While e-learning itself is becoming incredibly popular, within that, gamification is an important emerging trend. So what exactly is it?

Gamification uses elements of game play in non-game contexts to boost employee engagement. What this means is that work functions are turned into games and these games also reward those who take part. Effectively, it’s a well-structured recognition system for employees.

And it is known that using gamification techniques can have a positive impact on several business areas, so it might be worthwhile considering as part of your e-learning strategy. So, how can it help?

Product knowledge – Gamification can be used to improve employees’ product knowledge through interactivity. For example, by introducing games after a training course such interactive quizzes or offering employees the chance to take part in a game once they have read product documentation.

Performance – it can also be used to encourage employees to perform certain actions, such as reaching a sales target or improve customer service levels. By setting incremental targets that are achievable and personalising the website with suitable communications, enabling you to engage with employees at all levels, not just top performers.

Action – Gamification can also encourage users to complete a certain action by rewarding them with game plays for completing that action.

Communications – Gamification can be used to drive employees to a website to look at company communications for example. Users can be rewarded for reading particular pages, or visiting a relevant area of the site. Prize-winners can be announced each month via the site, thereby expanding on the opportunities to encourage users to visit. However, gamification isn’t just about the fun, remember its aim is to contribute to the achievement of goals and profits by motivating workers. So, how do you do that? 

Involve your employees – Gamification works best when employees support the game’s purpose, which is why it’s important to involve your employees in designing and implementing the game.

Use technology – Interaction with the game through technology allows employees to share their achievements, encourage friendly competition and improve engagement.

Consider the motivation – Gamification shouldn’t be implemented in a shallow way, and it shouldn’t incentivise your employees to play the game over the quality of the work produced.

You can’t force fun – It may not fit with everyone’s idea of fun. If your employees buy-in to the game then you will reap the benefits, but forcing participation will have the opposite effect.

So, now you know about the benefits of gamification, you might like to consider how you can implement it as part of your motivational strategy. But remember, it’s not a panacea, it won’t make workers do anything they weren’t already engaged in; but the good news is that if you get it right then you should reap the benefits and so should your employees.