Gamification and Game-Based Learning Are Two Different Animals

Gamification and game-based learning are two terms that are oftenconfused. While these industry buzzwords may sound similar, and even share somecharacteristics, it is important to clarify the difference. Here is a primer.

Gamification

Gamification is atechnique that applies game-like elements to an organization’s learningstrategy. While consuming content or contributing knowledge, users might earn points,secure badges, and measure up against a leaderboard. The gamification elementsmay stimulate competition among employees or between departments; however,that’s not the primary purpose or goal. Instead of being tied to a specificlearning outcome, gamification is used to promote learning, increase employee engagement,and generate data about employees’ expertise. Analytics can helpcompanies identify individuals who have consumed or mastered content, and thenharness this data to inform interactions among peers and even customers.

Unlike formal training that takes place in a classroomsetting, gamification is usually delivered to an electronic device such as acomputer, tablet, or smartphone that users can access whenever and whereverthey want. The content is often uncovered in two- to five-minute increments byusers who proceed through it at their own pace. Unlike many traditional games, thereis no concrete start or finish, and the material is not designed to be absorbedin one setting.

Gamification can be effective in a wide range ofapplications. It can be a helpful tool when onboarding new employees who must masterpractical information or incorporate more nuanced topics such as the corevalues of the company. It can also be used to drive content employees need tocontinue learning—such as evolving business practices and new-product information—andcan identify areas for personal development and growth.

Game-based learning

With game-basedlearning, actual game principles are applied to content to impart specific workplaceknowledge and reinforce educational objectives. Game-based learning usuallyincorporates narratives, goals, and feedback. The games, which often havedefinitive starts and finishes, are self-contained units that can be delivered onlineor in a classroom setting. They are best suited to teach principle-based soft skillssuch as resource allocation, decision making, or customer service. Withgame-based learning, employees have the opportunity to take part in anauthentic experience that realistically demonstrates the benefits andconsequences of their actions.

It is important to point out that game-based learning isdifferent from digital simulation, where often-realistic gamecraft techniques areleveraged for training purposes. Examples of this might include modules thatteach employees how to recognize and respond to a cyberattack or phishing scam,or to master sophisticated skills such as flying a jet fighter, performing surgery,or negotiating with a difficult client. The simulated, immersive experiences arevaluable because they allow learners to fail in a risk-free environment.

Gamification and game-based learning can (and do) coexistharmoniously in the workplace. A November 2015 survey of LMS users and instructional designers by Capterra andTalentLMS found that gamification and learning games have widespread adoption,with 83 percent and 90 percent use, respectively. Although they are clearlydifferent animals, each has value. Incorporate them both into your toolkit, ifyou are game.