Sometimes learners struggle to get started on a course, abandon it along the way, or completely ignore it.. This may in particular be the case in a corporate training context, where some learning employees may lack time due to their daily missions. In many contexts, gamification has the great utility of boost user engagement. Of course, training is no exception. So, how do you set up a training reward system to motivate learners? We're going around!
Step 1 - Evaluate training and the causes of underperformance
Before looking at the type of reward system you want to use for training, It is first necessary to understand why the training in question underperforms. In fact, the Gamification is not the solution to all engagement problems, and it often happens that the problem comes from elsewhere. The training engineer must therefore scan the training to determine the elements that “get stuck”.. Is the level of difficulty adequate? Does the training meet the objective for which it was developed? Are the course and content of the training adequate from a pedagogical point of view? In the case of e-learning, are the tools and platforms used to provide training efficient, adapted and accessible to all?
What actions should be put in place?
1 - Analyze the training to determine the elements that “get stuck”
2 - Observe quantitative elements such as data and qualitative elements such as the training content itself
Step 2 - Survey and observe learners
Beyond the technical and pedagogical aspect, knowing your learners and understanding the possible causes of disengagement are two essential points when considering setting up a training reward system.. Indeed, adding layers of video games, serious game or point systems in a training course without knowing who you are talking to or your expectations is counterproductive. The instructional designer can therefore first observe the quantitative and qualitative data linked to groups of past learners, such as their performance on learning software, the retention and feedback of key elements of the training, but also their age, their psychosocial characteristics, etc. He will also be able to use surveys or discussion groups to collect more qualitative information on learners' relationships with training and play. In short: ask open-ended questions to learners about what they liked and didn't like, what they found effective, what they learned, or what they thought was the purpose of the training.
What actions should be put in place?
1 - Observe quantitative data directly related to candidates such as their performance on learning software, the retention and feedback of key elements of the training
2 - Collect quantitative data elements using questionnaires
Step 3 - Integrate game elements into the core of the reward system
Once the “dysfunctional” aspects of the training have been identified and with the understanding of learners' behaviors and expectations, it is time to set up the game elements and the reward system at the heart of the training.. For example, if the problem identified is that of information retention, games and quizzes that allow the repetition of concepts can help to capture attention and optimize assimilation. If it is the learners' attention that is a concern, the instructional designer can add tasks, challenges or games to collect additional points or rewards during the slightly longer or masterful sequences of the training, in order to keep them motivated.
What actions should be put in place?
1 - List the objectives of the reward system (problems to be solved) in order of importance
2 - Develop a reward system that solves all these problems, for example quizzes to repeat concepts and help assimilation, or challenges to pace the somewhat long training sequences.
Step 4 - Choosing the right tools for your training reward system
Adding game elements and a reward system to training can be more or less facilitated depending on the tools at your disposal.. In the case of e-learning or blended learning, some LMS provide features of Gamification such as the possibility of having an avatar, of setting up point systems or even progress bars. But other solutions exist, based on the connection between microlearning and gamification, but especially on a more holistic training experience: the platforms of Mobile learning And the LXP are generally rich in reward-related features and make it possible to create rhythmic and motivating training courses.
What actions should be put in place?
1 - Observe the market for solutions that make it easy to develop and update a reward system, without advanced technical skills
2 - Choose solutions that offer a variety of options and allow you to vary game sequences to avoid fatigue
Step 5 - Measure, measure, measure
No initiative to improve training can prove to be effective if it is not measured. Once the elements of the game and the training reward system have been set up, the corresponding data must be collected again to evaluate the new version of the training.. If a problem persists, you will have to repeat the process sequenced throughout this article. If the measured data does not indicate improved motivation after implementing gamified training, this may mean that a different game element or reward system should be used. In other cases, if motivation improves but another learning outcome declines, the instructional designer will need to conduct a more thorough needs assessment to identify whether another concept may be at play to affect learning, in addition to motivation.
What actions should be put in place?
1 - Use the indicators listed at the beginning to compare changes and possible improvements
2 - In case of non-success, repeat the same process to identify possible causes of training failure that were ignored until then or try another reward mechanism more suited to the problem.
