By Sidra Kamal

The conceptualization of gamification involves incorporating gaming elements into various projects to enhance their appeal, making the process more engaging. Coined by Nick Pelling, a game designer, this term gained prominence during his work on developing a game-like interface for vending machines and ATMs.

As per Bartle’s classification of video game players, there are four types of players.

• Explorers, the ones who love to inspect all the boundaries and dimensions of the game they are interacting with.
• Socializers, who prefer collaboration and interaction with fellow players.
• Achievers, who are driven by earning points and increasing their rank.
• Killers, characterized by high competitiveness, a love for challenges, and a desire to win over others.

Gamified Technology in Various Business Sectors:

Within the realm of technology, leading companies have embraced gamification not only for their employees but also in their products, ensuring sustained consumer engagement. The ensuing data presents how major tech corporations have transitioned into the gamified era.

Google

Gamification success is evident in the example of Google through its incorporation of the concept into its logo—a symbol that most brands are hesitant to alter to preserve their identity. Google routinely modifies its logo to commemorate global events. That is not just educational gamification, but once people click on it, most of the time, it turns into a playable interactive logo.

Microsoft

The integration of multiple gamification features within Microsoft has found widespread adoption among numerous companies. For instance, Microsoft Teams boasts an active leaderboard, enabling players to track their progress and compare it with their colleagues. This helps boost employees’ productivity and creates a sense of healthy competition among them.

Salesforce

Salesforce Trailhead, an online learning platform of Salesforce, is used within the company to enhance employee motivation and productivity. The employees, also known as Trailblazers, earn badges and points to increase their Trailhead rank. While being competitive and earning points, they are also gaining knowledge and getting skilled in becoming Salesforce Dot Com experts.

Siemens

Siemens introduced the game Plantville, where players assume the role of a plant manager facing operational challenges. This immersive experience imparts insights into sustainability, productivity, time management, and efficiency to employees.

Cisco

Initially investing in social media training programs, Cisco encountered unsatisfactory outcomes. Subsequently, the company gamified these training programs, introducing ranking positions such as Specialist, Strategist, and Master. The result was a significant uptake, with nearly 13,000 courses completed and 650 employees obtaining certification.

Samsung

Samsung implemented gamification, known as Samsung Nation, to attract customers and turn them into loyal customers. Customers get rewards and badges whenever they review a product, help other customers by answering their product queries, or just by engaging within the Samsung community. As a result, they can win various Samsung products. Since the launch of Samsung Nation, the website has gained a 66% increase in traffic, 500% growth in product reviews, and a 30% increase in comments.

Fitbit

Gamification in Fitbit is focused on consumers. When it comes to health, sometimes people can get lazy, and it is the company’s motive to ensure that consumers remain firm in their decision to live a healthy life. Fitbit sends interesting challenges to their consumers, such as completing at least 10000 steps in a day or competing with another friend. Users of Fitbit can also compare their stats with other users, bringing in a sense of competition among them.

The implementation of gamification in the tech sector serves diverse purposes. Some companies employ it to boost employee productivity and motivation, while others focus on cultivating customer loyalty. Irrespective of the objective, the aforementioned case studies underscore the efficacy of gamification in achieving corporate goals.

By Sidra Kamal

In the evolving landscape of the tech industry, the transition to hybrid work models has been both a boon and a bane, especially for women striving to carve their niches in this competitive field. While these models offer unprecedented flexibility and the promise of a better work-life balance, they also introduce a new barrier: the digital ceiling. This phenomenon, akin to the traditional glass ceiling, represents the unseen yet formidable challenges that women face in advancing their careers in a hybrid work environment.

Advantages of Hybrid Work

The adoption of hybrid models has undeniably democratized access to opportunities in tech, allowing women from diverse geographical and social backgrounds to participate more actively in the workforce. The flexibility to juggle personal and professional commitments without the daily commute has been a significant advantage, leading to improved productivity and job satisfaction among women.

Unveiling the Digital Ceiling

However, beneath these benefits lies the digital ceiling, a complex layer of challenges that can impede women’s career progression. Key among these challenges is visibility. In a world where physical presence often equates to productivity and commitment, women working remotely may find themselves out of sight and out of mind, struggling to get noticed and, subsequently, missing out on crucial opportunities for advancement.

Networking and mentorship have also transitioned to digital platforms, posing another hurdle. Building meaningful connections and finding mentors or sponsors in a virtual setting requires more effort and intentionality. The spontaneous, informal interactions that foster strong professional relationships are less frequent, making it harder for women to build the support networks essential for career advancement.

The digital ceiling is reinforced by unconscious biases that can flourish in remote settings. When interactions are limited to screens, there’s a risk that performance evaluations become more subjective, potentially disadvantaging women whose contributions might be less visible or who may face stereotypes about their work ethic and capabilities.

Strategies to Break Through

Breaking through the digital ceiling requires deliberate action from both individuals and organizations. For women in tech, increasing visibility means actively participating in virtual meetings, sharing accomplishments with managers and teams, and seeking out high-visibility projects. Leveraging technology for networking is also crucial; platforms like LinkedIn, virtual conferences, and company-sponsored networks can be valuable resources for connecting with peers and industry leaders.

Seeking mentorship remains essential. Women should be proactive in seeking virtual mentorship and sponsorship opportunities, utilizing both formal programs offered by employers and informal networks. The key is to be clear about career goals and seek advisors who can provide guidance and advocate on their behalf.

The Role of Employers

Employers play a crucial role in dismantling the digital ceiling. This includes implementing transparent performance evaluation criteria that recognize the contributions of remote workers, ensuring equitable access to opportunities for growth and advancement. Creating a culture of inclusion and equity, where all employees feel valued and supported regardless of their work location, is also vital. Investing in technology and training ensures that all team members, irrespective of their physical location, have the tools and skills needed to succeed. Fostering an environment that encourages virtual networking and mentorship can help build a more connected and supportive workforce.

Conclusion

The shift to hybrid work models in the tech industry offers a unique opportunity to redefine the workplace, making it more inclusive and accessible for women. However, to fully realize this potential, both individuals and organizations must be aware of and address the challenges posed by the digital ceiling.

By taking proactive steps to increase visibility, build networks, and seek mentorship, women can navigate these challenges and advance their careers. Similarly, employers must commit to creating equitable and supportive environments that recognize and value the contributions of all employees, regardless of where they work. As we continue to navigate the future of work, breaking through the digital ceiling is not just about advancing the careers of women in tech; it’s about building a more diverse and innovative industry.

By Srijith KN

Before, instead of working from home, we used to bring home to work, but during the pandemic, remote work became a necessity, and companies had no option but to offer it as a norm to protect people from the virus.

 Covid was a massive social experiment under unique conditions. Most of us were productive because we were in survival mode. For younger and new workers who joined the company during the pandemic, it would have been troublesome, finding it hard to learn the nature of remote work and understand the company culture. Regular catch-up calls with teammates and managers became a norm, which were essential for staying connected. The reason for the smooth transition to remote work was due to technological advancements and the high level of connectivity provided by companies and governments worldwide. Now, the question arises: what is the future of work?

The changing nature of work has been turbulent; hence, we need to discuss it. Work from home is the fundamental shift that occurred during the pandemic, and we are transitioning to another normal – the hybrid work culture. There was a study conducted on the effects of office commutes on people. Commuting often causes more stress than the work itself, especially dealing with traffic congestion and overcrowded public transport.

Today, companies have been contemplating the future of work, making this topic intriguing. We are all aware that nothing works all the time. Even during the pandemic, there were industries and people who had no option but to work on-site, such as those in the medical and pharmaceutical sectors, who helped navigate through tough times. Not all industries can fully adopt the hybrid work model.

Data worldwide shows an increase in people’s working hours, making it harder to maintain work-life boundaries. Economist data reveals that parents of school-age children experienced more stress. However, the experience varied among individuals, depending on the tasks they were trying to accomplish.

As of 2024, full-time remote work has decreased, with many opting for a combination of remote and office work, seeking flexibility. This poses a major challenge for company owners and top-level executives. They need to consider various aspects of their company, such as security, collaboration, and networking architecture.

Creating a consistent and compelling hybrid work experience is vital for both employee and organizational value propositions. Recognizing the perception of remote work versus office work and being intentional about it can significantly improve our lives. And the current work landscape provides more choices than ever before in the history of human labor.