Do you have a learning management system in place but cannot figure out how to use gamification? Let’s rephrase: do you have a learning management system that is hardly churning out the desired number of learners per quarter?
Mandatory Employee Safety training
What about the mandatory Employee Safety training? Surely, the word “mandatory” is enough to get someone started!
Do senior managers still complain of the lack of leadership skills in team leaders? Have you finally started reporting some growth sales figures due to improved customer service training? Let’s face it. Most of us dislike reading long texts.
We are now beginning to get oversensitized by video clips and audio podcasts. We do not have the patience to go through it all. We have the work-family equation that needs balancing on a daily basis. We know trainings are good for us. We know trainings will help us grow. Trainings will help us “climb the corporate ladder”, yet we fail to comply with the words “mandatory”, “caution”, “deadline”.
One simple word: procrastination.
Self-discipline and procrastination. What we really need is a little motivation. Something that is beyond the regular paycheck. Something that is in between the paycheck and the promotion! We need recognition and “call for action” speaking moments in our learning environment where we claim bragging rights on our newly achieved and practiced knowledge.
Overcoming the gamification struggle in your LMS
Well, look no further beyond gamification. In this article, we talk about the many ways you can overcome the gamification struggle in your learning management system.
It’s amazing what learning management systems can do nowadays. Its also not a surprise that many users underutilize the potential of their LMS. We want to monitor our users and determine their behavior and attitude towards the training content. We want to address their concerns and needs as learners. We also want to receive feedback from the managers and senior members on how to improve the learning material.
Above all, we need to see some passion, some debate and maybe a “fight” (moderated) on the discussion boards. The good news is, with just a little tweaking, you can have things hot and piping in your learning management system. Think about your analytical tools. If you can receive regular reports on a variety of field sets, you can definitely incentivize better activity by integrating gamification elements with the reporting tools.
Gamification is all about “boy scout” style badges given out for desired performance and behaviors. Badges can also define elite roles based on scores.
Let’s admit it, we all love accumulating points and scores. By allocating points to every activity of the user, be it starting a discussion thread, commenting on others’, uploading a video or even watching a video, you can boost their activity. Points can be awarded and accumulated for various badges.
Thanks to B. F. Skinner and his theories, behavior can indeed be modified and re-directed. Be prepared for some excitement at your LMS central! Follow these simple tips:
Identify key performance goals of your business
Gamification is only effective when it is placed for certain goals and behaviors within a system. Write down all business problems, all learning goals and performance goals of your business in a bullet list. Prioritize each goal by aligning it in the right order. Award each goal certain points. Plan out your gamification program before you play with your learning management system’s gamification features.
Beware of gamifying a failed process
Identify the current goals of your LMS. What courses are your offering? What job aids? How closely do they tie with your organization goals?
Weed out any unwanted programs. Add programs that you determined in the previous step. Remember, only relevant learning content will make it to the priority list of your learners. Adult learners want immediate transfer of learning material.
Make sure all content that is gamified is also valuable to both your organization and the learner. Gamifying content that does not match with the organization’s goals equals to asking employees to perform ineffectively!
Know the Intrinsic vs Extrinsic Motivation
Extrinsic motivation is when you perform an action to get an external reward, thirty-five coins in an online game. It could also be fifteen hundred reward points that can be accumulated for prizes.
For example twenty-thousand points earn a coffee mug with company logo, fifty-thousand points earn a t-shirt with logo etc. Points can also be accumulated to receive superior access privileges in the learning management system (be able to record your audio and upload for example) or acquire a moderator role in a certain department or discussion board.
Intrinsic motivation is when you perform an action because it is personally rewarding, like completing an online activity because you enjoy doing it or you want to grow professionally. It is not performed because you want the thirty-five points.
Gamification is known to boost the psychological impact in a desired activity. With that impact come results for you.
But how do you know if the results have reached your targets? You need to track scores with a learning management system like Talent LMS and measure your results.
Ask questions like: Have sales increased? Has customer feedback improved? Whatever your target was, did you reach it?