Interactivity is boredom’s sworn enemy. And there’s almost no form of learning as interactive as a game. This doesn’t mean that you should gamify every part of your L&D program, but strategic gamification can motivate and excite learners when they need it most [13].
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Badges, points, and levels,
which can create a feeling of progression and achievement. Badges can be especially powerful when designed to be shared on social media like LinkedIn, especially when tied to industry-relevant skills or certifications. They can level up your learning and your marketing!
Leaderboards and contests, helping you run gamified events to reward learning. For example, you could create a contest where the first 100 learners to complete a course win a prize, or where the highest leaderboard score at the end of the month receives a special award.
Achievement
is a natural part of games. So, if you need learners to achieve certain milestones, gamifying that process will create a deeper sense of progress. When learners reach the end, celebrate their achievement with a gift, badge, or achievement. Leaderboards are another game element that can work wonders, especially with naturally competitive learners like sales teams. But don’t limit gamification to internal audiences: Have customers compete for awards. They get recognition and you get stats and materials for case studies—while deepening loyalty.
Collecting and completion
are deep human impulses. Retail brands leverage this with loyalty and rewards cards. As you earn rewards, you get hooked to the brand. Think about those ‘Buy ten sandwiches and get the eleventh free’ cards. Losing a card with eight stickers isn’t just unfortunate; it’s traumatic. And proudly claiming your free sandwich feels triumphant. Leverage this instinct in your external learning programs, too.
Group-specific gamification,
to tailor gamification for specific audiences, groups, teams, and geographies.
Reward shops to encourage continuous learning. Learners can earn points by completing learning activities and then redeem those points for real-life rewards.
When looking for ways to gamify content, embrace the medium’s natural benefits and limitations:
Docebo can support a ton of different gamification elements—all of them effective:
of learners find non-gamified training boring. But when you gamify it, only 10% are bored.
49%
of employees say that a gamified recruitment and onboarding process would make them more likely to want to work for an organization [9].
78%
You know that stereotype of the bored learner, lazily taking notes in between yawns? With non-gamified training, that stereotype is often true.
Of course, you don’t want to overdo it. Nothing is worse than ‘mandatory fun,’ so be sure to treat gamified learning elements with care. Or, just choose an LMS that makes it easy.
So you see, gamification isn’t just fun and games: It gets real results and can be a powerful way to elevate knowledge retention, collaboration, and learner engagement.
Design for engagement: Interactive and gamified learning experiences
