Selling is an innately competitive activity. In the last decade, big companies have implemented gamification as a way to help change behaviors, develop skills and enable innovation among their teams.
It’s been proven that games played at work can actually boost productivity and rev-up employee morale.
In this context, sales leaderboards have taken the lead as the best tools to ultimately pump up sales revenues. Moreover, adopting this kind of platforms helps employees get a full picture of the company’ s goals and how their actions are going to help achieve these goals.
For example, through the data displayed on Hurrah! Leaderboards, each team member can get to feel the value they bring, increasing engagement and aligning personal goals with the goals of the organization.
But, be careful! Having a leaderboard is an awesome idea, as long as you take some good advice in how to design and implement them to transform them into useful (and even life changing!) instruments.
To help you succeed in this path, we present you the do’s and don’t s that every sales executive should take into account. Please take note!
Measure everything by dollars
Attention sales executives! You might feel tempted to measure every victory with the amount of money earned or the number of deals closed by your agents. This is something you should pay close attention to because you don’t want your awesome leaderboard to turn against you.
Focusing solely on the dollars made might distract you from other important factors you should be paying attention to. For instance, in order to make the best out of gamification in the workplace, you need to look at how overall employee behaviors are changing.
Are they calling more leads? Producing more high-quality content? Answering client inquiries faster and more efficiently?
Never forget that productivity, and most importantly, employee engagement have many sides, increasing sales is only one of them.
Choosing the wrong metrics
Like we just pointed out, the aim of gamification should be changing behaviors and fostering employee well-being to the rooftop.
The problem is that poorly constructed leaderboards tend to do the exact opposite. How does that happen? Simple: when choosing the wrong metrics.
Badly designed leaderboards often emphasize those at the top ten in selling numbers, leaving the underperformers way behind. Instead of motivating an agent who is struggling behind, this might cause them to become even more discouraged.
To avoid that any member of the team feels alienated, sales executives must construct leaderboards that enable middle performers to shine just as brightly. At Hurrah! Leaderboards we strongly recommend deploying gamification that allows every single member of the team to feel like the hero of their own game.
Encouraging the wrong behavior
Following up with our previous thoughts, having a leaderboard that just highlights the achievements of top-ranking team players not only will affect individuals performances but also the overall team morale and dynamics.
Competition gone wrong can have terrible consequences. How can we prevent it? Simple. Like all gamification mechanics, leaderboards are nothing more than games with rules. When constructing them, agents should think about how the rules can be bent sideways, and reinforce them through proper design.
Create friendly competition
Don’t lose focus on one of the main goals of gamification: making the workplace fun again for everyone. Leaderboards can be a great tool to achieve this, but reps should not forget the human aspect in this equation.
Talking and explaining (in person!) how the system works it’s essential to creating friendly competition and encourage each team member to work to improve their standings but also to boost collaborative spirit.
Customize your leaderboard
Making your leaderboard visually and aesthetically attractive is a task you should also take very seriously. Sales leaderboards must make it easy to track individual and team progress in an exciting visual format.
With Hurrah Leaderboard we give you the opportunity to customize your background videos, add music to the mix and creating unique “big events” to celebrate big sales, goal achievements, birthdays, special events organized by the company, etc.
Learn more about your team
Last but not least, don’t lose the opportunity to get to know each member of your team through the game.
Putting stars as rewards for high-performing employees or even display flashy graphics does not automatically mean that the team is going to fully engage with the system.
To make this happen executives should take the time to look deeply into who their agents are, what they love, what are their strengths and weaknesses and what makes them tick.
Doing so is the only way to harness their skills and make them more productive and engaged with the organization goals.
Ready to start the game? Do you think there are other bad o good leaderboard practices we should mention? Let us know your thoughts in the comments section!