Gamification in HR Part 2: Learning and Development

As discussed in the previous article ‘Gamification in HR: Recruitment’, gamification involves managers creating a game-like environment for business activities to better engage and motivate workers.

Gamification in Learning and Development

Now we all love gaming, it creates a competitive and stimulating experience and, before you know it, time has flown by and you are late for dinner. So, imagine utilising gaming principles in a business environment, how much more fun could be had! Similar to recruitment, gamification can be integrated into the development stages of a business to help employees build their skills in a more entertaining and stimulating atmosphere.

Gamification will revolutionise the workplace as managers integrate technology to improve and refine the employees learning experience.  The risk and reward principals behind gamification keep employees challenged, stimulated and engaged, transforming tedious training into a fun and rewarding learning experience. Training programs can now be viewed as an interactive experience where employees get an opportunity to learn and flex their skills in a practical setting, rather than simply learning theory. Gamification can also breakdown real-world barriers between employees at all levels, by providing a new platform to encourage friendly competition, teamwork and a channel for informal communication.

James M. Barrie quotes that “Nothing is really work unless you would rather be doing something else.” Well not anymore James!

Staying in the Game

As technology becomes more readily available in the workplace, it is important managers implement some degree of gamification to keep employees engaged and trained correctly.

Currently, online training is mainly delivered through a series of online training modules. As these learning modules are available online, many employees choose to complete them from home at their own pace. This can also save the business time and money. However, pushing the learning experience into an employee’s free time may result in lost motivation and, before they know it, employees are taking hours to complete a 10-minute module.

Incentives delivered via gamification could be the answer. Through rewards and missions, employees may be motivated to complete their learning material as they get closer and closer to specific rewards and badges. Something as simple as watching videos and completing quizzes or ‘module-missions’ could be set up to earn employee’s points, with these points eventually being traded in to earn prizes in-game or even out-of-game. These strategies can transform a repetitive learning process into a competitive, fun and rewarding environment. By providing a range of learning activities and rewards, employees can be motivated to drive their own learning experience and actively seek out new information.

However, gamification cannot be effective unless managers are continually monitoring results and understanding what activities employees enjoy the most, which activities are most effective at developing their workforce’s knowledge and skill base, and which activities help strengthen relationships and team bonding.

Conclusion

Gamification can provide businesses a great new platform for delivering an engaging and motivating training experience. It has the potential to encourage friendly competition, teamwork and provides a channel for informal communication between employees of all levels. However, managers must utilise gamification correctly. It isn’t just about turning your business into a ‘game’, it is about creating a stimulating environment able to bring out the creativity in your workforce and encourages them perform at their best.