Featured Video!

Talk on Gamification at Google

Our Co-Founder Yu-kai Chou did a talk on gamification and rewards at Google. Check it out!



The New Captain Up is here!

Captain Up makes awesome gamification videos!

Enjoy this video from Captain Up!

 

 

TEDx Talk on Gamification by Yu-kai Chou

Best Gamification Examples all in a TEDx video!

Here’s one of the best talks on Gamification in TEDx, by Gamification Expert Yu-kai Chou.

He talks about how the 8 Core Drives of Motivation drives us to do everyday actions better. This talk is done in Switzerland, and already has over 40,000 viewers!

On his website, he also includes a great deal more Gamification Examples to inspire the world!

Gamification Guru Yu-kai Chou analyzes Jane McGonigal’s SuperBetter 1.0 through his Octalysis Framework

Gamification Guru Yu-kai Chou analyzes Jane McGonigal’s SuperBetter 1.0 through his Octalysis Framework

There are many gamification gurus in the market. Jane McGonigal is definitely one of them, and the other is the creator of Octalysis Yu-kai Chou.

In this video, Yu-kai Chou analyzes Jane McGonigal’s product Superbetter. Enjoy!!

Top Gamification Video by Yu-kai Chou!

New content from Gamification Expert and Author Yu-kai Chou

After a year of hiatus, Yu-kai Chou has released his latest video of the Beginner’s Guide to Gamification. It features footages from California, Norway, Poland, Bali, Hawaii, Macau, Hong Kong, South Korea, Czech Republic, and more!

In this video, Yu-kai talks about how to apply the 8 Core Drives into the Discovery Phase of a Player’s Journey.

Enjoy!

Adding Unpredictability into your Experience

Unpredictable Rewards and Easter Eggs!

Gamification Expert Yu-kai Chou talks about how to add suspense, unpredictability, and easter eggs into your experience.

Gamification Video: Beginner’s Guide to Gamification 20 of 90

Here is the new episode about Intrinsic vs Extrinsic Motivation!

10 Principles in Culture Gamification: The RewardMe DNA

RewardMe

Culture Management is essential for growth stage companies

Our company has been through many cycles and products throughout the years, but it’s the passion and bond between teammates that have always carried on with us. That will continue to carry on no matter what size we grow to. We are a team, and we are a family.

This places an enormous emphasis on having the right Culture. Culture is something intangible but very impactful. It affects team morale, productivity, conflict resolution, decision-making, and hiring — basically everything that moves the company forward in the right direction. It is something that needs to be nurtured and maintained, as it could easily be diluted as the company grows.

Therefore, I spent a lot of time researching about companies that boast their cultures as a competitive edge, including Apple, Zappos, Netflix, Yammer and more (yes, I’m not pretending I came up with all this stuff. The giants get the credit and I get the shoulders). I also made a list on what most of my friends love about their jobs, and what they hate about their jobs to figure out how can we create a system that automatically generates the former and eliminates the latter.

It seemed striking to me that, everyone complains about their managers, but when these complainers become managers themselves, nothing has changed, as people below them still complain about their managers. Clearly the “bad manager” syndrome is not based on an individual’s capability, but an overall system flaw.

Culture is the system that either creates the right environment where everyone can easily be good managers, or where bad managers are kicked out, so good people do not lose motivation.

A culture based on Gamification

There’s a certain DNA within the RewardMe Team Members that keeps us all bonded together. We call it a DNA because it isn’t just rules that look nice, but it should be something that is ingrained deep inside every member, which is reflected upon daily conduct.

These are not just fancy statements we put on walls and badges, but all team member are evaluated (and rewarded) based on how well they have this ingrained into them. Hiring and firing should not only be based on performance output, but also environment output.

1) Put positive energy into the company

Bad attitude in the company is UNACCEPTABLE. Your responsibility in the company is not only to perform, but to make everyone around you better in every way you can. Don’t be the “Game over man!” guy you see in movies. Be that person who is always thinking positively and encouraging others. Always inspire hope and ideas to new solutions.

2) In whatever you do, be exceptional and over-impressive

Our competitors are filled with good people. That’s why we all need to be excellent. We believe the best people are 10x compared to the average, and we should always strive to be that 10x. You need to care intensively about outperforming expectations and getting more wins together as a team.

You need to maintain calm poise in stressful situations and be a strong pillar, especially when it takes many pillars to hold up a roof. We don’t care about being over-impressed with your hours. We want you to create WOW moments for the rest of the team. Do whatever it takes to achieve that.

3) Build a Positive Team and Family Spirit

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