How To Use Gamification To Build Learning Habits On The Frontline

 

The term "gamification" is frequently used in the technology industry. Nowadays, practically every significant brand employs gamification in some capacity. While gamification may be a helpful tool, it must be implemented properly if your objective is to encourage consumers to return—merely adding a points system and scoreboard won't cut it. To create enduring learning habits on the front lines, gamified job training or Leadership Development and training must go beyond entertainment and competitiveness.

Consider loyalty schemes as an illustration. How many times have you chosen a product based on the total number of achievements in a digital account? Companies have been incredibly excellent at motivating customer behavior by tailoring their value offer to habit, regardless of whether the rewards are stars earned for purchasing coffee or points for purchasing airline tickets.

If we perform a task more frequently, we get a higher return on our time and financial investment. And we may use the same principles to assist frontline staff in establishing work-related learning habits. People learn more when they participate in training on a consistent basis. The better they perform, the more knowledgeable and driven they are to accomplish an excellent job.

JD Dillon offers some broad guidelines to bear in mind when incorporating gaming elements into your frontline training plan in a recent edition of ‘The 80 Percent Podcast’. The following are some salient points from his speech:

Keep Your Eventual Objective In Mind

Don't employ gamification only for its own sake. Choose the game mechanics you incorporate in your training approach or Leadership Training carefully. Determine the actions you want your staff to do, the attitudes you want them to adopt, and the habits you want them to develop. Do you want them to sign in and finish the training before each shift? If that's the case, you may include incentives for training streaks in your program.

Move Beyond The Fundamentals

There are many more effective game mechanisms available, such as challenges, awards, and accomplishments, in addition to points and leaderboards. Use a variety of game mechanics that your staff will understand, fit with company culture, and need the least amount of work or attention.

Provide Alternatives To Your Staff

Different factors drive different individuals to take part in the training. Some people find success in earning points and incentives, while others relish the attention that comes with topping the scoreboard. Give your staff a variety of engagement alternatives so they may choose what suits them best while taking part in several Leadership Programs. In the end, it's your responsibility to inspire them to advance their skills and abilities and accomplish their career objectives. Leave the decision to them to figure out how they want to get there.

Put Relevancy Before Gamification

Gamification is entertaining and gives your employees added motivation to take part in job training for several purposes such as Leadership Development or others, but it shouldn't be your primary emphasis. The actual content of your training materials is what counts.

When your workers' check in for training, they should feel challenged and certain that the material is applicable to their jobs. Frontline workers don't have a lot of free time, so they won't want to participate in training, such as Leadership Training if it doesn't improve how they perform in their jobs.

Final Words

There is a good reason why gamification is so well-liked. Gamification offers an additional layer of enjoyment and reward that encourages us to continue returning, beyond our initial objective as customers, whether it is to purchase a glass of juice or take part in job training or Leadership Programs. Your frontline (and bottom line) will gain in several ways if you can successfully leverage the potential of gamification.