In the field of learning and development (L&D), companies often struggle to define precisely what they want from a training program. Everything done in L&D should turn into action, solving a problem or addressing an issue that is of importance to the business. This approach ensures that L&D aligns with the strategic objectives of the business and that the transfer of learning is effective. Learning transfer needs to be supported at both the instructional and organizational levels. This article discusses how to achieve this using gamified approaches.

First, it is crucial to consider the general success factors of learning transfer. Research spanning over 100 years has identified factors that tend to either facilitate or hinder transfer effectiveness. L&D staff and trainers can benefit from integrating and reflecting on these factors in the training and learning culture of their organization. Three areas need to be considered to ensure transfer success: learners, training design and the organization.

This article focuses on the design and organization of training and how gamified approaches can enhance both areas. What is meant by “gamified”? Gamification in training is a method that incorporates game principles into the training to enhance learning and engagement. This includes elements such as storytelling, challenges, competitions, visualization of progress and more. Gamification can be implemented in the classroom and beyond. Let’s explore this by looking at professional driver training as an example.

Learning in the Classroom

Professional drivers in the European Union (EU) are required to take part in continuous training to maintain their commercial license (35 hours periodic training). Typically, these training courses take place in a physical classroom and can be unengaging. However, if learners are not engaged, they will not learn or apply the knowledge to their daily work. It is evident that a full training day should incorporate different methods and breaks to keep learners engaged.

To activate and engage learners, particularly in virtual learning environments, gamification is a viable option. Let’s look at two examples.

Quiz-Based Refreshers

Imagine the trainer just gave a longer lecture phase about European social regulations. After discussing European social regulations, use a digital quiz game with questions varying in difficulty. A brief, stimulating quiz can energize learners while reviewing newly acquired knowledge. This is especially true if the game is designed to create positive stress through a fast-paced time limit and competitiveness. With a digital quiz game app this can be done in a face-to-face training or in a virtual classroom training, with formats like Bingo and Racequiz, two games developed in a European research project.

Games to Enhance Knowledge Sharing

Professional driver training as mandatory training must be repeated every few years. Therefore, some of the content is for repetition and serves as a refresher and reminder of knowledge previously acquired. In this case, involving the learner at various stages could be beneficial by allowing them to share their knowledge and experience.

To be challenged and acknowledged can highly motivate learners. Create a team-based game featuring open-ended questions, discussion topics or problem-solving challenges related to their training. This also allows learners to learn from one another as they share personal experiences related to the training content.

From an instructional perspective, it is important to engage learners not only during the training but also to implement systems to maintain their engagement at work.

Learning While Working With Follow-Up Activities

Learning processes are more sustainable when they are not singular events but fostered over a longer period. Gamified learning can be easily augmented to daily work. Let’s look at two possible approaches.

Scenario-Based Learning

By introducing one problem-based scenario a week through an e-mail, social media or app message, you can prompt learners to apply their training-related knowledge in your work context. Continuing with the example of professional driver training, one idea might be to maintain awareness of load safety by presenting drivers with a weekly challenge via email or an app, asking learners to apply their knowledge to specific, work-related scenarios.

There are numerous examples of cargo that was not properly secured, resulting in negative consequences. Using various sources such as pictures or police reports, a case can be described in which the drivers must identify the mistake, explain how poorly secured cargo caused the accident, or detail how to secure a specific type of cargo.

From an instructional perspective, it is essential to design scenarios that are work-based and consider relevant points such as typical questions of the drivers, misunderstandings, aspects subject to change and exceptional situations like emergencies. These scenarios can be included in an eLearning or classroom training package, or employees can volunteer as “scenario scouts” to develop and share them. The advantage of creating one’s own scenarios is the flexibility to adapt cases.

Consider creating opportunities to discuss the scenarios together. This can be achieved by addressing them during regular team meetings or by visualizing the scenario in your social spaces, whether virtual or in person.

Game-Based Organizational Learning

Behavior is highly influenced by context. For instance, if an organization fails to provide the necessary structures and tools to ensure safe working conditions, its employees cannot be expected to act safely, regardless of the quality of their safety training. Therefore, it is the responsibility of the organization to demonstrate its commitment to the training content and its importance: It should enable employees to apply what they have learned.

So, you need to ask how the organization, particularly its leaders, perceives and values employee learning. Is there sufficient time provided for learning and adapting to new practices? Is there an expectation that training will have a tangible impact on their daily activities, and are measurable aspects being monitored?

A gamified approach to such organizational learning can include awards for management improvement, good ideas and learner activities. For example, you could award teams that implement new safety protocols effectively or host competitions for developing new training methods or solutions to common workplace challenges.

It is important that such awards underline the core values of the company and foster a healthy learning environment. This also means encouraging purposeful and socially shared reflection on knowledge transfer, accountability for learning transfer, and a knowledge management that is seamlessly integrated into daily workflows.

Summary

Gamification is a method that incorporates game principles into training to enhance learning and motivation. Gamification can be used both during training and beyond to support learning transfer. Factors that facilitate learning transfer include learner engagement, the relevance and quality of the training content, support from leaders and peers, the availability of resources and tools and the possibility to apply what has been learned in practice. Gamification can support learning transfer by increasing learners’ attention, promoting the application and reflection of what has been learned in work practice, and by facilitating organizational learning processes.