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Learn how to do gamified learning & development the right way

Learning and development has always been important to businesses. But in recent years the focus has never been greater, with two-thirds of workers saying they have quit roles due to lack of training opportunities. The Total Jobs survey also showed that 80% of managers recognize the importance of learning and development options for employee growth.

While it’s clear that most of us understand the benefits of good training, that doesn’t mean we’re always executing it in the right way. One proven way to encourage engagement during training and development is to gamify the process, giving employees the chance to really immerse themselves in the learning activities. In addition to ensuring greater retention of knowledge, interactive learning through games breaks down barriers between employees and build rapport, developing stronger communication channels in the long-term. But with so many products available and so many different ways to use gamification, how do you ensure you’re getting it right for your team? Using examples of events that Wildgoose has worked on, we’ll outline three key ways you can make the most of your gamified learning and development programs.

Objectives, objectives, objectives

One of the greatest reasons that learning and development training falls flat is because there aren’t any clear goals and objectives in mind. When we organized a gamified learning experience for digital transformation company, Atos, they had two very clear objectives: to emphasise their commitment to creating a more diverse and inclusive corporate culture, and educate participants to spark behavioural change. The clear brief meant that Wildgoose and Atos were able to identify the challenges they would face when training in this area and develop an appropriate response. In this case, we chose to focus on the issue of unconscious bias, which not every employee is aware of. Our aim was to challenge people’s perceptions of what it means to be a diverse and inclusive leader using a blend of gamified interactive technology and expert facilitation; allowing participants to explore what it means to be truly diverse, rather than being directly told. Opportunities like this encourage people to think outside the box, which is especially important when your event objectives involve developing EQ among your employees.

Be inclusive

The key to success in gamified learning and development is to ensure that everyone in the team is involved- not just a select few. When Wildgoose worked with Laureate Education for an event in Mexico City, the experience had to appeal to a diverse range of delegates. A mix of English and Spanish speakers, the group wanted a challenging indoor icebreaking event that demonstrated gamified learning. The multilingual app meant that we could activate the game in different languages, which was ideal for this diverse audience. But it’s not just languages and cultural barriers that brands need to be aware of when organising these type of events. It’s also really important to be mindful of any other issues that may impact team members’ ability to become involved. This could range from inclusivity for people with physical and learning disabilities to arranging your event in a central location that’s convenient for employees travelling from different parts of the country.

Incorporate brand values in an interactive way

To be successful, brands need all of their employees to be onboard with their key messages and values. It’s particularly important to reflect this during learning and development opportunities, so that employees fully understand their purpose. When Direct Line Group wanted to run a training event to help get all their staff facing the same way, Wildgoose stepped in with an interactive conference based on the Radical Candor framework of communication, which develops emotional intelligence. Through a series of sessions, the event demonstrated to employees what happens when everyone isn’t facing the same way and the impact this can have on the team as a whole. Using a creative approach, where actors demonstrated different behavioural and feedback styles, employees were able to see brand values and messages in action.

Ultimately the right approach to gamified learning needs to be tailored to your company’s needs, so it’s important to take a range of factors into account as you plan your training events. But whatever style of learning you opt for, it’s clear that getting it right can reap huge rewards for your brand.

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