In this era of labor shortages and quiet quitting, many companies turn to gamification 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.
Visit our “Why Gamification” page for more reasons why gamification works.
We aggregated anonymous data from over 2,500 games in The Training Arcade® and saw that learners played an average of 1.7 times, and 57% of players played games 3 times or more. The more they play, the more they learn!
However, when used incorrectly, gamification can lead to adverse workplace learning environments. Some large companies have been accused of using gamification to set unrealistic goals, leading to growing concern that it can be used to exploit workers.
In our free eBook, What Should You NOT Do When Using Gamification, we explore warning signs that you are exploiting employees with gamification and share tips for using it in a more ethical way.
What are five things you shouldn’t do when using gamification in the workplace? We explore these in more detail in the eBook, but here’s a preview:
- 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
This eBook also offers practical tips for using gamification ethically and gives insights into healthier and more effective ways of leveraging impact with gamification.
Download the eBook now or sign up for a free trial of The Training Arcade to start building engaging learning games.
