How gamification connects knowledge and action
In our previous article, “Microlearning: A must-have for hybrid work,” we looked at how microlearning is adapting to the realities of new working environments and how it needs to not only deliver training in short, focused modules, but also become part of a long-term learning journey. However, efficient delivery alone does not guarantee effectiveness. The next challenge for L&D is to ensure that what is learned is put into practice. This is where gamification often comes into play.
From engagement to application
The perception that gamification is a “fun” aspect of training is understandable. We all know that points and badges can feel superficial if they aren’t tied to actual performance goals. However, when designed with purpose, gamification can create conditions for practice and skill transfer.
For example, consider a real-life work challenge. When learners compete or collaborate in scenarios that mirror their own tasks (e.g., mock sales calls, compliance decisions, customer service situations, etc.), they are not just playing. they are rehearsing. Repetition, feedback, and social responsibility transform abstract knowledge into applied skills.
Take customer service training. This training uses gamified role-plays that allow employees to test their tone and timing in mock conversations. In compliance programs, decision-based challenges reflect real-world judgments. These interactive experiences make practice both safe and meaningful. Learners can experiment, fail, and try again without real consequences in a safe environment, strengthening both their confidence and competence.
Research supports this. Gamification has consistently been shown to have a positive effect not only on engagement, but also on workplace behavior and performance. [1] Another study revealed that 90% of employees feel that gamification makes them more productive at work. [2]
why it works
At the heart of gamification is the idea of making things matter. A task that feels like part of a shared quest is different from the same task labeled “Required Training.” When you play with your teammates with the motivation of not wanting to let your team down or pushing toward a common goal, you’re more likely to naturally hold each other accountable and put into practice what you’ve learned.
Putting gamification into practice
Rather than dismissing gamification as “just for fun,” it’s useful to think of it as a bridge. Connect knowledge to action by encouraging learners to apply what they have learned in realistic and motivating situations. Move training from isolated activities to shared practice areas, reducing delays between learning and execution.
Here are some ways to design gamified learning experiences that increase real-world impact.
Connect gamification experiences to real-world KPIs
Instead of generic quizzes, create challenges that are tied to workplace scenarios and reward progress when applying skills at work. For example, you can use the new framework to complete sales calls, resolve tickets faster, and follow steps correctly.
Use scenario-based challenges
Turn workplace dilemmas into “quests” where decisions impact outcomes. Learners earn points by making good decisions in real-life situations.
Create team-based missions
Foster collaboration by allowing your team to earn rewards when everyone contributes to a shared outcome. Leaderboards only change when everyone participates, promoting accountability and teamwork.
Celebrate real-world application, not just course completion
Recognize and reward learners when they demonstrate skills on the job. For example, unlock a badge only after a manager validates your actual performance.
In summary
Gamification is powerful, but its real impact comes when it’s not limited to standalone modules. When assignments, rewards, and real-world examples are tied into daily workflows, learning feels like part of the job itself, rather than a detour.
Platforms like Moovs Learning Arena that allow gamification to be connected to daily work allow learners to practice on the job and give managers the tools to run learning campaigns that directly improve team performance and KPIs. Daily challenges strengthen skills and knowledge, and themed competitions motivate employees to go further by competing with colleagues and other teams.
This is the next step we will explore in Part 3 of this series, “Learning in the Workflow: L&D Practice Examples.” It’s how organizations integrate learning directly into daily operations, seamlessly turning knowledge into action.
References:
[1] Research published on the effectiveness of gamification methods in workplace learning
[2] 25 Gamification Statistics [2023]
Moovs Learning Arena
Transform your team’s performance with interactive, gamified learning experiences that foster collaboration and drive results.
