Gamification training is a particularly useful strategy when handling tasks that are not enjoyable to the users. For example, an in-depth safety training programme, or compliance training might not be the most engaging topics for new hires. Similarly, non technical workers could benefit from gamification in cyber security training.
2 Stages of Gamification in Training and Development
Gamification techniques can be present throughout an employee’s entire lifecycle. After all, training and development are issues employees deeply care about. And, although there is a stage of your lifecycle called “Development and Training,” this does not mean that you cannot participate in development initiatives even at the beginning of your new employment.
This also applies to gamification techniques. We are highly confident that gamification of training and development can improve your experiences across all employee stages. So let’s take a few examples. Since we already devoted an entire article to onboarding gamification, we are going to focus on other stages of our employee lifecycle with an organisation.
1. Reboarding Stage
Reboarding refers to helping employees re-integrate in a workplace after a period of absence. This means that employees coming from leaves or absence and even employees that worked in the past will need some support integrating again.
Gamification in training and development can help companies retrain you during your reboarding.
You can learn about product updates, or new product offerings. Additionally, you can gain new skills to remain competitive in your role. This is particularly valid in cases where groundbreaking updates happened in your absence. For example, a new software that changes your workflow. Another example will be to participate in gamified cyber security training, as cyber attacks are becoming more sophisticated.
2. Crossboarding Stage
When you decide to pursue a different career path in the same organisation, you will probably participate in a crossboarding process. This may entail going through training and development. Again, gamification can facilitate your goals.
For example, you might need retraining if you are moving to a completely different department and/ or role. Let’s say you have been working as a technical consultant and decided to advance your career in sales. Your company can offer a sales training gamification offer to make your transition smoother and more engaging. There might also be new compliance modules that you have to complete. You can learn in a fun way about new software or technology.
All of these are examples of leveraging gamification in training and development during your crossboarding stage.
3 Key Improvements for Gamification in Corporate Training
Let’s explore how gamification in corporate training can help achieve essential objectives in 3 key areas.
1. Onboarding New Hires
First and foremost, when onboarding new staff, gamification in training can ensure a less boring and document dependent training. Even training videos might not engage you as a new hire. However, with gamification in corporate training, you are poised to become more engaged.
2. Training Results
When it comes to training results, both companies and individual employees reap the benefits of gamification in corporate training. For you, gamified training is more fun, making you more likely to actually remember the information you are being taught.
For companies, high quality training results translate in a positive return on investment. But this does not only refer to job productivity, but also employee engagement.
3. From Routine & Boring to Engagement
All employees have to go through safety, compliance and legal procedures. For new employees, all of this will be at the very beginning of their onboarding journey. For fully integrated employees, they will need a periodical review.
Needless to say, compliance and safety procedures are topics that are not particularly exciting. Yet, you do have to go through this kind of training with a certain regularity. But, what if rather than reading some slides, you would have a game-like experience? All of a sudden something routine and boring can be fun and engaging.
Engagement is a marker for job satisfaction, which leads to talent retention. Engaged employees, or even better inspired employees have an enormous impact on business outcomes.
Bain & Co’s Time, Talent, Energy publication makes a compelling case for why every CEO and senior leader should focus on managing human capital to beat the competition. The book showcases that The higher the percentage of engaged and inspired employees in your organisation’s workforce, the higher its productive power.