This is a guest post by Matthew Douglas
Gamification uses game elements and techniques in non-game contexts to engage and motivate people. It has been used in a variety of fields, including marketing, sales, and customer service. In recent years, gamification has also gained popularity in learning and development initiatives. Gamification can be seen as a very valuable approach to retaining information because engagement in training is always one of the top challenges for learning and development (L&D) professionals to achieve. It’s simple, really: People in today’s age are moving a mile a minute and with that, there is a challenge to keep a participant engaged.
Gamification has a long history of inclusion in today’s L&D methods, and now more than ever professionals can gather factual information to support the effectiveness of this method. In years past, the traditional approach involved a lecture type of setting, but over time it has been found that this method often causes the mind to wander. One great example of this can be seen in your children. When trying to teach your child, we understand clearly that shorter attention spans are the biggest hurdle. Surprisingly, as we grow older, our learning techniques change, but why? Why divert from a system that has been proven to work? We may not have that answer, but we can imagine how effective our retention could be if we switched it up! Now without further ado, let’s deep dive into how implementing gamification can improve your learning.
There are many benefits to using gamification in L&D. Gamification can:
- Increase engagement and motivation
- Make learning more enjoyable
- Improve knowledge retention and knowledge-sharing
- Promote critical thinking and problem-solving skills
- Encourage collaboration and teamwork
- Provide immediate feedback
- Track progress and achievements
There are many different ways to use gamification in L&D. Some common examples include:
- Incentives: A few examples of this could be that learners could earn points for completing tasks and achieving goals. Badges can be awarded for specific achievements, such as completing a course or earning a certain number of points. Even certifications operate as a form of incentivization. This is more commonly seen as a standalone award in many training programs, and when paired with other incentives, engagement can increase dramatically.
- Leaderboards: Leaderboards can be used to track learners’ progress and compare it to others. This can create a sense of competition and encourage learners to work harder.
- Challenges: Challenges can be used to motivate learners to complete specific tasks or achieve certain goals. Challenges can be individual or team-based.
- Virtual worlds: Virtual worlds can be used to create immersive learning experiences. Learners can explore the virtual world, interact with other learners, and complete tasks. This may be more effective with younger learners, as time restrictions would be more prominent amongst adult learners, given career, family, and other obligations.
When using gamification in L&D, it is important to keep the following in mind:
- Align gamification with learning objectives: The gamification elements should be designed to support the learning objectives of the course or program.
- Make it fun and engaging: Gamification should be fun and engaging for learners. If it is not, learners will not be motivated to participate.
- Use gamification sparingly: Gamification should not be used for every learning activity. It should be used strategically to enhance the learning experience.
- Get feedback from learners: It is important to get feedback from learners on the gamification elements. This feedback can be used to improve the gamification experience.
Gamification can be a powerful tool for engagement in L&D. By using gamification effectively, organizations can create learning experiences that are fun, engaging, and effective. By utilizing the principles of game mechanics, learning and development professionals can create more engagement, which also benefits business development efforts.
As technological ventures increase, we can expect to see a change in the learning and development landscape that can benefit us all. In the AEC space specifically, there are a few ventures that seek to implement virtual reality and video game simulations as a substitute for real-world learning. For instance, in the construction world, there are excavator simulators to train construction professionals on how to operate heavy civil machinery!
There is no telling what will appear next as we continue to think forward. So take some time and explore some of the gamification opportunities that are available right now. You never know what you might find!
About the Author:
Matthew currently serves as a content creator and host of The Engineering Project Management Podcast. As a civil engineer by trade, Matthew has developed a passion for construction and stormwater management by way of maintenance and rehabilitation services. Matthew has also had experience working under private consulting firms, and public agencies and has even held a role of an educator, as such, he loves to lead, build, mentor, and help those in need.
Most recently, during his time working for the public sector, he has taken the role of Public Works Operations Manager. There he led quite a few public infrastructure rehabilitation projects and implemented new asset management technologies at a very young age. It is here that the passion for “fixing what’s broken” has developed.
We would love to hear any questions you might have or stories you might share about how you use gamification in your learning and development endeavors.
Please leave your comments, feedback or questions in the section below.
To your success,
Anthony Fasano, PE, LEED AP
Engineering Management Institute
Author of Engineer Your Own Success
