Gamification is an extremely useful and versatile tool within L&D. By creating immersive simulations and safe environments, it’s not only a refreshing change for the learner – it’s also more likely to bring about the behavioural change you’re striving for. Below are three examples of how we’ve delivered gamification to our clients.
Allianz – Insurance Risk
Allianz were looking for a solution to introduce people to their organisation and its key products, one of which is insurance. They wanted the solution to be used during the induction process and to attract people at employment events, many of whom would have little to no knowledge of insurance and risk.
We created a ‘town’ that was full of risks for the learner to engage with and solve problems. Learners travelled around the town, taking part in various scenarios and activities introducing Allianz products, while being provided with a safe environment in which to further their knowledge. The graphics were designed with a younger audience in mind, while also being sympathetic to the Allianz brand.
Ocado – Right to Work
Like many organisations in the retail sector, Ocado experiences seasonal fluctuations in staffing requirements. During peak seasons, the Ocado HR team receives a high volume of applications from overseas nationals. Ensuring all applicants had the right to work in the UK put an annual strain on the HR team, and therefore something needed to be done.
We provided a host of learning resources, which culminated in a game simulating a busy day in the HR team. The learner was set the challenge of clearing three large piles of work, each pile testing their understanding of ID documents. A time constraint element was added to the game to further simulate the busy nature of the HR team.
A safe environment was adopted by feeding back reminders when questions were answered, enabling learners to learn from their mistakes, or to reinforce learning when the correct answer was chosen.
Safran – Onboarding
Safran has a large site where induction usually took place over a number of days/months after someone had joined the organisation. They required a solution that would introduce new employees to the organisation before they arrived at the site. Safran wanted new employees to familiarise themselves with different departments and the site as a whole, to support making them feel “part of the business” before their first day.
We created a vast number of learning assets, utilising animation, eLearning and infographics. We then recreated the entire Safran site, using photographs of the staff and buildings, to reinforce the feeling of familiarity.
The learner can visit any part of the site. At each stage, they meet the Manager, who explains the area. Each department has an activity or simulation that highlights what goes on, such as UV heat treatment. As the learner navigates the site, they collect a stamp for their ‘passport’ once each activity is completed. The aim is to collect all the stamps.
This project was so successful that it won a silver award at Learning Technologies 2017 for excellence in the design of learning content. Find out more about the entire project by clicking here
In our experience, the learning content must lean itself towards being gamified – just ‘shoehorning’ gaming elements into learning content in order to achieve the badge of ‘gamified learning content’ will actually have a negative effect and is more likely to create issues rather than solve them.
Our creative team will work closely with you to find solutions to your learning challenges that WILL work. We pride ourselves on honesty and will tell you if your idea doesn’t suit your challenge.
We’re passionate about education, regardless of the age and location of the learner and organisation, whether it be a school or a workplace. Check out the following Ted Talk: https://www.youtube.com/watch?v=mOssYTimQwM
Whilst the angle is mainly geared towards gamification amongst children in a school setting, the theory and application is also relevant for adults in the workplace.