4/1/2023 0 Comments Target checkout![]() Is craving that reward a driver for cashiers to pace themselves and perform better?. The interesting side here is whether the positive cue given by meeting the requirements is enough of an immediate “brain” reward to make checking performance a habit. The point of the feedback here is that it is constant, giving cashiers an immediate indication of their performance. One employee even said that it “makes work feel like a game”. Having grown up with video games and various gamification engagement features in all walks of life, younger employees see the target feedback in more of a positive manner. While the older employees feel that this is a simple way for Target to monitor employees and send them a message about the need for efficiency and speed, the younger employees feel quite differently. Interestingly, the different Target employees have differing views on the practice. In addition they can see an indication of their average speed for the last several transactions – a personal benchmark for achievement rather than an external one. If they are doing well, they can see that too, and feel accomplished. In this case, if they inadvertently slowed down, they are immediately notified. Employees see one of three letters (G, Y, and R for green, yellow and red), which indicates whether they have met their speed requirements on the last transaction. The cash register monitors the time it takes the cashiers to handle each client and gives them simple and immediate feedback on their screen. ![]() Target has quite a well-known gamification mechanic for its cashiers – you can read about it here. So, gamification feedback examples, here we go: Target as a case study – Feedback-centric gamification turns work in to a game for younger employees Another example I just discovered, through this TechCrunch article, is posture.io. One of the better known examples is Target’s use of gamification and feedback for its cashiers. I’m always on the lookout for great examples of how gamification and feedback work well. That’s why we’ve compared gamification to fitness trackers such as fitbit and even wrote about the quantified self becoming the future of HR software. Gamification can be used to immediately tell people how they are doing and give them the auto-corrective measures to do so. What gamification offers is that instead of a too-late discovery – “oh, I’m not performing well today”, which immediately dampens enthusiasm for the remainder of the day – performance can be reflected as feedback immediately, effectively indicating the next best action. I believe this is one of the more salient points about gamification, but it is nevertheless often missed as people imagine looking at their leaderboard position at the end of the day, but don’t get the compelling immediacy of gamification and its power of real time feedback. One of the benefits of gamification is the immediate feedback it can give people about performance. ![]() A screen shot of posture.io credit: techcrunch ![]()
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