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How Gamification Improves Your Training

As we all know, training for employees in corporate is extremely important, yet tricky. Training is considered to be one of the most effective ways in order to improve employees’ competence thus improve the corporate’s competence for business growth. However, the efficiency of existing corporate training is questionable. Is the conventional way still relevant to how today business works? One of the ground-breaking solutions is to upgrade it by using games, through gamification. Then, how exactly gamification can improve the corporate training?

 

Voluntary Learner Learns Best

How Gamification Improves Your Training

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This might be very familiar to you: people complaining about training they have to attend because the HR pushes them so, or people saying they don’t remember anything from training they just attended yesterday, or if your company already implemented e-Learning and heard that there are only a very few people who actually understand it, let alone use it. Well, this classic problem of corporate training—where most of the employees don’t enjoy—will unlikely get them to voluntarily join. Yet, we know that the best learning happens when the learner actually wants it. This is where games can help to prevent such situation.

The nature of games fills in the gap to camouflage the learning into a subconsciously designated desire. Naturally, people play games to have some fun which will lead their basic instinct to choose it over trying to engage in a less appealing situation. Through gamification, it is possible to create training games—a kind of game that is designed for the players to practice in a fun way. The highlighted purpose is so they will enjoy the training process thus can learn much better. In addition to that, the focus of the game can range from the very basic corporate knowledge to the divisions’ specific expertise.

 

Experience is The Best Teacher

How Gamification Improves Your Training

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Most of the times, games storyline imitates reality if not creating an alternate one in which both gives the same thing: experience. One of many examples is The Sims. The game gives the player the experience of how challenging it is to build a beautiful house. In case of training gamification, for example, might be inducing corporate values. It can be presented with an engaging story of hows, to the dos and don’ts which will increase the immersive rate in the training process. Chances are, the employee will more likely to apply the proper company value in the daily work life since they have intuitively learned it through the game.

Simulation games also have a high potential for immersive learning. Agate has developed a simulation game that teaches and challenges the player to escape from a burning house. By playing the game, people experience directly how it feels being inside a burning house and doing anything to be able to escape. Through trial and error from playing the game, the player will understand and remember much better than just watching video or lecture about fire escape since the player has already experienced it through simulation.

 

Different Learning Pace to Each Other

How Gamification Improves Your Training

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People are born with different capacities, including different learning pace. Yet, typical classroom training session treats all training audience the same way which we know won’t be very effective. People can learn most effectively if they are in the state of flow, in which they are fully immersed in a feeling of energized focus, full involvement, and enjoyment in the process of the activity. A well-designed game is important on bringing its players into their own state of flow. It provides a great balance between the challenges given to the players and the players’ skill. Unlike conventional learning method, games treat the players “differently”, as games provide the proper challenge right when the player ready for it.

For example in Agate’s made customer service training game, at the beginning of the game, the player will only face customers with a  type of needs – e.g. opening a new account. In this stage, the players need to learn about how to serve customers in the first place. When they have served enough number of customers well, players will start facing customers with more type of needs – e.g. activate online banking service, closing account, etc. When they have also aced that next stage, they will face more type of customers with a different level of patience, to make them learn to serve customers more efficiently. This kind of learning stage lets every employee learns according to each capability, in which everyone will have the same portion of processed knowledge.

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