How to Make Learning More Engaging with Gamification
Is your learning and development program set up to support performance? Do you have options for workflow learning available? The pandemic has changed the landscape for L&D in numerous ways, and one significant shift is in how we conceptualize the end goal of training: is it 1) to impart knowledge and change behaviors? Or, is it 2) to enable and empower the workforce to improve their performance without disrupting their productivity? Can it be both? In this blog, we dive into how designing courses with your objectives in mind, combined with the power of gamification, can help make the most out of your training program this year.
Workflow Learning
The concept of workflow learning is relatively simple: it essentially bridges the gap between working and learning. Instead of learning serving as a linear progression with a separate process from working, workflow learning is about providing the right insights and the right tools at the right time; i.e., when the learner needs it to support and guide their performance. This has sounded and looked similar in recent years, and you may have heard it referred to as “On-demand learning” or various other terms, but the fundamental and modernized idea is the same. The ultimate goal of workflow learning is to allow people to learn or recall content that will optimize business performance without a significant interruption to their actual work.
Some of the hallmark aspects of workflow learning are as follows:
There are many times that training is appropriate for groups and collaborations, but workflow learning is about personalization, so it is primarily asynchronous or self-paced. This does not mean that it doesn’t have room for social learning and sharing!
It is short in length and highly specific to a job role or performance objective. It is about answering an immediate question so that workers can learn or expand on a skill and continue with their day.
It often employs smart tools with search functionality, or an ability to cater to learning on-the-go, instead of a scheduled session with learning objectives.
The result of workflow learning is expanded knowledge with real-life applications, and an accessible way for workers to practice a new skill or solve problems.
Game-based Learning
This is where gamification can offer a wealth of benefits: a non-threatening learning environment where learners can access new information, apply their knowledge, practice or improve a new skill, and find creative ways to problem solve. The power of play creates a culture of learning that is both fun and educational, where you may use point systems, badges, and/or leader boards…or simply tap into the intrinsic drive to continue to improve (which is the real goal, really).
Gamification also encourages active learning, and it is participant-centered, which means that it blends perfectly with workflow learning, or any training that is self-paced or on-demand. It provides a solution that is easy to employ and easy to deliver that delights your learners and instructors, while providing serious learning opportunities. It also speaks loudly to the employee experience in the work environment. Here are our “3 M’s” to consider:
1) Motivational
Active learning is dependent on how motivated learners are, so it is important to make it inspiring, cross-cultural, and interactive. People who are just entering the workforce want to learn in a completely different way than people about to retire, and games help to bridge that gap.
2) Meaningful
Keep it relevant and accessible for in-demand learning. There is a reason that there has been a huge shift to eLearning, and it’s not just fallout from the pandemic; people want and need to learn on the job and on the go.
3) Memorable
In a flexible and fast-paced learning environment, a little has to go a long way, so it needs to create an experience that is memorable and informative. This sounds easier said than done, but games that are short but sweet not only make it more fun, but they also help boost productivity and knowledge retention.
