When to Use Gamification in Your L&D Strategy

Can workplace learning be all fun and games?

Learning & Development (L&D) professionals are constantly looking for ways to engage their learners in meaningful ways. To increase attention and interactivity among employees, gamification is a strategy to motivate employees to learn new skills and achieve their learning goals together. Common gamification LMS features include points, levels, and badging capabilities that recognize the completion of training, or the use of leaderboards for employees within an organization to create a healthy sense of competition and gauge who else is participating and completing training.

While gamification can create a sense of ownership and community, enhance motivation, and help learners progress at their own pace, it is important to consider when to incorporate gamification in your training program, and when to avoid it. In this article, I’ll outline the many benefits of gamification in L&D, and I’ll list four scenarios in which gamification might not be suitable for your learning program.

What is gamification?

The simplest definition of gamification is that it is the incorporation of game mechanics into non-game activities. In L&D, this may mean incorporating game-like features such as point systems, levels, and badges. Gamification can be used to encourage employees to develop new skills or improve existing ones. By incorporating game elements such as levels, badges, or leaderboards, employees can track their progress and feel motivated to continue learning.

Many motivational factors go hand in hand with gamification in workplace learning, as it often leverages employees’ desires for mastery, autonomy, and accomplishment. For example, employees might feel more motivated to complete a series of learning modules if they earn points or badges that display the improvement of their performance or that they’ve exceeded performance targets. Gamification can be a valuable tool in workplace learning for fostering a sense of accomplishment and recognition, but it’s essential to use it thoughtfully and strategically.

When to use gamification in L&D

Gamification often works best when learners have a certain level of autonomy and control over their learning experience. In environments where training content is highly prescriptive or rigidly structured, there may be limited opportunities for gamified elements to enhance engagement and motivation.

Gamification allows for personalized learning experiences tailored to individual preferences and skill levels. Employees can choose their learning paths, set goals, and progress at their own pace, leading to more effective learning outcomes. Gamification can also be effective for training soft skills such as communication, teamwork, or leadership. With the rise of remote work, gamification can be particularly useful for engaging remote employees in learning activities. It can help create a sense of community and connection among distributed teams while also providing a fun way to learn and collaborate online.

Games often require players to solve problems and overcome challenges, which translates well to workplace learning. Gamification promotes critical thinking, creativity, and problem-solving skills as employees navigate through various scenarios and obstacles. Employees can learn at their own pace while receiving immediate reinforcement, leading to quicker mastery of new concepts and skills.

When not to use gamification in L&D

While gamification can offer numerous benefits in workplace learning, there are situations where it might not be the most appropriate approach.

Here are four common scenarios in which gamification might not be the best training option:

1. If training requires a nuanced approach to a complex topic – Gamification may not be suitable for training on highly complex or sensitive topics that require a more serious and nuanced approach. In such cases, a gamified format might trivialize the subject matter or lead to misunderstandings.
2. If gamification doesn’t support learning objectives – Like any instructional strategy, there should be a reason why gamification is used for L&D. Gamification should align closely with the learning objectives and desired outcomes of the training program. If the gamified elements are not relevant or do not support the intended learning goals, they may distract from the educational content rather than enhance it.
3. If there isn’t proper infrastructure to support gamification – Implementing gamification in workplace learning often requires investment in technology, resources, and expertise. If an organization lacks the necessary resources or infrastructure to support gamified learning initiatives, it may not be feasible or practical to implement.
4. If there’s cultural resistance or lack of buy-in for gamfication – Some employees may be resistant to gamified learning approaches, particularly if they are accustomed to more traditional training methods. Introducing gamification in such environments without proper buy-in and support can lead to resistance and low adoption rates. Different cultures and generations may have varying attitudes and preferences regarding gamified learning. What works well for one group of employees may not resonate with another.

Gamification allows for personalized learning experiences tailored to individual preferences and skill levels. Employees can choose their learning paths, set goals, and progress at their own pace, leading to more effective learning outcomes. While it can be an engaging strategy for workplace learning, it’s important to consider the nature of the content, organizational culture, your employees’ comfort levels participating in different types of L&D programming, and available resources.