Converting Learning Into a Game
Using games as a method to engage toddlers, children, and teenagers in learning is nothing uncommon to most of us. But what sounds a bit odd at first is utilizing the same technique to get workplace professionals to perform better and with higher quality results.
Primarily younger generations are used to being incentivized in everything that they are doing: receiving positive feedback from their smartwatch when walking or standing for a specific time, collecting rewards points at their favorite coffee shop, or saving miles with each airline ticket purchase. Yet, when it comes to learning relevant skills and gaining knowledge in their careers, they often don’t get any feedback on their performance. It is usually expected that employees enjoy learning for the sake of merely gaining theoretical knowledge.
This outdated kind of information transmission simply does not fit the spirit of our time anymore.
Gamification is the primary method to engage employees and can be implemented into various aspects of their job, e.g., conveying important information, teaching valuable skills, and boosting team performance.
What is Gamification?
Gamification describes strategies that bring elements, often used in and associated with games, into a non-game environment. Those can be badges, leaderboards, quizzes, points & scores, levels, or challenges. (Source: Huotari & Hamari, 2012)
However, gamification is not only about turning the workplace into a game. Its rather about motivating workers, driving higher employee productivity, and improving business outcomes. Gamification techniques tailor game mechanics and motivational methods to add competition to the work environment and foster employee behavior needed to achieve critical business goals.
Gamification thus can be used to educate, motivate, and engage employees, optimize workflows, and attract (young) professionals. It typically utilizes four different levers to show its potential:
Motivation: Employees are motivated by the opportunity to get rewards and recognition
A sense of control: Gamified tasks give employees the feeling of being in power, which taps into their intrinsic motivations.
Cues to action: Employees are prompted to complete tasks. Gamification features within an app or a platform can help them know where they are and where they are going.
A sense of competition: People are competitive by nature. They like to set goals and compete with themselves or others.
Benefits of Gamification
When done correctly, gamification can boost employee productivity and engagement significantly.
Gamification can be a powerful tool to foster a more positive work environment. The effects it can have on participants and employees can differ depending on the gamification methods introduced to the environment:
- Increased motivation: usage of goals, achievements, and rewards systems encourages motivation, increases satisfaction, and sequentially performance.
- Improved productivity: this comes as a result of a more relaxed and collaborative environment and increased motivation.
- Strengthens communication: communication between different teams and departments often improves and becomes more fluid.
- Favors employees engagement: gamification features increase the sense of belonging into the team and also the identification with the companies goals.
- Introduces innovative dynamics: game-based learning to develop skills helps the growth of both the business and the employee, ultimately resulting in potential organizational innovation.
- Develops specific skills: gamifying training programs helps employees with learning effectively.
- Transparency of individual performance: leaderboards, scores, levels, and badges help to showcase accomplishments and improvement especially in areas where its hard to measure performance, e.g., learning and skill-building
- Transmits corporate image: nowadays, most employers aim to position themselves as innovative, forward-thinking, and inclusive. Gamification helps to portray that image inside and out.
Risks of Gamification
Gamification methods portray very subtle but yet powerful tools. Therefore, the risks of implementing some tactics are relatively small. The following points describe the most commonly made assumptions or mistakes when implementing gamification features into the workplace.
- Like with many other things in life, more is not always better. Over-exploitation of games-based motivation can cause fatigue and make employees feel stressed.
- Poor execution of gamification techniques causes another risk. Game elements should be implemented carefully in a work environment to meet business objectives.
- Like with many other methods, gamification is not the holy grail to an innovative organizational culture. When implementing gamification principles, one should not over-estimate the effects it will have on employee satisfaction. Changing the corporate culture for the better is a complex undertaking in which gamification might represent one of many steps to implement a positive change.
Gamification in Corporate Education
Most employees probably don’t have positive associations when hearing the word “learning.” After all, it often means reading dull textbooks, listening to lectures for hours, or clicking through standardized online tests.
Gamification can turn learning into a fun game. It adds dynamics to the process by introducing points and badges as prizes for completed tutorials, ultimately making the process more enthusiastic and engaging. A little friendly competition hurts nobody - though, it comes a long way in building lasting bonds within teams. Games kick in an urge not only to perform well as an individual but also to break records as a team and encourage collaboration and, thus, help co-workers to achieve better results.
Use Cases for Gamification in Training
- Onboarding: As a new hire, the onboarding day usually comes with mixed emotions. On the one hand, excitement about tackling a new challenge at a new job in possibly even a new company. On the other hand, disillusionment when the first hours or even days are spent along watching dull videos, reading manuals, and working through mounts of paperwork.
- Improving training results: An organization creates a win-win situation where the employees are engaged and much more inclined to remember the knowledge they are being taught. Using interactive and playfully competitive methods, organizations can make learning more fun, ultimately leading to a better-educated workforce.
- Make routine training more engaging: Most employees dread going through compliance or safety training. Even though the transferred knowledge is highly relevant. Merely designing the process to be more fun, results in employees that internalize the information and are less likely to forget it.
Gamification is not a particularly new concept. We probably all experienced the effects ourselves as children in school. When it comes to engaging adults at their workplace, there are many possible ways to introduce gamification. Here are some of our favorite examples:
- The language learning app Duolingo uses streaks, daily goals, and a finite number of lives to motivate users to log in every day to continue learning.
- Yousician helps users to learn an instrument with an incentivized learning path that increases difficulty over time and provides instant feedback.
- Similarly, Nike+ Run challenges its users to compete against friends or other athletes from around the world with leaderboards, badges, trophies, and challenges.
This wouldn’t be an all-encompassing blog post about gamification features without mentioning our own tips and tricks.
Here are our Top 3 Favorite Learner-Engaging-Gamification Features that our Learners Absolutely Loved:
- Learning-points: Learners can earn points based on their learning activity on edyoucated. Points help our learners getting a feeling of their achievements and is the basis to compare their progress with their peers.
- Leaderboards & team vs team competitions: We are always amazed by the response we get from clients and how competitive they get in challenging other teams. That friendly competition ultimately drives them to continue learning new skills and gain knowledge constantly.
- Setting learning goals: Our latest feature allows learners to set their own weekly learning goals, which sequentially helps them improving on a continuous level.
Actually, most of those methods don’t even require an app or platform solution. For example: simply count the number of courses completed or hours spend on training classes manually and create a physical leaderboard within your office. You’ll be surprised that the psychological effect is the same.
Adding Gamification into Existing Learning Materials and Processes
Introducing gamification to boost employee engagement doesn’t have to be a complex and complicated change within your learning structures.
Few Learning Management Systems (LMS) already provide a couple of gamification features (e.g., avatars and process bars), which can be easily implemented.
Though, whoever wants a more comprehensive and holistic integration of gamification principles to maximize learning efficiency and effectiveness, should probably look at some Learning Experience Platforms (LXP). An LXP has a learner-first approach to delivering learning materials and is probably the best way to engage employees in advanced training.
Check out our Blogpost to find out more about the differences between an LMS and an LXP.
Technological advancements happen faster and faster, resulting in a continuously changing workplace shaped by digitalization, automation, and artificial intelligence. With this constant change surrounding us, the requirements for employees’ knowledge and skills are always evolving. In a time where education is our most valuable good, employers need to engage employees in the learning process.
Gamification provides the right tactics to make learning and performing on the job more fun and engaging and, therefore, ultimately efficient and effective.