Corporate training is under the spotlight as success factors for organizations that are constantly and rapidly evolving. Digital transformation, game-based training and learning, adoption of AI in the workplace, and changing workforce demographics are just a few factors that have culminated in a marked shift in skills requirements for organizations. Given this reality, learning and development (L&D) leaders and HR leaders must respond to these changes by developing skills internally through upskilling and reskilling initiatives.
Unfortunately, regardless of how informative or beneficial corporate elearning is, it simply isn’t the first thing employees think of doing when they have some free time. While offering financial incentives and compulsory training programs can help you fill classroom seats, it is useless if the learners aren’t engaged. This is where gamification and game-based training can help.
A survey found that only 12 percent of learners applied the training they received to the job. According to Korn Ferry Hay Group benchmarks, only 63 percent of employees believe that the training they receive helps them perform in their current roles, and just 51 percent believe that the training they receive helps them qualify for a better job.
The Sweet Way that Gamification Helps M&M’s Boost Consumer Engagement.
It wasn’t long ago when marketing choices were relatively few and messages were simple. Companies pitched their products via the old standby of print advertising. Eventually, broadcast advertising emerged as the surefire way to bring a product to the attention of the largest captive audience. But the digital age has eclipsed the broadcast age and companies need new ways to support consumer engagement. M&Ms, an old standby candy product, is overcoming these new digital challenges with gamification.
M&M’s USA turned to a gamification strategy for a campaign promoting its pretzel-flavored version of the candy. The company’s marketing efforts included an eye spy game in the campaign, according to Digital Training Academy. Promotional images posted online were comprised of an image of M&M’s. The campaign challenged consumers to find the single pretzel hidden in the image.
M&M found that the game readily engaged consumers. The campaign also generated some tasty results for the company. M&M’s digital marketing efforts garnered more than 25,000 new likes on the brand’s Facebook page, plus 6,000 shares and 10,000 comments.
This is where game-based training and gamification companies can help, because a game at its root, is a structured experience providing clear goals, a set of clear rules that induce players or participants to overcome challenges, and instantaneous feedback. Because they offer clearly articulated rewards for each point a player scores and new level they achieve, they trigger the release of dopamine, a hormone in the brain that encourages us to explore as well as try new things.
With the emergence of the Gen Z that is expected to join the workforce in large numbers in 2019, organizations will need to meet the unique learning needs of a multi generational workforce through the use of interactive training games. Diane Belcher, Senior Director of Product Management at Harvard Business Publishing Corporate Learning, believes personalization will be critical to engaging different generations with L&D programs. She says that, “To accommodate the unique learning needs of a multi generational workforce, it comes down to the personalization. Any learning opportunity needs to be personalized to the individual learner as they need to be in control of what they learn when they learn, and the format of their learning. When learning experiences have relevancy, they directly apply to a goal that learners want to achieve. Our research suggests that people will carve out time for building skills if they think that doing so will actually help enhance their job performance. To improve relevance, L&D can take steps to provide content sources with excellent search capabilities and ways to scan content to determine their relevance, and recommendations based on employees’ current learning and training behavior and habits.
The benefits that game-based training and gamification companies can provide for corporate elearning are immense.
- Motivates employees with recognition and rewards on completion of a task.
- Stimulates collaboration and teamwork.
- Makes important information more memorable and test can be taken and retaken.
- Detailed reporting on areas of improvements through analytics.
- Provides a way to measure progress toward learning objectives.
So here are some of the reasons why game-based training and gamification work for corporate elearning:
Game-based training and gamification should provide meaningful rewards
To ensure that gamification is effective in sparking motivation, it must put the goals of learners ahead of things like points and badges and provide meaningful rewards that are in line with your learners’ needs and goals.
Continuous, real-time feedback through detailed reporting and analytics
Relevant feedback and analytics is key to ensuring that the right kind of corporate e-learning and training is provided to the user, that can be gauged and calibrated on the user ’s performance and engagement levels through these interactive training games. This will give the user a clear analysis of the areas he is lacking in so that appropriate measures can also be taken accordingly to fix that. This will reinforce learning by creating a spirit of competition among other employees and users and helping them avoid the mistakes created in the game to not occur in real-life scenarios while actually at work.
Make game-based training and gamification social.
Collaboration and teamwork are one of the greatest benefits of game-based training and gamification, so make sure to take advantage of it.
Make the experience as social as possible for your learners, whether this means combining teams, competing, displaying and discussing factions of the leaderboard, etc.
Harness the power of gamification through gamification companies to help your employees collaborate, enjoy a sense of camaraderie, and build relationships.
Make these interactive training games challenging.
Ensure that your gamification is challenging enough to push your learners to the next level. Training that’s too easy will be ineffective and dull.
A challenging game is not only more effective, but it’s also more engaging.
Consistency through the course is key.
The relative unfamiliarity of users to game-based learning makes implementation and design critical for learners which can be easily avoidable by having well-experienced gamification companies on-board. Games should be relatively consistent, despite the type of content or method of delivery.
Therefore, at Indusgeeks corporate e-learning combined with high fidelity learning/training simulations and interactive training games to improve your training outcomes by reducing the training time required (for both learners/trainers) and consequently, reduces the overall costs.