Game-Based Learning: When It’s a Worthy Investment

As the acceptance and adoption ofgame-based learning expands, a common question is, “When should I use it?” The simple answer is, “Always!” Game-basedlearning facilitates a deeper understanding than traditional eLearning courses.It is not confined by the content, audience, or delivery platform. Designerscan offer gamified training and serious games anywhere for any topic!  

But while it is possible to create an incredible game forevery online training event, it is not always feasible. Game development takeslonger, requires greater involvement of stakeholders, and costs more thanslide-based eLearning. This reality forces most learning and development teamsto choose which topics or learning objectives are worth the investment ingame-based training.

To start the decision-makingprocess, compile a list of all the training your organization intends toproduce. Then, measure the items on your list against these four conditions.

1. Procedures requiring practice

Game-based training allowslearners to practice new skills. For instance, imagine a sales associate isrequired to ask customers for an email address before ringing up their order onthe register. This is a relatively simple task that could be easily forgotten.Therefore, practicing the procedure in context would be valuable.

You could create a game wherethe learner must help a long line of customers at the register. Learners raceagainst colleagues to see who can ring up orders the fastest, and earn pointsfor each accurate transaction. Among the many tasks involved in the scenario,the learner must remember to ask for an email address at the appropriate time.

Not all training pertains toskills that need practice, such as the company’s dress code policy. You coulddevelop a game where the learner puts the appropriate clothing items on anavatar, attaches their name tag in the proper place, and so on. However, investingin this game may be senseless because retail employees do not need rehearsal toget dressed

2. Knowledge learners must apply

Next, when ranking your list oflearning topics, determine what the learners need to do with the knowledge received.Many instructional designers compare Bloom’s Taxonomy to the training goals. Doyou want learners to remember or understand something? These are the baselevels of the taxonomy, and can be achieved with traditional eLearning. Apresentation approach is sufficient for topics learners need to be aware of, suchas the company’s dress code. You could include a multiple-choice quiz to assessthe learner’s understanding of the policy.

However, if you need learners toapply, analyze, or evaluate the content, eLearning alone cannot measurecompetence. Serious games can test a learner’s ability to apply knowledge in arealistic situation, challenging them to reach higher levels of Bloom’sTaxonomy. Most sales associates, when asked a multiple-choice question, couldremember they needed to ask for a customer’s email address. But the seriousgame forces them to apply and evaluate that fact when they are under lifelikepressure.

3. Processes with serious consequences

Third, identify training forprocesses that could cause injuries or damage the organization’s reputation. Continuingthe retail store example, forgetting to ask for an email address does not havedangerous consequences. Conversely, improperly using a forklift to moveinventory may cause a serious incident. Therefore, you could create a gamifiedsimulation that emulates the process. Learners can practice using the forkliftcontrols and safety procedures inside the game before training on the actualmachine.

Depending on the subject matter,risk management alone could be enough to justify the investment in game-basedlearning.

4. Skills tied to business goals

Finally, evaluate the trainingtopics against your business goals. The training department, no matter howlarge or small, should support the overall goals of an organization. If thereis a company-wide push toward fitness and wellness in order to reduce insurancecosts, the training on the new healthcare plan may warrant a gamified approachto boost excitement. Or, if an innovative marketing campaign relies on customeremail addresses, a serious game for sales associates may be necessary to ensurethe campaign succeeds.

The easiest way to rank traininginitiatives against this condition may be to ask, “What is the business countingon our employees to do correctly?” Skills related to the company’s core valueswill consistently rank high for these criteria. However, other topics mayfluctuate from year to year, depending on the organization’s short-termobjectives.  

Ultimately, determining when toinvest in game-based learning comes down to the anticipated return on investment.Use these four conditions to filter your training topics, then discuss the topcontenders with stakeholders. Once a decision is made, ensure the team assignsthe time, personnel, and budget needed to develop effective training games.