The Gamified Elearning concept seems to be very simple (and interesting) certainly – take the elements that make the game habits such as points or rewards, and add it to your educational program at the workplace.
But is it easy? Is that all you have to do to make your training “fun?”
The answer is no. If you do not modify the gamification in the right way, it could feel strength and even unusual. This can lead a negative impression, worse than your simple, old training method.
So how do you play employed learning and get the most out of it? Let’s dismantle it.
1. Determining clear objectives
Gamified Elearning is not as simple as adding elements of similar games to your training modules. Sure, it can attract your employed attention for a while, but gamification without clear goals will not drive the real.
The first step? Remove what you want to achieve by gamification.
And no, we are not talking about vague goals such as “improving skills” or “strengthening involvement”. You need to zero on specific, measurable results that move the needle. For example:
PLACE: “Increasing Employee’s Obligations in Training Program”
- Try: “Strengthening the Completion Rate from 30% to 70%”
PLACE: Simplify the training module
- Try: Identification which parts of the training are complex and how would you like to divide them into digestible pieces for students
Such clarity and specificity make it easier to measure success. But into your gamification strategy, get too many goals. It is best to start with small, milestones and work on your destination.
Important tip: The rule, you need to create intelligent goals that are a shortcut for a particular, measurable, achievable, repeated and time -bound.
2. Incorporation of points, badges and ranking (PBL)
Points, badges and rankings (PBL) are the Holy Trinity of Gamification. They are connected to our basic need for recognition and desire for a state. Together they create a sense of purpose and procedure in your educational program, thereby maintaining staff.
Let’s understand them one by one:
- Points: It is the easiest way to reward employees for performing tasks or involvement in training material.
- Badges: It serves as visual brands of success, celebrating milestones such as mastering skills or completing the module.
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- Labs: They encourage employed to better perform by adding competent benefits to the educational program.
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PBL is a strong strategy for the motivation of employees and creating a sense of success. But its effectiveness depends entirely we as You use it. Here are some tips to help you:
- Always assign strategic points. For example, pay higher points for completing tasks (such as playing roles with difficult interaction with customers) and fewer points for routine activities (such as watching training video about SAAS email marketing).
- Create badges with meaning. For example, the “Coincidence champion” badge could sign someone who has completed all modules of compliance and evaluated over 90% of the evaluation.
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- Adapt the rankings to your goals. For example, instead of displaying the overall score, the display rating is like “the most improved” or “the fastest completion time”.
Before we move to the next strategy, there are two quick things that you must have when implementing PBL:
- He never uses points as trophies of participation. If employees can earn points by just discovery, the strategy will lose credibility.
- The badge for each lesser success can dilute its value. So don’t overdo it.
Now for the next section.
3. Design of eye -catching challenges and quasters
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Gamification is doing the excitement of the Council for Tasks and Problems. However, their design can be a hard matrix to burst.
What does it give? If it is too easy, your employees will relax. If it is too heavy, it will take over frustration.
Therefore, you have to curate challenges/ tasks that push students out of their comfort zones, but also keep them in return for others.
Here are six ways to help you hit this sweet place:
- Challenges must reflect scenarios in the real world. For example, see how Domino prepared this simulation, where the employee had to practically prepare pizzas and get orders correctly. Now it is not only fun but also falling.
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- Every challenge must have a clear endpoint. So for challenges such as playing role interaction with customers, you can set a goal to improve customer experience and reduce the outflow rate by 20%.
- Divide the challenges into levels in order to introduce the procedure. This means that the first few levels of the challenge can consist of easy tasks, with a growing level of difficult.
- Adding timers. This is the next step you can take to make a challenge for employees exciting and more engaging. However, donation is exceeded by creating anxiety between employees to intervene urgency.
- Create a narration. Deloitte’s Zombie-S Theme on board is a great example of mixing stories into the effort to immerse immersion. New employees had to perform tasks to learn consulting skills and “survive the apocalypse”.
- Reward gradually. The tasks are long and if the rewards are provided only at the end, the day can be stunning. So be sure to reward the employed by achieving certain milestones within the task.
4. Providing the feedback of Immote
Feedback is the spine of any learning experience. But the most important thing about is how immediate it is.
For example, providing feedback a week after the training can dilute the impact of your training program, no matter how fun and engaging it was.
So first be instant (better if you can offer real -time feedback).
Secondly, it provides constructive feedback that helps students correct errors. Employees responded to a combination of encouragement and leadership.
Third, be specific. Generic comments as “good work” or “try hard” are not really useful. Instead, your gamified training module should emphasize what happened well and what requires improvement.
Finully, do not overcome your job with too much feedback on ICCE. Focus on one or two key points to improve with each task.
5. Support for cooperation through team activities
People are naturally social. Adding cooperation to your training couplings to this innate desire to share ideas, cooperate and achieve common goals as a group.
Thus, while individual challenges focus on personal growth, team educational activities bring different perspectives and skills to the table. This not only helps your employees to learn from each other and increases employees’ productivity through shared knowledge and automation, but also supports the feeling of friendship.
To build an engaging team activity, keep in mind the following two principles:
- Different roles, shared goals: Assign specific roles in the team so that each member contributes in a meaningful way. But keep a common goal for team members to join to achieve it.
- Interdependence: While each team member has a clear role, the success of activity should rely on collective efforts, not just individual performance. For example, in a supply chain simulation, one team member could manage the provision while the other manages. In this way, both members coordinate to ensure timely delivery.
There are several and Sundays for team activities to be truly effective:
- Do: If you create more teams, regularly rotate team members. This helps employees to interact with different colleagues and keeps things fresh.
- Of that: Create scenarios where members of the Seme team feel exaggerated, while others barely contribute.
- Do: Do team activities engaging, not a chore. To measure the interest and improvement of activities to ensure that they are pleasant and productive.
Important tip: Grouping students who benefit from hearing impulses with those who may seem difficult. Consider implementing tools that Convert text to sound (and vice versa) to make your training accessible to everyone and provide various experiences from Elearning.
6. Implementation of monitoring and rewarding progress
Following progress provides employees with a real time. Answers the key questions: What did I achieve? How many levels are there? What will be next?
Without a clear way of monitoring progress, students can quickly lose direction and motivation.
Here are several popular ways to effectively monitor progress:
- Dashboards: This is by far the most comprehensive transmission monitor. It allows you to use all their power metrics in one place. It is ideal for programs earned points, unlocked badges, completed tasks and overall evaluation.
- Boundary marks: Milestones not only help to divide training into phases or levels, but also provide students with a sense of success as they move higher.
- Continuous stripes: Simple but effective, show accurate how much task or course has been completed.
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However, tracking is only half the equation. To maintain motivation, you must also reward their progress.
Reward usually falls into two categories –internal (Access to advanced levels or certificates) and external (Tangible incentives such as gifts and extra leave).
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When designing a reward system, keep in mind the following tips:
- Adapt the rewards to deal with the employed preference. For example, the employed could prefer public cries, while another appreciates a private note of recognition.
- Balance small, frequent rewards (badges or points) with larger prices (“Moon employee”).
- Celebrate success, but also provide a clear way for what is besides momentum.
7. Ensuring a balance for justification
“The overload of his strategy gamification with rewards or competitions may fail. When employees focus too much on external rewards, they can lose motivation to learn – a phenomenon known as exaggerated.
Vineet Gupta, Founder – 2xSas
To have it, it is necessary to achieve balance. Thus:
- Design your gamified experience with clear elearning objectives that are communicated with employees in advance.
- Incorporate moments when employees can evaluate their own progress and growth.
- Use rewards sparingly and ensure that they feel meaningful.
- Too compatible light adjustments can demotivate those who try to keep up. Cooperation thus represents elements such as feedback based on peer, unified shared team inbox,, Now the team building activities to balance dynamics.
- Ensure that each element of your gamification strategy connects back to the umbrella object development of employee skills.
Conclusion
In the end, the gamification is a means of the goal, not the end itself. It is easy to kidnap the splendid technology, but in your heart is gamified Elearning to seize employees for growth, development and meaningful way.
With the strategies we shared in this article, create a solid gamified training program and focus on internal motivation. We are sure that your employed will contribute and go extra, not because it is necessary to climb the badge or ranking, but because they really care for their growth and value they bring to your company.
About the author
Natasha Merchant specializes in content marketing and has been doing it for more than 6 years. Sheep creates maps of content marketing for companies and has written content for various publishing websites.
Currently, SaaS is helping to buy online visibility with SEO, content marketing, and linking links. natasha@saasbuy.com
