Gamification: Employees Compete While Learning

At some point, every organization introduces a new program or policy. Globalizing economies, new technology, and turbulent financial and political times require that teams consistently rethink services, products, and approach.

But how do you manage your team through the change? eLearning Gamification!  As noted by Harvard Business Review in This is Your Brain on Organizational Change, engaging employees is one of the most important factors to success. Employees become more prepared, which reduces potential feelings of threat and unnecessary stress.

 

Seminole Casinos faced this exact problem with the pending implementation of a new “Wild Card” rewards program. Knowing success would be dependent on frontline employees, Seminole needed a way to educate, relate, and motivate employees.

Knowing engagement was key, The LHT Group used gamification to create a new eLearning experience. To play the game, employees answer questions about the new Wild Card program and compete against each other for tangible prizes.

The game breaks down like this: First employees pass a series of multiple-choice questions to receive points. As the questions get tougher, the points get higher. After completing ten questions, employees enter a digital slot machine to win gift certificates. The more points, the more chances to win.

Throughout the process, The LHT Group used three simple, but effective points for success:

  1. Education – The LHT Group organized the complex information into short, manageable groupings based on difficulty and relevance. Putting the most important information first, the program ensured the rewards program some very specific requirements.
  2. Relevance – The LHT Group used familiar themes to deliver unfamiliar content. Given the employees worked in the gaming industry, The LHT Group used a casino-based theme to deliver content. This included information and questions on a card table design with similar pop-up windows. Also, The LHT Group used a slot machine graphic and principles.
  3. Gamification – The program used a combination of intrinsic and extrinsic motivators. This included the multiple levels of questions that increased in difficulty and a point system that translated into redeemable gift certificates. Basically, employees were then internally motivated to learn, while using a rewards system to motivate program participation.

Taken together, education, relevance, and gamification create an easy, but successful way to integrate organizational change. By engaging employees in fun and rewarding training programs, Seminole Casinos will undoubtedly have a rewarding rewards program.

What challenges do you face when implementing change? Leave us a note–solving problems is our speciality.

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