For the last 15 years, gamification at work has been a contentious issue in L&D. Some people consider that playing games in the workplace can be a time waster. Others believe that, when done well, it might boost employee productivity and engagement significantly. So, is gamification just another term, or can actually enhance the level of productivity and help develop healthy learning habits? Let’s find out ahead by addressing some frequently asked questions from instructional designers.

So without further ado, let’s delve into the questions and answers ahead in order to find out whether gamification is ideal for your company and why it is considered and valued beyond the idea that it is just a game.

FAQs Explained To Better Understand The Concept Of Gamification

1. What Exactly Is Gamification?

Gamification is the practice of incorporating game-based aspects into non-gaming contexts. Simply put, it is the use of game-like dynamics on non-game things to drive a given behavior.

2. Is Gamification Only For Learning?

Gamification is increasingly being investigated as a method of motivating learners, however, it is not restricted to or applicable to learning only. As the definition indicates, gaming components can be used in any non-game setting, for example, in Leadership Training. This suggests that you can gamify almost anything, including financial, learning, advertising, and marketing services.

3. What Is The Difference Between Gamification And Game-Based Learning?

The game is an integral aspect of the learning process in game-based learning. It is used at the product level, in a course, module, or subject, to achieve a certain learning goal. The goal is to assist learners in grasping a concept, learning a distinct skill, or testing learners' comprehension of a topic (through assessment). The subject to be mastered is given in the form of a game in game-based learning, with aspects such as competition, conflict, simulation, and so on.

Gamification, however, turns the entire learning process into a game. It is used at the system level to construct the entire pedagogical system or Learning Management System like a game. In this example, gaming components might take the shape of badges, rewards, or stages that learners earn after accomplishing a learning assignment.

4. Do Games Really Aid Learning?

That is determined by how effectively the game is created. If you only use games as a cover - for example, bursting a firecracker each time the learner properly solves a compliance assessment question - you are plainly not teaching anything. However, if you use a game to convey a certain subject, you are sharing learning.

However, this is dependent on how effectively you developed the game. The finest learning games educate in the same manner that great instructors do. They are not only masks for phony participation; rather, they assist learners in finding a true passion for studying and in understanding a topic.

5. What Constitutes a perfectly-constructed Learning Game?

The game is useful for learning. While engaging in the game and playing it, the participant will master skills and concepts that they are going to require in their daily life or the workplace.

The game itself is easy to understand and play. For example, if you create a game with a difficult set of guidelines to be played over a lengthy period of time to teach a basic notion, the learner may lose interest.

6. Are There Any Rules to Follow When Using Game Elements?

A good game has gaming characteristics that appeal to the intended player type. You may use Amy Jo Kim's Player Types framework to help you with this.

7. Is There A Framework Or Taxonomy That We Can Utilize To Comprehend Game Design In The Context Of Learning?

Definitely. Yu-kai Chou, a prominent author and International Keynote Speaker on gamification and behavioral design, created Octalysis. Yu-kai Chou outlines eight fundamental gamification drivers using this paradigm, which are as follows:

• Epic Meaning & Calling
• Development & Accomplishment
• Empowerment of Creativity & Feedback
• Ownership & Possession
• Social Pressure & Envy
• Scarcity & Impatience
• Unpredictability & Curiosity
• Loss & Avoidance

8. What About Those Who Claim That Employees Are Uninterested In Points And Leaderboards?

Yes, most certainly they don't. They won't care if you don't design it correctly. One of the advantages of points is that they can provide input on the accuracy level. Giving someone points for simply signing in is not as helpful as assigning points based on their responses. Hence even in Leadership Training Programs proper implementation of gamification with the perfect design is necessary.

Leaderboards are fascinating because they are also about how you utilize them. Individual leaderboards are significantly less successful than group leaderboards. You must use caution while designing them, but they may be a valuable tool.

Final Thoughts

Gamification can be effective and successful, but it isn't a panacea. It has the potential to be a strong tool for developing engaging learning experiences and situations. Finally, it is up to the leaders who use it to ensure that it is a good match for their audience. Gamification, when implemented correctly, may encourage and push employees to finish their Leadership Training in a fun, innovative method that works.