Why would you need to run a gamified training workshop or session for your employees, colleagues and/or team members?
It Increases Engagement
A well developed gamified experience can promote motivation and increase the overall engagement of your employees. Not only within the workshop but also beyond, they will be more engaged with their roles, their peers and the organisation.
But for this to be possible there needs to be a careful consideration of what motivators are most effective with your participants. This is key to the effectiveness of the training, as you need to make sure that these align with the overall purpose of the workshop.
Knowing which motivational levers align will be useful in developing the training workshop and in delivering it. With the development, you will be able to consider the correct success and fail conditions for the experience that your participants will engage with. This then allows you to develop the correct rule system that they will need to adhere to and what game mechanics and elements you can use in the delivery that will facilitate and promote their level of engagement and immersion.
As with any gamified experience, there will be the expectation of an outcome. You will need to offer some reward and/or consequence associated with the success/fail conditions that you have created within the experience. I would recommend that you ensure that these rewards offer intrinsic value and facilitate the motivation for continued learning within the learner. An extrinsic reward such a voucher or foodstuff will likely not allow for this.
Intrinsic rewards are those that have value to the participant over the long term. Extrinsic rewards tend to be short-term oriented. An example of an intrinsic reward when relating it to soft skill training in our current remote working world is perhaps something like the option for a participant to pick the most comfortable headset, webcam and office chair that they wish to use. This will improve their quality of life and promote them to be more collaborative online. And it has the added value of having cost them nothing, other than being good at their job and perhaps better after they receive this ‘gift’. Do remember that such a reward is a gift, and at no point should such rewards be used as a stick to enforce some abstract concept of obligation or devotion.
Knowledge retention and immediate feedback
Creating an engaging gamified experience offers benefits on two fronts, one is that participants will likely find it more enjoyable to learn through this method, and second because it is more enjoyable, they will be engaged more and retain the knowledge gained for longer.
The other advantage of a gamified experience, to return to the pressure cooker metaphor, is that participants receive immediate feedback on what they are doing. Any action they take offers a result, and a bonus of this is that the environment is essentially risk-free. Participants are therefore free to experiment, fail and learn.
For an even longer-term benefit of knowledge retention, a feedback session at the end of the workshop is required. And continued check-ins and feedback beyond the workshop, at least for a few weeks after, is also highly recommended.
Boost employee happiness and productivity
At least 80% of employees say that a gamified environment has made them feel more motivated & productive according to TalentLMS.
This number is mostly due to employees being allowed to learn and increase their knowledge and skill range. Thus allowing them to be better at their jobs and likely receive promotions and/or salary increases. Promotion and salary increases are naturally extrinsic rewards, but the accomplishment and satisfaction of being effective and good at your job is an intrinsic motivator that lasts much longer. Not to mention that the promotion is an acknowledgement of ability, worth to the organisation and value of the individual. All of which are incredibly powerful intrinsic motivators.
The added benefit of all this is that the loyalty of your employees will also increase, as your organisation will be seen as caring and one that takes an interest in their workforce. This should also be authentic because if it is just lip-service in an attempt to keep employees, this will eventually be discovered and it will likely alienate some of your most valued workers.