Key takeaways
- Gamification applies game-design elements to an activity with another purpose.
- Connect challenges, feedback and progression to a clear objective.
- Review the whole experience rather than relying on points or badges alone.
- Ask participants what helped and adjust elements that confuse or distract them.
Gamification uses elements of game design in an activity that has another purpose, such as learning or completing a workplace process. Challenges, feedback and visible progress can give structure to the activity.[1]
Begin with the objective and the person's experience. Choose the elements that support it, then review whether they help someone understand or do the intended work.
Connect the game elements with a purpose
Decide what the activity should help someone learn or practise. The objective guides the challenge, information and feedback you include.
A reward at the end gives little information about the rest of the experience. Review the choices, problem solving and interaction throughout the activity as well as the visible points or badges.
Plan the challenge and feedback
A challenge gives the person something to work through. Feedback explains the effect of a choice or action and helps them understand what they can try next.
Collaboration can make a colleague or shared information part of the activity. Explain how that contact supports the objective so people know why they are being asked to interact.
Illustrative design at a fictional financial data aggregator: a “Find your support team” mission gives an Implementation hire three fictional workplace questions and a company-approved contact map. The rule is to choose a contact and explain the choice before moving to the next question.
Feedback explains the owner’s role, and a mission tracker shows progress through the three questions. The mission, rule and visible progression add game structure to the underlying learning task. No leaderboard or competition is needed.
This financial-aggregator employee journey example teaches how to find internal help; it does not certify readiness or perform customer work.
Make progression understandable
A storyline or sequence can connect the activities. Show where the person is in the process and what they need to do to continue, using clear instructions and relevant information.
Visible components might include levels, assignments, points or badges. Choose them around the activity's purpose and keep the distinction between progress and learning understandable.
Review the whole experience
Check whether the activity offers meaningful choices, useful problem solving and an understandable next step. A collection of game components still needs that wider design.
Ask people how they experienced it. Some may enjoy a challenge; others may find a reward or competition distracting. Use that response to review the element and the work it is intended to support.
Use it as part of learning
Interactive learning can give people a way to explore information and discuss it. Keep the material accurate, arrange support and give them an opportunity to apply what they learned.
The gamification in HR guide covers planning and trade-offs around workplace activities. The e-learning guide explains how digital material fits alongside practice and conversations.
Sources
- Deterding, S., Dixon, D., Khaled, R., & Nacke, L. (2011). From game design elements to gamefulness: defining gamification. MindTrek, pp. 9–15. DOI: 10.1145/2181037.2181040. https://med.uniroma2.it/wp-content/uploads/2024/07/009-from-game-design-elements-to.pdf
Where CapoFine fits
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Grow connects company and role learning through modules, interactive activities, pathways and progress tracking.