Gamification is not a magic lamp. It won’t solve your problems overnight. But if you plan and use it well, it will serve its purpose.
Here are the 10 best practices which you can use while implementing gamification.
1.Identify the success criteria: Define success i.e. what you intend to achieve through the activity. It is important to know the parameters of a successful outcome. Without having a clear cut desired result, you can’t find out whether the activity was successful or not.
2. Consider alternatives: Always explore the alternatives. DO NOT jump the wagon. Many a times, people ignore simple and effective learning solutions just because they find a new trend catching up. Use gamification only if it makes sense and will add on to the activity. If you think the alternative is much more effective, use that!
3. Creating a tie-in to business needs: Any activity has to tie-in with the business goals. Make sure the gamification also does. Do not use gamification just to make your content interesting. It has no value if it does not push your business forward.
4. Create a story/context: We all love stories! Develop a story around your gamification activity. Tell people the context. Give them a purpose, a reason to interact with your content. Tell them why they are earning points, saving someone or conquering something.
5. Use science to advance learning: Remember the 2 mantras – Spaced Retrieval and Retrieval Practice. Spaced retrieval helps a learner retain access to the memorized information over long periods of time because it promotes a deeper understanding of the learned material. Retrieval practices encourage a learner to recall information rather than simply re-read or re-listen to it.
6. Make scoring and winning transparent: Make scoring easy! The learner should know how his actions are related to the scores. So, he will know exactly what he needs to do in order to be successful. Also, try different scenarios. Make sure you have covered up all the possible issues that could arise when a learner is doing the activity.
7. Keep the rules simple: Really simple! Avoid complexity. Always provide a tutorial so that the learner can learn the rules beforehand and perform better. This will also help you prevent any kind of frustration that a learner might develop due to lack of knowledge of the rules.
8. Keep leaderboards small: No one is really interested in the world rankings unless he’s up there. Keep the leaderboards customizable and personalized. The learner should be able to see his position, his friends’ position along with the top 5 performers.
9. Use levels and badges appropriately: Give the learner a goal and the number of levels he will need to complete before the learning is over. Badges can be tied to either levels or enabling objectives. Badges are also a good way to show off your prowess to your friends and colleagues.
10. Test your game before you release it: It is a good way to find flaws, cheats and shortcuts that you might have overlooked. Human Beings are the most creative and lazy people imaginable as we look for a better/faster way to achieve the same result.
Let us know if you have any more points to add to the list.
Micro-learning is learning presented as short and focused
nuggets of content. Content can be in multiple forms including text, images,
videos, etc. Micro-learning presents only as much content as required for
learners to achieve a specific learning outcome. With today’s workforce
comprising of Generation Z and millennials, it is particularly valuable in
The training that your learners experience, whether in the
form of workshops, ILTs or online courses on your LMS, are mostly long-form. As
a result, learner gratification usually happens only once on course/workshop
completion. Also, because the attention span of the audience you talk to is
short, as little as 5 minutes, their interest in long online courses often
wavers causing understanding and retention to suffer.
With the help of micro-learning nuggets, you can attack both
these problems. These provide gratification in shorter intervals and prevent
learner demotivation. Also, since their length is usually kept below 5 minutes,
learner attention does not waver either.
Apart from just solving problems for the learner community,
micro-learning offers multiple benefits to individuals who own learning or
training of teams.
a. Just-in-time learning
Micro-learning can be accessed on mobile phones, LMS
permitting, without using up too much data. With content being available on their
handiest device, your learners can access it on-demand. These micro-learning
online courses can thus act as ready reckoners and prove helpful on the job.
Millennials needs more autonomy than any other generation. Allowing
them to consume relevant content, as and when they choose to, drives motivation
as well as interest. Additionally, this gives them the feeling that they can
chart their own learning paths. Learners thus apply their learning in their
daily lives and often look for content that they can consume. This reduces the
pressure on learning managers as content does not need to be pushed as much as
c. Varied forms of learning
Micro-learning principles demand concise and to-the-point
information nuggets with focused and compact objectives. Using various forms such
as games, videos, infographics, eLearning and m-learning, it can help create
specific content with effective training outputs. Along with this,
micro-learning content also helps achieve content interactivity and learner
d. Advantageous for small teams
Micro-learning offers key advantages to small teams, groups
or departments. Given their small size, setting up a micro-learning mobile app is
easy and affordable. This can be used for achieving smaller but important
milestones that a department may have set for itself.
When should you use micro-learning?
It is important to consider two aspects while applying
micro-learning strategies – business aspect and learner needs.
Here are some things to consider while using micro-learning:
a. What technology will you use?
Micro-learning’s success largely depends on how easy it is
to access. If a learner cannot easily and quickly find content that she is
looking for, it is likely that they will not spend any effort to access it
again. Not all LMSes handle micro-learning well. It is important that your LMS
deploys these courses easily and tag the learners to help them find what they
need. The LMS needs to be accessible on mobile as well.
b. Who are your learners?
It is crucial that you know your learner profile before you
design a micro-learning course. While micro-learning can be effective across
all generations, younger learners or learners who are more technologically
savvy may be more comfortable using these than those who do not use digital
To conclude, micro-learning is the best learning strategy for the Gen Z and millennial workforce. Not only can it be engaging and effective, with the right approach to creation, it can be entertaining too.
Everyone knows what microlearning is, it a more focused bite-sized learning to achieve specific objectives. But often, micro-learning is incorrectly implemented leading to undesirable outcomes for the course. The best fit cases for microlearning in a corporate environment are
Product Training: Product manuals are very large and typically contain too much information. The learner will find it hard recognize key take ways and forget them in days following his learning session. No one really wants to go through the entire document or video to recollect a few key features. Micro-learning can help break cumbersome courses in smaller portions, each containing 5-10 key take ways that you want the learner to remember. This will increase retention and easy recollection for the learner.
Compliance Training: Given the integrated and fast-changing world we live in, the legal, compliance and regulatory policies are changing all the time. You need to ensure the relevant stakeholders are regularly trained. Micro-learning will help deliver the key content in a continuous and easy to assimilate fashion.
Induction and HR Policy training: Ok, so you hold a weeklong Induction training for new joinees running through your company history, ethos, and HR policy. You can be assured that they would have forgotten most of it within two weeks of the course completion. HR policies regarding Sexual Harassment, Employee benefits, and Whistle Blower policies need to be delivered on a regular frequency to reinforce appropriate behavior from your employees.
Negotiation and Objection Handling: You can only organize and run so many case studies, live demonstration or use cases in a two-day workshop. You will have to keep sending short new use cases or simulations to all your learners throughout the year to maximize learning.
Research says that assimilation of content is higher when it is presented in a concise and interactive manner. Traditionally, learning comprises of long classroom sessions and large documents or videos in their online avatar. As a team leads, your aim of training your team should be keeping your learners engaged, emphasizing on key take ways of the course rather than the entire course and making it fun for them to improve adoption. Therefore, micro-learning proves to be an effective way of imparting learning to your team.
“As a team lead, your aim of training your team should be
keeping your learners engaged.”
Let’s look at a case study
and understand how you as a FMCG team lead can use micro-learning for your
You are a team leader and want to train your sales team of 350 people spread across various regions. You have an option of doing classroom training and have a couple of videos, documents, and PDFs. You have used various options, but you see that the learners are not engaged and do not retain what they have studied. You recently learned about micro-learning and want to apply its principles to training. How will micro-learning help you?
Micro-learning comes in
many forms and has elements of short to-the-point videos, interactive
interface, quizzes and assessments, gamification and infographic representation
of information. These help in knowledge retention and skill development. As
these elements are short and concise, reviewing information is an easier task
for the learners.
Videos: Traditionally, long videos of recorded sessions were used in training courses. However, with the advent of micro-learning, the approach to video-based e-Learning has changed. Short videos of not more than 3 to 6 minutes with the relevant information focused on the subject matter can help better retention and save time. Whether your training content is regulatory, on-boarding and induction related or new policies, videos can engage your employees and can be interactive as well.
Interactive Interface: We always think that a lot of content means a lot of information. However, large chunks of content in the form of long PDFs just become too frustrating for the learners to read also leading them disconnected with the material. One of the easiest ways to train your learners with engaging content is an interactive interface which can consist of small and short learning modules. It becomes self-satisfying for the learners as completing smaller modules but too many of them give a sense of accomplishment to them.
Quizzes and Assessments: You always want your learners to learn more along with higher retention. It is a great idea to use quizzes and assessments at the end of each topic or course. This helps learners retain better and gives you an idea of how much the learners have retained for designing your further courses. You can also use quizzes and assessments as contests while you launch content courses and give rewards to your learners. This suffices both your aims – retention and reward.
Gamification: It is important for your learners to come back to your courses and use them as refreshers to the topic. Gamification will help you do this. With games, your storyline becomes engaging for them and playing small games instead of going through plain quizzes keeps them on their toes. Your customized learning module can allow your learners to collect points, atop the leaderboard and level up continuously. Giving them a feeling of accomplishment helps keep them engaged.
Infographic Representation of Information: We all know about infographics. They just make your content look simpler, engaging and effective at the same time. Data in the form of graphics and charts make a unique experience for the learners. With infographic information, you can focus on key takeaways of data and statistics that a learner needs to know.
Start using micro-learning and help your team retain better!
Micro-learning online courses have been easily accepted by today’s millennial workforce. There are no large chunks of content to process, and it facilitates learning rather than imposing it on the learner.
To make these online courses more effective, these can be structured using one of four types of navigation systems – Course, Reference, Social and Game. Let us look at each of these in a little more detail.
This is the
traditional flow of learning management systems. The material is broken down
into modules that are typically accessed sequentially. The content escalates
progressively in complexity or the depth of the knowledge that is being
disseminated. Modules are generally released over a period with regular
intervals, and a break in the sequence would make the learning difficult to
When to use this navigation
format of navigation is typically used when depth of learning in a subject is
Disadvantages of this navigation
The main disadvantage of this form of navigation is that it is designed for an academic pedagogy and doesn’t relate well to modern adult learning principles. As an example, for a micro-learning system that is being designed to train a sales team with both absolute rookies and sales veterans, the content must start with the basics of sales to cater to rookies. Sales veterans would find this initial content redundant and repetitive. Their interest in the course may wane even before they’ve even parts that are relevant to them. In the course-based format, they have no option but to plough through the initial content to get to the material that is truly relevant to them. A lot of interest loss in e-learning content happens due to this.
2. Reference Navigation
This takes a
library-style approach. In this format, the learning happens because the
learner is looking to learn. When the learner wants an answer to a specific
question or explanation of a concept, he accesses the material organized as a
collection of information nuggets with a well-structured searching system.
When to use this navigation
This format of
navigation is best used when the learning system needs to be structured with a
knowledge management approach. It is particularly applicable when there are
frequent updates to the eLearning content. For example, if the organization is
in an industry which is highly regulated, like banking or aviation, such a
navigation style is good to have as it provides ready reference material.
Disadvantages of this navigation
The main disadvantage of the reference navigation approach is that learners must know what they need to learn before they can search for it. A lot of critical learning might fall through the cracks as a result. As an example, assume the learning management system deals with compliance training in a bank, and a new regulation prohibiting the opening of a certain type of account is released. An employee who does not know about the birthing of this regulation will not become aware of it, simply because he/she does not know to search for it. Reference Navigation based systems require strong notification mechanisms to handle this disadvantage.
3. Social Navigation
This is a navigation style based on Social Learning Theory (Bandura, 1971). According to this theory, learning is a cognitive process that takes place in a social context and can occur purely through observation or direct instruction, even in the absence of motor reproduction or direct reinforcement. In addition to the observation of behavior, learning also occurs through the observation of rewards and punishments, a process known as vicarious reinforcement. This is a knowledge management approach to eLearning design. The learners themselves participate alongside teachers in creating and growing the eLearning material.
When to use this navigation
A classic case
of this approach is a forum where questions are debated and answered by the
participants, or there’s a panel of experts who answer questions shared by participants.
The now omnipresent mechanics of likes, comments and shares have created an
environment where this has emerged as a powerful learning navigation method.
Wikipedia, Quora and Stack Overflow are prime examples of effective social
learning on a grand scale.
Disadvantages of this navigation
The main disadvantage of this approach comes from its over-reliance on participation for content creation. In an organizational setting, driving users to participate in the learning system is a difficult problem. Gamification mechanics of points, badges, leaderboards, and rewards can be used to help the cause, but designing such a gamification system requires experts, who can be expensive and difficult to find.
4. Game Navigation
style, also known as game-based learning, is unique to the micro-learning approach.
In this style of navigation, the learner engages with the learning management system
with the intention to play a game and any learning that happens is through the
game and incidental. The learning structure in the game can span the spectrum
of complexity, ranging from simple constructs like in-game quizzes and exercises
to more complex formats like story-telling and learning through the game-play
The best example
of this style, in our opinion, is the Sid Meier’s Civilization series of games.
All titles in the series share similar gameplay, centred on building a
civilization on a macro-scale from prehistory up to the near future. As of
February 2016, the series has reached 33 million total units shipped. While the
game is designed for entertainment, it provides strong insights into history,
economics, political science and ecology, teaching players at a conceptual
level what these evolved concepts truly signify for a society.
This method of
micro-learning falls within the space of Serious Games. Serious games are
simulations of real-world events or processes designed for the purpose of
solving a problem. Serious games can be entertaining; however, their main
purpose is to train or educate users. Serious games may also be used for other
purposes, such as marketing or advertisement.
In fact, often a
serious game will deliberately sacrifice fun and entertainment in order to
achieve a desired progress by the player.
When to use this navigation
Given the buzz
of game-based learning and gamification which started a decade ago, this navigation
can be used and has been used across different types of learning, from employee
induction to even more serious topics like compliance training. Engaging
storylines and gameplay have proved effective in communicating learning concepts
in an engaging and playful manner.
A word of
caution: Avoid using this navigation for sensitive topics like POSH training or
Gender Sensitization, as it may not go down well with your stakeholders as well
as the audience.
Disadvantages of this navigation
The main disadvantage of game-based learning for learning lies in its very name. Games are often seen as non-serious, and therefore, meet with resistance from organizational decision makers. Also, the complexity of serious games need to maintain a very careful balance of challenge and simplicity to be effective. Creating effective microlearning games, therefore, does require game designers, apart from the technology, which can prove to be expensive.
With a growing need to foster effective learning and cater to the training needs of a global workforce, organizations across the world are implementing learning management systems for corporate training.
A learning management system (LMS) is a software application that can deliver course material to learners, administer assignments and tests, track the performance of participants, manage records, and offer continuous support.
When your business’s corporate training requirements start to become more complex, an LMS is likely to be the best solution that can meet your needs. With that in mind, here are five benefits of a learning management system for businesses:
1. All the eLearning content is accessible from one location
With a cloud-based LMS, your organization’s eLearning content is not stored on different offline hard drives or devices. Instead, its securely saved on the cloud which allows your employees to access eLearning courses wherever and whenever they want. This also greatly reduces the risk of losing data, since all the information is saved on a secured remote server.
The easy accessibility of an online LMS makes it the right fit for organizations that have a global or a remote workforce and it also ends up saving time for your employees.
2. Mobile readiness
Over99% of the mobile usersbelieve that mobile learning has enhanced their overall learning experience. That is why, with mobile-ready learning management systems, you are able to offer a great user experience to your employees and in turn get increased overall productivity.
Your employees are no longer required to stay at their desk to access and complete online courses. Instead, they can log into the LMS app on their mobile phones and view eLearning content while they are on the move. This is one of the main reasons why67% of the organizations are already implementing mobile learning in some form or the other.
3. A more engaging learning experience
There was a time when corporate training was all about spending hours listening to an instructor in a conference room. But today, learning is more personalized with LMSes that offer interactive lessons, fun quizzes and games, video conferencing, and forums to discuss the courses.
The new learner-centered approach has not only led to a more engaging experience during the learning process but also helped achieve better results at the end of the course.
Since the LMS is already accessible online, it is possible to integrate social learning into your eLearning strategy. You can create eLearning exercises that are centered around peer collaboration and even add online forums where your workforce can discuss and help each other.
Games augmented reality, and virtual reality can also be leveraged to incorporate interactive simulations and scenarios that can easily explain and highlight complex tasks or processes.
4. Reduced time and costs
With an LMS, you no longer have to worry about instructor costs, printing course material, or setting up a conference room for training sessions. Your employees can carry out all the training online and your business is able to save a sizable sum on your learning and development budget.
Since LMS gives online learners only the information that they need in a more direct and organized manner, you are also able to reduce training time. Instead of sitting through a 3-hour seminar, your employees can just access the online modules on the LMS that they need to learn. With the flexibility that LMS provides, your employees are able to take these courses according to their own time, which doesn’t disrupt their important everyday work as well.
5. Driving compliances is easier
Compliance rules and regulations get regularly modified, but updating your traditional offline course to reflect these changes can be a rather time-consuming task.
With an LMS, it becomes possible to update your learning content according to the new compliance standards in just a matter of a few minutes. This is in stark contrast to the traditional courses where you would have to send the updated courses to every employee separately and different versions of the same course could create even more confusion.
LMS can ensure that all of your employees are on the same page about the company policies and the compliances are always followed.
A learning management system clearly has numerous benefits. You are able to create a more skilled, productive, and engaging workforce in your organization while saving time and costs. It’s also possible to track the training progress of all of your employees and generate reports in real-time.
That is why it is no surprise that more and more organizations are implementing LMSes for their workforce. When are you incorporating an LMS in your organization?
Arijit Lahiri and Kamalika Bhattacharya, who spent over a decade in organisations like ABN Amro Bank and Intellecap, saw learning department heads begging, bullying and even bribing their learners to stick to their learning agenda.
So they put on their marketing hats to understand what would catch learners’ attention. “Game-based learning pretty much screamed itself up,” says Bhattacharya. Games allow for more engaging learning experiences while also making the learner behaviour more measurable and analysable. Today, their company, QuoDeck (earlier Ptotem), uses board games, murder mysteries and treasure hunts as learning methods, and these have been used by organisations like PepsiCo, Unilever, Aditya Birla Group and Tata Group.
According toIDC, the estimated market opportunity of Augmented Reality and Virtual Reality (AR/VR) solutions by 2020 will be $143 billion. Companies of all sizes are increasingly using AR and VR for corporate training and to acclimatize their new employees to the work environment.
In fact, according toSTRIVR, learning retention rates with AR/VR can be as high as 75 percent as compared to just 10 percent retention rate through reading or lecture. Whether its management, customer services, or seasonal situations, businesses are successfully using AR and VR for numerous purposes.
For your company, that means if you are still not incorporating AR and VR in corporate training, then you are missing out on a lot. Here are some of the ways you can take advantage of AR and VR for training your employees.
1- VR workplace tours for new employees
With a virtual tour of the workplace, your new employees can familiarise with their new work environment, even before actually coming to the office. For you, it means your employees will be ready to get started with their work right from the first day since their learning curve will reduce greatly.
They would already know the breakrooms, bulletin boards, their team leader’s office, and their own cubicle when they arrive. You could also design the entire onboarding training module for new employees as a VR tour to make it more engaging and interactive.
2- Emergency drills
Emergency drills are a necessity for every company, and they have to make sure those drills are being conducted from time to time. But just getting a safety expert to explain the different scenarios to your employees is not enough. Most people find emergency drills boring as it interrupts their work, and they often don’t even pay attention to it.
However, you can create emergency drills using AR/VR technologies to check if the employees can handle stress and identify the correct security protocols through simulations. The biggest advantage of this is that employees can take these courses according to their own time.
3- Task walkthroughs
To help your employees get a better understanding of the tasks that they need to perform on a daily basis, you can create online training simulations which would allow them to learn in a virtual environment.
With these simulations, they can determine the skills and steps they need to follow to complete a task, and it would also give them the opportunity to learn from their mistakes without any consequences.
Bear in mind, it’s important to make sure that the simulations are as realistic as possible to provide your employees with a fully immersive experience that they can implement in the real world.
4- Compliance training
For companies, compliance training is one of the most important and mandatory processes, and they have to make sure their employees are well accustomed to it. But handing out a large document to every employee and hoping that they would read every line of it is not enough and it may not even help your organisation in the long run.
Instead, you can use AR/VR to create virtual workplace environments where employees can get a better idea about the compliances they need to adhere to through online simulations. You can also create game-based lessons where employees are given different situations to see how they would respond to it, whether its accepting gifts from a client or a workplace injury.
5 – Virtual case studies
There is no better way to understand the business and skills, than by going through previous case studies which had successful results. But most case studies are text-based and they aren’t as engaging. With AR/VR technology, your employees can understand these case studies in a more interactive way, as they will be able to see those examples in action.
By adding simulations, activities, and fun quizzes, the otherwise boring case studies become more life-like and allow your employees to retain more knowledge.
Getting the most out of AR/VR training
By implementing VR and AR technologies, you are also able to measure the performance of your employees accurately. Heat maps make it possible to see exactly where users look during their 360-degree experience and the instructors can monitor trainees in real-time. You can create VR/AR applications that can be easily integrated with your Learning Management Systems (LMS) as well.
Augmented and virtual reality training provides an innovative and new way to increase employee engagement, improve productivity, and save costs while offering a cutting-edge learning experience. With the latest advancements that have happened in the AR and VR technologies, the barriers are quickly fading away making it a viable option for immersive training for any industry.
The HR function drives the organization, its culture, future growth possibilities and is also the first point of contact for prospective employees for the organization’s brand value.
It is interesting that HR teams witness an average 22 percent cost savings when they move to automated and digital solutions for process-jobs. There are other numbers which prove that an app backed HR function is much smoother, with transparent employee interactions.