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Learning & Development
WHY AND HOW TO USE GAMIFICATION FOR CORPORATE LEARNING AND DEVELOPMENT
WHY AND HOW TO USE GAMIFICATION FOR CORPORATE LEARNING AND DEVELOPMENT
WHY AND HOW TO USE GAMIFICATION FOR CORPORATE LEARNING AND DEVELOPMENT
Discover why gamification isn’t meant for all industries.
Bret Kramer VP of Sales and Customer Success, Qstream
December 2, 2022
--------------------------------------------------------------------------------
Gamification hasn’t been proven by science, therefore there is no real way to
tell the effects it will have on your organization, and the facts of this
workplace training option are merely based on surveying employees, says Bret
Kramer, VP of Sales and Client Success, Qstream.
For corporate settings where gamification is appropriate for employee training,
it can effectively boost engagement, creativity, and learning. However, not all
training material is meant to be “gamified”. Business leaders must consider if
gaming is an appropriate method based on the topic the employees are being
trained on and the work environment and setting. Here are common questions and
answers to gamification and how it can be used within a microlearning platform.
HOW GAMIFICATION IS USED IN A WORKPLACE TRAINING PROGRAM
Gamification is using game mechanics, elements, and principles and applying them
to non-game contexts to engage users better. It has become an important tool
that is being taken advantage of when it comes to workplace training, routinely
incorporated into many modern learning platforms.
In most game-based learning events, learners compete directly against one or
more individuals in an interactive experience that somehow rewards learning
performance. Gen Z favors gamification – in fact, according to a Newzoo report,
around 81% of Gen Z’ers reported playing games in the past six months, whereas
the older generations reported less than half that number. The report concludes
that because Gen Z’ers are more familiarized with gaming, they prefer it to be
incorporated into their learning programs. Gamification can effectively keep
employees who are overtaxed with information and other digital distractions
engaged.
ELEMENTS OF A WELL-DESIGNED LEARNING GAME
While there is no one-size-fits-all design for gamification in training, it must
be customized to suit the learning needs of your specific industry, job
function, and work environment. Organizations must align the game with their
business objectives, ensuring the learning experience accurately reflects how
businesses want to convey their training to new employees. A close relationship
between the organization’s training designers and line of business leaders is
crucial for ensuring the main objectives and material of the game are aligned
with business objectives and that the level of gaming, or if using gaming at
all, is appropriate for the given situation and subject matter.
Finally, a well-designed game should refresh the learner’s information
frequently to keep the content relevant and allow for better retention and
engagement. At Qstream, we leverage game mechanics in our microlearning platform
via leaderboards and allow for configuration of the level of gaming or disabling
it to appropriately align with the customer’s goals and level of comfort with
gamification. Using gaming within the right contextual setting allows
organizations to incorporate a healthy balance of competitiveness within the
workplace and rewards employees who perform best.
See More: Why Gamification is the Secret to Managing Next Generation
BENEFITS OF GAMIFICATION
There is no wrong or right industry for gamification or one where gaming is used
more prevalently. Instead, the decision to incorporate gamification and the
extent to which it is used should be based on the subject matter, job function,
and the workers’ environment, as noted previously. Company culture can also play
a significant role in the decision. An example of when gaming is not appropriate
would be certain types of DEI training where it would be inappropriate for other
employees to know who achieved a low score. Another example is for many
frontline workers, where an over-gamified learning experience could cause
serious worker distraction leading to safety issues, production quality issues,
or a poor customer experience. Situation and context are critical in choosing
when to employ gamification in a learning program.
While gamification has many benefits, this type of workplace learning can be
distracting, inappropriate and ultimately downplay the material for high-risk
industries such as food manufacturing and life sciences, and healthcare for some
job functions. Additionally, the incentive of gamified tests in the workplace
often becomes about passing the quiz, completing the game, or getting a high
score – rather than gaining an actual working knowledge of their job and
retaining the information. For example, Dr. Hammedi and her colleagues ask two
interesting research questions:
1. What impact does gamified work have on frontline employees’ job satisfaction
and engagement; and
2. Does voluntary participation moderate the effects of gamified work?
To answer these questions, they conducted three studies with a mixed-method
approach, combining in-depth interviews and two field experiments. As the
authors cite in their introduction, research has shown that properly implemented
gamification in a learning solution can effectively boost engagement,
creativity, learning, and behavior change. It is also possible to use too much
gamification in learning. Gamification fatigue is real, and while it may offer a
unique and novel way to drive engagement initially, it can quickly become an
annoying distraction that employees will dread. While it is crucial to monitor
for potential negative effects of gamification in the workplace, gamification
used appropriately and at the right level is a powerful tool in the arsenal of
learning and development professionals.
FUTURE OF GAMIFICATION
A survey revealed that 81% of respondents claim that gamified activities boosted
their sense of belonging. With employee engagement and retention being a top
priority in the workplace today due to fully remote and hybrid working models,
the future of gamification is looking up. While gamification has been proven to
increase engagement and completion rates for workplace training programs, it’s
important to remember that it matters what level and type of gamification you
provide. Game mechanics are a big part of what makes Qstream’s microlearning
platforms incredibly effective, but offering flexibility in its use and applying
just the right amount of gaming to create healthy competition creates an optimal
learning experience and drives the highest levels of learner engagement.
What does the future of gamification look like? What would you tell someone who
is on the fence about introducing gamified learning into their workplace? Share
with us on Facebook, Twitter, and LinkedIn.
MORE ON GAMIFICATION
* How Talent Development and Digital Learning Must Evolve Amid COVID-19
* 3 Ways To Make Employee Learning Programs More Immersive
* The Surprising Ways Gamification Can Engage Employees
* How Gamification Impacts Sustainability Activities and Their success pathways
Training
SHARE THIS ARTICLE:
Bret Kramer
VP of Sales and Customer Success, Qstream
Bret Kramer is the Vice President of Sales and Client Success at Qstream,
leading the company’s sales team and ensuring its customers are deriving
business value from its microlearning platform. Prior to Qstream, Kramer was the
director of revenue at WNDYR, a consulting firm specializing in digital
transformation. Before that, Kramer spent 15 years selling and deploying
software development tools with Rational Software (acquired by IBM), and for the
past 12 years worked in sales management roles for SaaS organizations. Kramer
graduated from Purdue University with a BS in Computer, Electrical Engineering,
and from Southern Methodist University with an MS in Engineering Management. He
lives in Dallas.
Do you still have questions? Head over to the Spiceworks Community to find
answers.
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