Gamification is a popular tool in corporate training. It transforms routine learning into interactive experiences with game-like features, such as points, badges, and leaderboards. It became widespread in the 2010s, but businesses had been experimenting with game mechanics since the 1980s.
The popularity of this approach is not coincidental – people love games. It allows companies to make training more engaging and memorable. In fact, studies show that gamified learning can boost engagement by 48% and improve retention by 34%. No wonder the gamification industry is expected to surpass $172 billion by 2030.
However, businesses often do not get the expected outcome from implementing gamification in training. Why does it happen? Do they use it incorrectly, or is gamification just an overestimated buzzword? Let’s find out!
How Does Gamification Work in Corporate Training?
Gamification in corporate training motivates employees through three key psychological drivers: autonomy, value, and competence. Employees feel motivated when they have control over their actions (autonomy), when they see (value) in the task they are working on, and when they believe their efforts will lead to mastery (competence).
Many corporate leaders have seen a positive impact after implementing gamification. For example, Prabhath Sirisena, Co-founder & CPO at Hiveage, says, “We need to change the way we think about learning. Gamification has the power to turn the traditional ‘boring’ training into something fun and impactful.”
There are many ways to implement gamification strategies in the workplace. From using leaderboards and badges to progress tracking and simulations, it can take various forms. For example, competitive challenges are great for sales teams, and scenario-based simulations work better for customer service employees. Companies also use immersive training tools, such as VR-based simulations, for hands-on learning.
Why Does Gamification Often Fail?
Many companies invest a fortune in implementing gamification only to find out later that the level of employee engagement has not changed a bit. That’s frustrating. But why could this approach fail? Here are some of the reasons:
- Going overboard: Gamification is associated with points, badges, leaderboards, levels, and more. But there is no need to incorporate all these elements into training as they may not always align with the training objectives. Otherwise, your employees might get confused. They will perceive this activity more as a chore than a fun task. When gamification becomes too complex, it loses its appeal and fails to motivate.
- Poor platform design and user experience: A poorly designed gamification platform can quickly disengage employees. If the interface is cluttered, the rules are unclear, or the software is difficult to navigate, employees will be reluctant to use it. Gamification platforms must be intuitive, visually appealing, and user-friendly. Otherwise, participants will quickly lose interest.
- Too much focus on competition: Competition can motivate employees, but too much focus on leaderboards and rankings can have the opposite effect. Not everyone enjoys competition–some may find it stressful or discouraging, especially if they always rank low. This can create a gap between top performers and other employees. This presents a risk of creating a negative work environment instead of fostering teamwork and growth. That’s why gamification must balance competition with collaboration.
- Lack of rewards: Gamification fails when the rewards lack real value. These rewards should match what employees truly care about and give them a sense of progress. All the badges, points, or titles are fine, but they also must somehow relate to career growth, skill improvement, or meaningful recognition. Otherwise, employees won’t be motivated to participate.
- Individual and cultural differences: Employees are motivated in different ways. Their backgrounds, personalities, and preferences affect how they respond to gamification. A single approach cannot work well for everyone. For example, some may enjoy teamwork, while others may prefer personal challenges. It’s important to always consider these differences.
Gamification Strategies that Bring Results
Gamification can be highly effective when implemented wisely. Here’s how to introduce it in a way that actually works, with practical examples for an e-commerce business.
1. Set Clear Goals
Before you start, define the key learning objectives for your employees and communicate them clearly. For example, if you want to improve customer service, the training could include interactive scenarios where employees earn points for successfully handling different types of customer interactions.
- A training module for e-commerce teams can simulate real customer questions, where employees must select the best responses. Correct answers earn points, allowing employees to progress through levels as they master various scenarios.
2. Offer Nice Rewards
People are seldom motivated by simple badges. Rewards should be something employees actually care about, such as career growth, skill-building, or meaningful recognition. A mix of digital badges, special privileges, and attractive incentives works best.
- Employees who complete all levels of a product knowledge training program could receive discounts on company products or access to exclusive training.
3. Mix Competition and Collaboration
Some people love competition, but others prefer teamwork. A good gamification strategy balances both. Let your employees compete individually but also contribute to team goals so that everyone stays engaged.
- Customer service employees can earn points for resolving issues efficiently; at the same time, teams can also compete for the highest average customer satisfaction score.
4. Challenges Must Be Realistic
If training feels too easy or completely unrelated to the job, employees will not take it seriously. That’s why the challenges you set should match your employees’ skill levels and gradually get harder.
- Create a Black Friday program. Employees will have to train in a simulated high-pressure sales event where they handle customer questions, out-of-stock issues, and returns.
5. Make Learning Rewarding, Not Required
Employees usually resist anything that feels forced. Instead, create an environment where they want to participate by making it fun and showing the benefits.
- Launch a voluntary “Customer Champion” program where employees complete fun challenges in handling customer complaints. Those who complete it could get extra perks, such as an extra day off or a small bonus.
6. Give Instant Feedback
Gamification is most effective when employees receive immediate feedback. Progress bars, scores, and instant corrections help keep them engaged and motivated to improve..
- Use a digital dashboard to show employees their daily sales numbers, how they compare to past performance, and personalized tips on how to improve.
7. Use Technology
Gamification becomes even more engaging when combined with modern tools like interactive quizzes, simulations, and augmented reality (AR). Not only can this improve engagement, but it also helps employees learn and adapt to new tools in an interactive and effective way.
- Warehouse employees can use AR headsets to pack and ship orders in a virtual environment before handling real inventory.
8. Assess and Always Track How It Goes
Not every gamification element will work perfectly the first time. Regularly monitor participation rates and feedback to understand what your employees will respond to best. If engagement drops, make adjustments; offer more rewards, add new challenges, or make the experience more interactive.
- If employees are losing interest in a leaderboard system, you can switch to achievement-based milestones that offer real rewards instead of just virtual rankings.
The main thing is that your gamification initiatives should always be fresh and exciting. Don’t hesitate to introduce new challenges, levels and even seasonal themes to maintain interest. This way, a dull, mandatory training program turns into a rewarding experience.
Best Gamification Tools and Platforms
Nowadays, implementing gamification doesn’t require any special skills. You do not need to be super creative to add gamification. All you need to do is choose the platform that best suits your training needs. Here are some examples:
- Kotobee Author is an award-winning interactive ebook creator that helps educators make learning more engaging. With this software, you can incorporate mini-games into the training materials and track the progress of your employees.
- Gametize platform creates game-like experiences for training purposes, with challenges, rewards, and leaderboards. It also provides analytics to track participation and measure the impact of your training programs.
- Docebo is a cloud-based LMS that incorporates gamification. It can be a great choice for corporate learning processes. You can easily integrate it into your system and add various game-like elements to routine tasks.
- Kahoot allows you to create interactive quizzes and trivia games. You can use it for friendly competition within your team and make training sessions lively. The platform is perfect for friendly team competitions and quick knowledge checks.
Conclusion
Gamification can improve employee engagement and skills if you implement it correctly. The key here is to motivate your team to participate using rewards, challenges, and a bit of friendly competition. Just make sure to align the activities with the company’s goals and culture.
Moreover, don’t forget to continuously measure your efforts in implementing gamification to see what’s effective and relevant for your company. This ongoing process will benefit not only the organization but also the employees, fostering growth and success for both.
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