Build learning organization through Gamification
Why is it important to build a learning organization?
LinkedIn’s talent research shows that half of today’s most in-demand skills weren’t even on the list three years ago.
As a result, there is now a premium on intellectual curiosity and learnability, the desire and ability to quickly grow and adapt one’s skill set to remain employable. What you know is less relevant than what you may learn, and knowing the answer to questions is less critical than having the ability to ask the right questions in the ?rst place
Across the global business ecosystem, sourcing and retaining top talent labor is of utmost importance.
We all agree that the Total is bigger than the Sum.
And if a manager can successfully create this learning culture, the team member's full potential is unlocked. Team members are more confident to make decisions.
What are the challenges to build a learning organization?
Equally, it is hard for employees to ?nd the necessary time and space to learn when they are asked to maximize results, e?ciency, and productivity.
According to the Forgetting curve, it is human nature to forget the information over time. So do not feel bad, everyone does forget.
How long will we forget?
About 6 - 7 days
Understanding about the Forgetting curve, it is also a clue for us to overcome this matter, we use space repetition to improve our ability of memorizing stuff.
Every time we revisit the information, we increase our ability to memorize it better.
When I first learnt English vocabulary, I used to use Flash Cards to improve my memory on new words. I wrote English vocabulary on one side of the card and the translation to my language (Vietnamese) on the other side. So if I can remember the answer, I will move the card to next box, and vice versa, if I forget I will move the card backward
What is gamification in education?
Gamify defines gamification as using game-design elements and game principles in contexts such as the workplace, education, and health. Classic elements such as points, badges, and leaderboards are included in this technology. Although it’s not a new concept, many agree that the idea of gamification started to make traction in the mid-2000s and is now considered an important component of successful employee engagement programs
Games and game-like elements have been used to Educate, Entertain and Engage for thousands of years. Some classic game elements are; Points, Badges, and Leaderboards.
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What is an Example of Gamification?
EveryoneSocial’s leaderboard is an excellent example of gamification because it’s designed to get your people creating, sharing, and engaging with content.
For employers, the use of game mechanics helps to digitally engage and motivate employees to achieve their goals, encourage positive behavior, and make their daily work responsibilities more rewarding and fun – but fun is just half of the equation.
It also eases the burden for many employees with labor-intensive roles, as it provides the ability to see how well they are performing in real time, incentivizes their workflows, and helps them make necessary pivots in situations of underperformance.
Gamification is already proven across many industry sectors and has been shown to increase worker engagement by as much as 10% annually.
How to apply gamification in business?
What is a Gamification Strategy?
Gamification strategy is the process of taking something that already exists, like a software application or online community, and using gaming techniques to motivate consistent participation and long-term engagement.
Regardless of who or what you’re trying to gamify, it’s essential that you take the long view.
One of the chief things to avoid when it comes to gamification in the workplace is going too deep too early.
Make sure that whatever you do is appropriate for the audience and not going to be a one-and-done program. After all, the goal is long-term engagement — not a brief spike.
The best corporate gamification programs are about the competition itself. The problem with relying on big rewards to motivate employees are twofold:
You can’t keep funding big rewards over the long-term. (Remember what we just talked about above?)
It can create false incentives. In other words, people end up cutting corners just for the win.
Of course, gamification in the corporate environment should always be about some larger goal (e.g., driving new leads, increasing brand reach, etc.) and having the rules of the game out in the open helps everyone participate, regardless of who ends up winning.
If 90% of your participants are fully engaged in your program, that’s a huge win, regardless if the top 10% drive the majority of the results.
Yes, you should reward your very top performer, but be careful to reward your participants as well. If you don’t, you’ll likely see a big drop off in engagement.
We’ve found that some of the best gamification rewards are those that are connected to professional recognition and advancement. These include such prizes as lunch with the CEO, a LinkedIn recommendation from a VP, a shout-out at an all-hands meeting, an invitation to guest blog on the company blog, etc.