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Workplace Gamification: Onboarding Vs. Scaffolding (Contrasts)

Discover the Surprising Differences Between Workplace Gamification Strategies: Onboarding Vs. Scaffolding.

Step Action Novel Insight Risk Factors
1 Define the Scaffolding Approach The scaffolding approach is a method of teaching that involves breaking down complex tasks into smaller, more manageable steps. In the workplace, this approach can be used to help employees learn new skills and improve their performance. The risk of using the scaffolding approach is that it can be time-consuming and may not be suitable for all employees. Some employees may find the approach too structured and prefer a more flexible learning environment.
2 Define Employee Engagement Employee engagement refers to the level of commitment and enthusiasm that employees have for their work. Engaged employees are more productive, more satisfied with their jobs, and more likely to stay with their employer. The risk of low employee engagement is that it can lead to high turnover rates, decreased productivity, and a negative work environment.
3 Define Learning Retention Learning retention refers to the ability of employees to remember and apply what they have learned. Effective training programs should focus on improving learning retention to ensure that employees are able to use their new skills on the job. The risk of poor learning retention is that employees may forget what they have learned, leading to a waste of time and resources.
4 Define Performance Metrics Performance metrics are measurements used to evaluate employee performance. These metrics can include things like productivity, quality, and customer satisfaction. The risk of using performance metrics is that they can be subjective and may not accurately reflect an employee’s true performance. Additionally, employees may feel that they are being unfairly evaluated if the metrics are not clearly defined.
5 Define Motivational Factors Motivational factors are the things that drive employees to perform well. These factors can include things like recognition, rewards, and a sense of purpose. The risk of not addressing motivational factors is that employees may become disengaged and less productive.
6 Define Skill Development Skill development refers to the process of improving an employee’s abilities and knowledge. This can be done through training programs, coaching, and on-the-job experience. The risk of not investing in skill development is that employees may become stagnant and less effective in their roles.
7 Define Feedback Loops Feedback loops are a way for employees to receive feedback on their performance. This can be done through regular check-ins with a manager, peer evaluations, or self-assessments. The risk of not having feedback loops in place is that employees may not know how they are performing and may not have the opportunity to improve.
8 Define Goal Setting Goal setting is the process of setting specific, measurable goals for employees to work towards. This can help to improve motivation and focus, as well as provide a clear path for career development. The risk of not setting clear goals is that employees may not know what is expected of them and may become disengaged.
9 Define Incentive Systems Incentive systems are a way to reward employees for their performance. This can include things like bonuses, promotions, and other perks. The risk of using incentive systems is that they can be expensive and may not always be effective in improving performance. Additionally, employees may become overly focused on the incentives rather than the work itself.


  1. How can the scaffolding approach improve employee engagement during onboarding?
  2. How do motivational factors impact the effectiveness of feedback loops in workplace gamification?
  3. Common Mistakes And Misconceptions

How can the scaffolding approach improve employee engagement during onboarding?

Step Action Novel Insight Risk Factors
1 Personalize the learning experience By tailoring the onboarding process to the individual employee’s needs, interests, and learning style, they are more likely to be engaged and motivated to learn. Risk of not having enough information about the employee’s preferences and needs.
2 Use gamification elements Incorporating game-like elements such as points, badges, and leaderboards can increase motivation and engagement. Risk of overusing gamification and making it feel forced or inauthentic.
3 Break down learning into microlearning modules Breaking down information into smaller, more manageable chunks can help employees retain information better and feel less overwhelmed. Risk of not providing enough context or depth in each module.
4 Provide social learning opportunities Encouraging employees to learn from each other through group activities or mentorship can increase engagement and build a sense of community. Risk of not providing enough structure or guidance for social learning to be effective.
5 Set clear goals and track progress Providing clear goals and metrics for success can help employees feel a sense of accomplishment and progress. Risk of setting unrealistic or unclear goals, or not providing enough feedback on progress.
6 Implement reward and recognition systems Providing rewards and recognition for achievements can increase motivation and engagement. Risk of not providing meaningful or relevant rewards, or creating a competitive or toxic environment.

How do motivational factors impact the effectiveness of feedback loops in workplace gamification?

Step Action Novel Insight Risk Factors
1 Understand the different types of motivation Intrinsic motivation comes from within, while extrinsic motivation comes from external factors such as rewards or recognition Misunderstanding the difference between intrinsic and extrinsic motivation can lead to ineffective feedback loops
2 Determine the appropriate motivational factors for the desired outcome Rewards, recognition, competition, collaboration, autonomy, mastery, purpose, and goal-setting theory can all be effective motivators in workplace gamification Over-reliance on one type of motivator can lead to a lack of engagement from certain employees
3 Apply motivational factors to feedback loops Feedback loops can be used to reinforce desired behaviors and provide opportunities for growth and improvement Poorly designed feedback loops can lead to demotivation and disengagement
4 Consider the impact of individual differences Self-determination theory and social cognitive theory suggest that individuals have unique needs and preferences when it comes to motivation Ignoring individual differences can lead to ineffective feedback loops and decreased engagement
5 Use expectancy theory to ensure feedback loops are perceived as fair Expectancy theory suggests that individuals must believe that their efforts will lead to desired outcomes in order to be motivated Unfair feedback loops can lead to decreased motivation and engagement

Common Mistakes And Misconceptions

Mistake/Misconception Correct Viewpoint
Workplace gamification is only for entertainment purposes. Gamification can be used to enhance employee engagement, motivation, and productivity by incorporating game elements into work-related tasks. It is not just about entertainment but also about achieving business goals.
Onboarding and scaffolding are the same thing in workplace gamification. Onboarding refers to the process of integrating new employees into an organization while scaffolding involves providing support and guidance to employees as they learn new skills or complete tasks. Both concepts are different but can be incorporated into workplace gamification strategies depending on the specific needs of the organization.
Gamifying onboarding means turning it into a game with no real-world application or relevance to job duties. Gamifying onboarding involves using game mechanics such as points, badges, leaderboards, etc., to make the process more engaging and interactive for new hires while still providing relevant information about their roles and responsibilities within the company. The goal is not just fun but also effective learning that translates into better job performance later on.
Scaffolding through gamification means spoon-feeding employees without challenging them enough. Scaffolding through gamification should involve gradually increasing levels of difficulty so that employees feel challenged yet supported in their learning journey towards mastery of a particular skill or task.
Gamified training programs are one-size-fits-all solutions that work for all types of learners. Gamified training programs need to take individual differences among learners (such as age, gender, culture)into account when designing games so that everyone feels included and motivated during gameplay sessions.