Miriam, I just saw this. You may want to post a question like this in the future in one of either two targeted communities Jive Internal Communities and Jive External Communities to get focused experts to help.
But, on this point, I'll refer you to a few threads where this came up (using Jive out of the box points / status levels). Unfortunately a few of these threads seem to have lost the "images" of status levels contributed by users, but you get the gist.
Hope that helps!
Thanks for the tip in moving this to the focused group and will do in the future. Also, thanks for the links to the previous discussions and they are very helpful.
Hi All - I just moved this to the Jive Internal Communities group per Claire Flanagan's recommendation in hopes that I can reach a wide audience with this type of need in the Internal Community groups and obtain their suggestions. I would love to hear your best practices in using Status Levels to reward end-users who participate in internal Jive communities. Please post your thoughts. Thank you in advance.
Definitely make sure to include the Top Participants widget in your groups / space (if you haven't already) since you'll see the user's status level next to their avatar.
Often, users will ask what the status level means or what it is good for. At my company we don't give any awards / accolades / financial bonuses based on status level, but we always tell users that it's a good way to see who's an expert about a certain topic / business unit / Jive in general.
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People are generally motivated by 2 things:
So, your plan of awarding an iPad is a great one - and one that has been recently done, though somewhat similar, by Ryan Rutan in Celebrate Community Manager Appreciation Day and Win an #CMAD iPad Mini!. Plus, for status, there was a badge provided. I really liked how Ryan explained the process he used to select the winner. Maybe that can help you.
Also, as mentioned above, the Top Participants is a good way for people with competitive tendencies to see that they are not "on top" as it were. This can serve to motivate them to participate more as well.
When our company implemented our Jive instance, I remember 2 things that motivated me (and I am a top participant company wide now):
1. in our business units (spaces) we had trivia type contests (business related) - a discussion item was asked - first person to respond correctly or drawing from correct responses won a gift card ($10)
2. another strategy: THING and Status - top participant for the month - gift card ($25) - this was communicated to the entire business unit = STATUS (recognition)
I am taking over the management of that same space now and I will keep you in mind as I think of other strategies to enhance engagement.
Great comment about what truly motivates people. It is the foundation of games and how people react to it. I will keep these in mind in designing our gamification strategy. Keep your ideas coming since am sure others (i.e. Shirlin Hsu and Steve Shultz ) that just implemented their Jive communities are also looking for something that helps drive adoption - co-erced or not.
I have to chime in to disagree with the rather simple explanation of what motivates people. Take a look at books like Drive by Daniel Pink or Nudge by Thaler and Sunstein. People are much more complex than you suggest, Christopher, and I fear that if you use a simplistic model you will miss out on opportunities for far richer engagement from your community members.
I see your point. And, certainly I agree that people and the nature of their motivation can be a very complex situation. My initial reaction was that of a simple and effective "what can I do now" approach.
Any application of general tendencies is still general, right? Although I have not read the books you mentioned (I'l add them to my ever growing list), I do understand that motivation can be complex. This is likely a separate project or collaborator to help build and foster engagement opportunities. The far richer engagement you refer to is the result of a collaborative approach or at least one that involves a different level of engagement than that being asked of in the original question.
Thank you for the book references. I will look them up so I can include them in my own strategies.
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Miriam, great question. And a bit timely for something we've done internally recently. We created a time-boxed "gamification" experience to help people learn the new features within Jive 5, as well as get familiar with the benefits of "Working Out Loud" (aka Social business, Social collaboration, etc.). And we leveraged the built-in points to make it work. Here was the main gist of it:
- We asked 60 volunteers from various parts of the company to team up into 30 teams of 2 to participate in what we called "The Amazing Race".
- We built our own missions with different "tasks" that spanned 3 days. The missions were built around using various features and reflecting on how to apply those to how they work. Many of the tasks required two people to evaluate the following / stream / notification / workflow outcomes of various features and activities.
- And of course I complemented it with some funny Amazing Race / Mission Impossible style videos.
- We assigned each person Jive project tasks for each mission daily (wasn't overly difficult to create and replicate using the task import feature). And as they marked their tasks complete, they earned the Jive status points out of the project area. This kept the task points separate from the participation points they earned in the "Amazing Race" space, allowing us to measure each distinctly.
- People could also earn "bonus" points by completing special missions that were a little more advanced and rewarded more exploration than following written directions.
- We kept a daily leaderboard of progress of the teams. We used the Community Manager reports feature to count points earned in the group (for their activity level) and in completing their tasks (reports from the project level). Of course the results were displayed by teams, not individuals. So they kept each other motivated to keep going.
- The only prize we offered was their choice between 1) A 2 hr "social business / Jive" workshop from me and my team for their full teams or 2) The ability to run their own local Amazing Race experience with their department.
The engagement for those first 60 was off the charts. People that were somewhat "social skeptics" really did a great job and had some lightbulbs go off for how to apply to their respective work areas. Plus it helped us spread the word more.
It took a little work to facilitate and organize, but we've built it in such a way that it is fairly re-usable without a ton of overhead. So are going to start using it with various teams / departments around the company as an adoption technique.
So not a long-term solution due to some of the management, but for time-boxed and targeted learning opportunities, it worked pretty well for us and we plan to begin offering it on demand to other parts of our business where their leadership are supportive of taking 3-5 hours over 3 days for a fun, engaging learning opportunity.
Thank you for your response and I love the idea of "time boxing" this type of "gamification" and setting a rules of engagement/gamification up-front. I will incorporate these ideas to something that am working at my internal community. Thanks again.