One doesn't normally associate fast-paced rock music and flashy graphics with online sales training tools. But Rep Race: The Battle for Office Supremacy, the innovative role-playing video game from healthcare marketing agency Concentric Rx, has all that and a lot more. With
Rep Race, Bayer sales reps have a training option that offers far more entertainment than the staid old multiple-choice skills test.
Most surprising of all is the fact that this sales training/testing tool is actually fun.
According to Ken Liss, national sales director of specialized therapeutics at Bayer, "We were seeking a fresh way to help
our specialized therapeutics sales representatives apply the in-depth information they learn about Betaseron and the MS category—a
new, innovative, and active approach."
Bayer was especially intent on energizing the sales force for three reasons. First, the drug had recently received a new indication
for usage after an initial MS event; second, important data on the drug had just been presented before the American Academy
of Neurology; and third, the company wanted to keep the sales force "focused and excited" despite talk of a possible merger
Bayer and Concentric Rx also sought to create a game that would be educational, motivational, and entertaining for Bayer's
relatively young field force, comprised of reps from the video game/Internet generation. Another goal was to provide simple
access to a tool that could teach and test reps in preparation for and as a follow-up to each Plan of Action (POA) meeting.
During the game, sales reps face situations in which they must successfully pitch a doctor on Betaseron (interferon beta-1b),
Bayer's high-dose, high-frequency interferon treatment for multiple sclerosis. In a Bond-esque opening sequence, the player
chooses a character, gets into a sleek, high tech car, and receives an "urgent communiqué" from a higher-up that gives some
background on the impending sales call.
Next, the player might happen upon a medical receptionist, a doctor in private practice, a group of doctors in a cafeteria,
or a doctor in a low-cost medical clinic (to name a few possibilities). The game then generates a multiple-choice question
that either requires the player to choose how he or she will open the sales call or requires the player to respond to a doctor's
initial overture. After the player makes a choice, he or she sees a text box explaining why the choice was or was not correct.
The doctor character responds to the rep based on the rep's answer to the previous question.
Said Michael Sanzen, one of the founding partners at Concentric Rx, "It's not just a fun way to learn the data. It really
is training them in
situational selling." And because of the number of possible questions
and scenarios, no rep plays the same game twice.
First rolled out in early 2007, Rep Race has gone through approximately five incarnations, updated each time to reflect new insights and information. Despite some
initial technical glitches, the first version of the game met with glowing reviews. "The video game approach reinforced what
they were learning through other avenues, and allowed them to actively engage in the materials and the learning process,"
said Liss. "They complete the video game component according to their own schedules."
One characteristic of the game is particularly attractive to sales reps, according to Sanzen. "Reps tend to be very competitive
with one another, and that's been very successful with this game. We designed a Top Ten Leader Board to show players and management
who the highest scorers were." Scores are also tallied by sales district, in order to determine which district has the best
educated sales reps. Those scores are posted on the District Rankings Board.
In order to be certified to attend the next POA meeting, reps must first attain a certain score on Rep Race. Players begin the game with the knowledge that managers will be able to view their scores. "We were up-front with the reps
about the metrics of the program, and it's important to note that it wasn't designed to penalize them," said Liss. "What it
did was allow managers to better identify which people might need some additional training."