 as a chance for all employers in all industries to focus their attention on employee recognition. SO, THANK YOU JIVERS! In honor of Employee Appreciation Day, we wanted to recognize the focus and innovation of all of our FABULOUS Jivers around the globe.
In celebration, each Jiver received a special Employee Appreciation Day 2014 Badge (yeah Gamification!) as a reminder that Jive appreciates, our GNAKs (Good Natured A$$ Kickers)!
What do we appreciate? We appreciate their drive for results. We appreciate the transparency that all Jivers help to create within our organization, and most of all, we appreciate their commitment to changing the way work gets done.
We also wanted to give Jivers the opportunity to share THEIR gratitude for one another using the Props App in Brewspace. We made sure all Jivers took some time to recognize one another.
And of course, in celebration of Employee Appreciation Day, we enjoyed a variety of fresh pies (U.S.) and festive treats (U.K. & Israel) to celebrate. We appreciate ALL our Jivers do every day of the year!
Did your company do anything special for Employee Appreciation Day? I would love to know!
2014 marks my 16th year attending the SXSW Interactive, Film and Music conference. Throughout the years, I’ve been part of some historic tech moments. I blogged alongside Scoble in 2006…literally, I elbowed him by accident. I joined the Twitter explosion in 2007. I sat in the front row for Zuckerburg’s keynote in 2008. While memories like these standout, this year’s event was the most holistically thought-provoking. I left re-energized and inspired by new ideas, connections and passions.
Below are nine trends from SXSW that have motivated me to innovate. Also, feel free to download this SlideShare presentation for the highlights!
The biggest breakthrough this year wasn’t a new startup - it was the subject of privacy. Speakers like Julian Assange, founder of Wikileaks; Edward Snowden, an NSA whistleblower; and Christopher Soghoian, principal technologist at the American Civil Liberties Union; gave mind-blowing presentations about data security and government surveillance. Beyond the center stage, people were buzzing about Secret, a new app that allows users to “speak freely;” Darknet, a new kind of Internet where people can conceal their online behavior; BitCoin, which enables anonymous payments with no central bank; and Ghostery, which looks for third-party page elements (or "trackers") on the web pages you visit and notifies you if they are present. Even with all of this news, we are just starting to scratch the surface of this important topic.
2. Wearables and Printables
While software enthusiasts preached privacy, the hardware gurus pushed sensors, wearable gadgets, and 3D printers. Google exec Sundar Pichai announced the company’s plan to release an Android-based SDK for wearable devices. In addition, several SXSW attendees demoed the potential to use new technologies. I saw everything from a Twitter-powered, 3D printer that allows you to create your own Oreo flavor to smart medicine bottles that will send you a text message if you miss a dose.
From digital lobbying to patent reform to the power of the online “unruly mob,” SXSW made it clear that entrepreneurs and elected officials want to cooperate to modernize US legislation and government. A new film by Brian Knappenberger called “The Internet’s Own Boy” premiered at SXSW and shined light on outdated technology laws. This Kickstarter documentary follows programming pioneer Aaron Swartz from his involvement in RSS and Reddit to the tragic consequences following his hacking stunt at MIT. This film not only celebrates the life of an online visionary, but also inspires heated discussion about online access to information and the Computer Fraud and Abuse Act. It’s a must-watch film for anyone in tech!
You couldn’t turn a corner this year without hearing someone talk about “small data” or “big data.” Lots of smart marketers showcased how they’re using information for research, personalized news delivery, and location-based incentives. The best session I went to on the topic came from the energetic Founder of Kiip, Brian Wong. His mission is to serendipitously reward people for everyday moments like running, playing games, and listening to music. For example, if your mobile fitness app detects you’ve just beat your all-time running record, a third-party consumer company could send you a coupon for a free sports drink. Beyond entertainment, Wong showed that people want to be rewarded for completing a task on their to-do-list. Sounds like a new feature idea for Producteev!
The one thing SXSW does better than any other event is provide a platform for unique experience creation. From small app companies to corporate giants, the most successful organizations focused on manifesting shared experiences - not pushing messages. (Hello, bacon-scented alarm clock!) In all seriousness - it’s time to get smart about our smart devices. Soon, your tablet, fitness tracker, and refrigerator will all be connected. Brands must think beyond how to serve up a specific marketing campaign. Instead, they must start focusing on how to create daily, customized experiences across connected devices and IRL!
From Uber cars to Airbnb rooms, most SXSW attendees participated in some form of the sharing/collaborative economy. If you aren’t familiar with this latest buzz phrase, you soon will be. According to Crowd Companies exec Jeremiah Owyang, “it’s a powerful movement in which people are getting goods and services from each other” rather than buying from big brands.
Yes, people talk about work at SXSW. In the session “Workhacking Away from ‘Business As Usual,'" strategist Ayelet Baron and Forbes Blogger Rawn Shah led a conversation about modern work. They painted a beautiful picture of “café people” moving from:
- Work-life to life-work balance
- Function-based jobs to project-based work
- Competing for market share to creating new markets
They also made bold statements, such as "change management will die because it will happen too quickly", and "retirement will be a thing of the past." While I’m not ready to “divorce my job,” I was truly inspired by their passion, knowledge and predictions.
Community and social media got plenty of airtime at SXSW. Jive intern Paul Vinelli made several recommendations based on his experience studying the What.CD online music community. Some of my favorite takeaways included the following:
- Backscratching and praise leads to strong relationships.
- Individuals should be accountable for whom they bring into communities. If you invite someone in who breaches the guidelines, both you and the violator can be penalized.
- Members must main a strong ratio of contribution to consumption - say goodbye 90:9:1!
- Community membership is in many ways its own reward.
Out of the hundreds of people I listened to during the week, none exhibited more passion than pop-star Lady Gaga. My favorite quote from her Friday morning keynote is "at the end of the day, nobody's going to remember what you tweeted when you die. No one's going to remember your Web content. What's going to be remembered is those magical moments you have helped create.”
Did you attend SXSW? If so, what did I miss? Share you favorite moment in the comment section below.
I'm really excited to announce that we just launched our very first custom app (developed in-house)!! We've taken the open-source code for Props and turned it into a great way for employees in our global workforce to recognize each other. It launched today (technically, at 7:45PM Eastern time last night to coincide with China's morning), and people are Wowing up a storm! Wow is our name for our custom version of Props.
How did this happen? Well, it all started when one of our People & Culture managers (thanks, Beth Rivera!) saw the Props app and asked the question, "Could Jive make this customizable, so that we could bring it more in line with our brand?" Mark Weitzel and I had been talking a bit at that point about apps in general, and so I figured it wouldn't hurt to ask. He said he'd heard the same question from another customer, so he put together a meeting where we talked about what we'd all be looking for. A requirements document came into being. Mark went about working with Jive folks to make the code ready for open source and the move into github. He then hired a great summer intern who added some specific hooks for the kinds of customizations we'd all been looking for, and helped to create some documentation. In the meantime, at UBM Beth worked on deciding what the app would be called, what the trophies would be for and would look like. We also found a development resource (Karen Castillo Inoa) willing to help on the project.
Fast forwarding past some slow starts and dry spells, a little shove here and a nudge there, we finally arrived at launch day this week! Although UBM is very divisional in focus, we were able to have the P&C teams help drive awareness, and people have jumped in and started using it right away. One employee even commented that because of the changes from Props to Wow, he is more comfortable and confident using it to recognize his peers.
It has been a great experience of collaboration between Jive customers and product management, internal collaboration in our own company, as well as ongoing support from Mark Weitzel, Ryan Rutan and others at Jive. And especially since we went through it with a very green team on our side (our first Jive development), Ryan was able to plug all of the documentation holes to make it super easy for anyone else who wants to follow in our footsteps.
Do you wish your employees could say thanks to one another more easily, in a way that mirrors your culture? Maybe you have an external community and you want to encourage recognition between your staff and the larger community, using your branding elements. Custom Props is the way to go!! You can:
Social business trends and best practices can change in the blink of an eye! I have found it hard at times to keep up with this fast-paced industry, especially with the frequency of conferences and technology innovation I’ve seen just over the past year.
Luckily, Jive's social team makes it easy to keep up with the industry’s brightest thought leaders!
Every month, we create a SlideShare deck to share the hottest topics, trends and corresponding articles being shared by social business thought leaders. Read on, and let us know if this helps you stay updated. This month's SlideShare features insights from:
February Insights from Social Business Thought Leaders:
Learn something new? Check out Jive SlideShares from past months to keep adding to your social business knowledge.
Think you have what it takes to make the cut? Have a new trend that you would like to share? Reach out to me, and maybe you’ll see your face in an upcoming Jive thought leader deck!
cc The specified item was not found. [ARCHIVE] Jive External Communities
These days all “Top 10 technologies to look for this year” lists invariably have the mention of Gamification. After all stakeholder disengagement is a major reason for productivity loss across functions & industries. No wonder, enterprises are willing to know more about gamification and how it could help in better engagement, sharing & collaboration and also how it could add to high-value interactions with customers, employees and partners. Gartner predicts that more than 70% of the world’s largest 2,000 companies are expected to have deployed at least one gamified application by year-end 2014.
Industry experts are all gung ho about the value adds gamification brings to an enterprise. While there are many case-studies on how gamification could help in building better engagement loyalty, there are words of caution too! 80% of current gamified enterprise applications will fail to meet their objectives, largely due to poor design says Gartner.
Big question is how to have the right gamification strategy and reduce the risk of failure?
Is there a framework for enterprises to succeed in their gamification initiative? Follows the best practices for enterprise gamification.
Have well defined objectives- Every industry has its own pain points and performance metrics. In order to set the objectives right it’s important to understand the key metrics of a business that are critical for success. Once such ‘critical business factors’ are identified setting goals around it becomes easy. For example-
a) Contact Centers would be interested to improve on the metrics like CHT (Call Handle Time), FCR (First Call Resolution) etc.
b) A Banking or Insurance firm would like to improve on CuSat, TAT (Turn Around Time), better recovery, improved subrogation yield etc.
c) A telecom firm would like to improve on its ARPA ( Average Revenue per Account)
d) A Health Care firm would be interested to reduce load on the critical care services.
e) A power utility firm would like to reduce its energy losses and improve customer safety.
Any improvement on the metrics which could directly impact a business and add to the bottom line would immediately attract executive buy-ins. Top Management’s sponsorship is important for the success of any initiative.
Identify the challenges in meeting the objectives- Have a clear understanding on why is the service levels not met. Best way to start is to ask the stakeholders write their top business challenges on a whiteboard and identify the ones that could be solved by better engagement. Most of the pain points mentioned above are pure engagement problems and could be due to one or more of the following…
a) Lack of required knowledge/skills to perform
b) Difficulties in connecting with experts/ mavens
c) Poor process/ system adoption/ deviation from set procedures
d) Low customer loyalty/ higher customer churn
e) Poorly engaged and less motivated workforce/ High attrition rate
f) Lack of new ideas & innovation
g) Boredom & Lethargy
Spot the motivation factors- Try to find out why someone would like to engage, complete the tasks and show specific high value behavior. The psychological behaviors make motivation factors vary from groups to groups. Understand why someone would like to score points or top the leaderboard. Reasons could be…
a) Showcase the medals on ones lapel (as a matter of pride)
b) Get recognized as an expert/maven in the network
c) Compete with others and be a leader.
d) Teaming up with new colleagues.
e) Explore new skill areas & interests.
f) Get monetary benefits & gift vouchers.
Design to keep players perfectly challenged- People will be motivated only if they find something interesting & challenging. It’s important to keep the players always in a “perfectly challenged” state.
When challenge is <smaller than> current skills it may result in boredom;
When challenge is <bigger than> current skills it may lead to frustration.
Use the right game mechanics and program design. The system should automatically configure difficult tasks as the player’s skills are enhanced. This is critical in keeping the players engaged & focused always.
Measure and iterate- Measure the improvements in engagement and the benefits achieved.
a) Use Heuristics- Make intuitive judgment on how gamification is improving engagement. Talk to the stakeholders and have their views.
b) Get analytics reports/ dashboards generated by the software/ platform to understand on what motivates the players.
c) Check the KPI & metrics to see the % improvement in objectives as we identified in the first step.
Be ready to improve the design based on inputs and the performance reports.
Enterprise Gamification could help in barreling through the problems related to disengagement of the stakeholders. A successful gamification strategy needs a detailed understanding of the enterprise needs and the objectives to be met.
Work isn't what it used to be. More workers are telecommuting from all over the globe via laptops and mobile devices – no longer is sitting in a brick and mortar office a requirement. Social collaboration has played a key role in empowering employees to work effectively regardless of their location, allowing them to share knowledge, find information and chat with subject matter experts from wherever they may be. Over the years departments like IT and sales have fully capitalized on this change – the question is why hasn't human resources?
According to Global Workplace Analytics, the number of remote employees in the United States has swelled 79.7% between 2005 and 2012. As commutes morph from driving to the office to slipping out of bed to shuffle down the hallway to a laptop, HR must modify its practices to leverage social collaboration. This goes beyond storing and sharing documents with employees and expands to include utilizing social collaboration to recruit and retain top talent, facilitate coaching and offer better learning environments, and accelerate the return on hiring investments.
Build It and They Will Come: Recruiting and Retaining Top Talent
Companies are more often reporting that their biggest pain point is finding leadership talent with the skill-set required who are willing to relocate. Social collaboration allows organizations to break down geographical barriers and expand the talent pool beyond their backyard.
It’s also the era of the freelancer – Adecco, a temporary placement service provider, predicts that freelancers will eventually make up about 25% of the global workforce. The bottom line is convenience is becoming the name of the game. Workers want to work where they want, when they want – an office-only policy could be a deal breaker.
Go Team Go! Building Organic Coaching and Learning Environments
Collaboration practices can unleash the potential in employees. According to Aberdeen’s 2013 Learning Study, 51% of the learning that takes place in organizations today is unstructured; that is, workers are digging around on their own to seek out knowledge rather than partaking in structured courses. Social collaboration software gives employees the ability to chat with subject matter experts, brainstorm with peers and access company information at the drop of a hat.
Reap What You Sow: Accelerate ROI on Hiring Investments
If you’ve ever started a new job, you know the most frustrating part of it is the dreaded “ramp time.” Getting up to speed in a brand new space isn’t just hard for new employees – on-boarding costs the business real dollars.
Collaboration tools house everything an employee would need to know to ramp up on a new gig, beyond just documents and videos. A new employee now also has easy access to other employees and a first-hand look at how employees communicate with each other, processes and documentation.
Stay tuned in the coming weeks as we dig deeper into each of these HR initiatives – I've only scratched the surface in this post. If you’d like to learn more about how HR and social collaboration can work together in perfect harmony, check out these resources:
You can also register for an upcoming webcast featuring Mollie Lombardi of the Aberdeen Group tomorrow,March 6 at 10 a.m. PST/ 2 p.m. EST. She'll discuss these topics and more to demonstrate how HR can use social collaboration to its full potential – see you there!
Part 1 of our 3-part Gamification series was fantastic! If you missed it, you can watch it on demand. As promised we have more goodness to share with all of you, next up: Gamification 201: Winning with Gamification, A Guide to Success.
First off, THANK YOU to everyone who attended Gamification 101: What You Need to Take Engagement to the Next Level. We had a large turnout and our presenters, Jive Software’s Christopher Morace and Bunchball’s Rajat Paharia, were absolutely phenomenal. They touched on various aspects of Gamification and showed best-in-class examples of how Gamification is not only tangible to many organizations across many industries, but also the associated success these companies are seeing today.
In addition, we had quite a few audience questions come in that we weren’t able to answer during our time. Both Rajat and Chris have agreed to review all the questions and supply a FAQ document as a supplement to the webcast for those that attended.
As a preview I've included some of the questions answered courtesy of Rajat Paharia below. A full FAQ supplement will be available in coming weeks. If you have any more questions pertaining to Gamification 101, please reach out to me.
Q: Please list the books, authors, and studies you referenced in the webcast.
Q: How did you convince people to participate and buy into the Gamification concept?
A: If there’s meaningful value to be realized for participating (whether intrinsic, or extrinsic), then people will participate – they don’t need to be convinced – they do it out of desire or self-interest. And participants don’t need to buy into “Gamification” – they’re just engaging with systems as they normally would, but now they’re seeing their “quantified self”, and are being give fast feedback, transparency, goals, competition, collaboration, community, etc. around it.
Q: It looks like focus is on the enterprise employee motivations, how does the motivation work when there is interaction between B2B communities?
A: It works exactly the same. Many of our joint customers with Jive are using Gamification in B2B Communities including:
Q: Where have you seen the effects of Gamification in the education system?
A: I covered this a bit in my book – Loyalty 3.0: How to Revolutionize Customer and Employee Engagement with Big Data and Gamification. Most of the interesting use of Gamification in education (as opposed to training) is happening in startups, like Duolingo, Khan Academy, and Course Hero. Then there are some interesting things going on in traditional education, like RIT’s Just Press Play program and Lee Sheldon’s Multiplayer Classroom.
Gamification 201 will delve into the core elements needed to achieve the desired business and program goals. In addition, it will feature design principles to consider during implementation and how to plan missions, rewards, and recognition to guide your user’s behaviors. Finally, you will hear from our panelists SolarWinds and Hitachi Data Systems who will share their Gamification stories from inception to present day.
This is a fantastic opportunity to hear from experts who have applied Gamification to their communities and have been successful doing it!
Reserve your live webcast spot today. An on demand recording will not be readily available post the session.