In an age where labor shortages and quiet quitting are common, many companies are turning to gamification as a way to engage and motivate employees.
According to the Harvard Business Review, “gamification can enhance engagement because its mechanics activate three core elements of our motivational system.”
- Autonomy—the desire to direct our own life. Games let us choose a path.
- Competency—the desire to be demonstrably effective. Games allow us to progress towards mastery.
- Relationships—the desire to be connected with others. Games allow us to collaborate with or compete against others. This builds a community around a shared interest.
For more reasons why gamification works, visit our “Why Gamification” page.
We analyzed data from over 2,500 games in The Training Arcade® and found that learners played an average of 1.7 times, with 57% playing games 3 times or more. The more they play, the more they learn!
However, when used incorrectly, gamification can create adverse workplace learning environments. There have been cases where large companies have been accused of using gamification to set unrealistic goals, potentially exploiting employees.
In our free eBook, What Should You NOT Do When Using Gamification, we delve into warning signs that may indicate exploitation of employees through gamification and offer tips for using it ethically.
Five Things You Shouldn’t Do with Gamification:
- DO NOT Push Ineffective Learning
- DO NOT Drive Unsustainable Productivity
- DO NOT Prioritize Speed Over Quality
- DO NOT Obscure Unhealthy Working Conditions
- DO NOT Replace Tangible Compensation
The eBook also provides practical tips for using gamification ethically and insights into healthier and more effective ways of leveraging its impact.
Download the eBook now or sign up for a free trial of The Training Arcade to start building engaging learning games.
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