Think of 3 words that rhyme with "sun" in 5 seconds! (Hint: Check the end of this blog)

How did you do? Did you think of the obvious ones? More than three? Or maybe your mind drew a blank?

If you gave it a shot—or even peeked at the answers—you, my friend, just experienced gamification in action!

Gamification is one of the most hyped yet misunderstood learning strategies in corporate training and development.

Why the hype? When implemented effectively, it can boost engagement and profitability—studies suggest up to seven times more—whether you’re motivating employees or connecting with consumers.

So, where’s the confusion? Many equate gamification to a flood of rewards, badges, and points slapped onto everyday work. That’s a narrow (& often ineffective) view.

In this blog, we’ll demystify gamification—what it really is, how it works, the risks to watch out for, and a step-by-step guide to bring it to life in your organization.

We’ve a LOT of ground to cover! [Feel free to toggle to your area of interest]

Foundational Definitions To Understand Gamification

What is a Game?

To truly understand gamification, we first need to explore the root word: game. Without grasping what makes a game, we can’t fully appreciate how its elements can transform non-game contexts.

Think of Pac-Man or Mario. These are classic games that most of us have played (or at least heard of). What makes them games?

At its core, a game is:

  • A system: There’s a structured environment with defined rules (e.g., avoid ghosts in Pac-Man, collect coins in Mario).
  • An abstract challenge: The challenge is clear—navigate a maze or overcome obstacles, all within the boundaries of the game’s rules.
  • Interactivity and feedback: Players act (moving Pac-Man) and receive immediate feedback (score increases, power-ups, or consequences like losing a life).
  • Quantifiable outcomes: Success is measurable—did you beat your high score, reach the next level, or save the princess?
  • Emotional reactions: Whether it’s the thrill of escaping a ghost in Pac-Man or the frustration of missing a jump in Mario, games evoke feelings that keep us engaged.

What is Gamification in Corporate Training?

Gamification in corporate training is a carefully considered application of game-like elements in non-game settings. It uses game-based mechanics, aesthetics and game thinking to engage learners, solve problems & motivate action.

Game-based – The concepts outlined as a core of the game above. The goal is to create a game in which employees would want to invest time and energy.

Mechanics – These include earning badges, scores, point systems, leaderboards etc that make the building blocks of the game.

Aesthetics – These are engaging graphics and user-friendly interfaces that are simple to navigate and have short or no learning curves at all.

Game thinking – Perhaps the most important element as its the idea of thinking about an everyday experience and converting it into activity that has elements of competition, exploration, storytelling or cooperation.

In corporate environments, gamification can be applied to both online and offline training. Offline, trainers may use serious games, which incorporate the principles of gamification but are distinct because they are standalone games designed for training or problem-solving.

Serious Game Vs. Gamification?

Let’s clarify with an example:

Suppose an instructional designer creates a game to teach the sales process. This game includes scenarios where players close deals, overcome objections, and learn techniques while earning points and advancing levels.

Is this gamification? Not quite. This is a serious game.

What is a Serious Game?

A serious game is a game designed with a purpose beyond entertainment—whether it’s to teach, train, or solve a real-world problem. In the example above, the focus isn’t just entertainment—it’s learning and skill-building.

In short: Gamification makes existing systems better with game elements, while a serious game is a complete training game. Both are valuable in corporate learning.

Now, before we move on to how to create gamified training program, we first need to see theory behind the gamification and why it exactly works?

Learning Theories Behind Gamification

From childhood, games have been more than just fun—they reduce stress, challenge us, and fulfill our need for achievement and connection.

When work tasks are gamified, they leverage these natural instincts, creating experiences that feel rewarding and engaging.

This isn’t just play—it’s behavioral science in action.

At its core, gamification draws on key theories like:

  • Extrinsic & Intrinsic Motivation

Extrinsic motivation comes into play when individuals perform a task not because they enjoy it, but to earn a reward or avoid a consequence. It’s like saying, "Reach this quarter's sales target, and you'll receive a 10% bonus." One might not be thrilled about the high-pressure sales environment, but the financial incentive motivates them to hit the numbers.

Intrinsic motivation, on the other hand, is when people engage in an activity simply because they find it enjoyable or fulfilling. It’s driven by the joy of learning, the satisfaction of achievement, or the pleasure the activity brings.

Understanding which type of motivation you want to kindle in your employees is key to designing relevant gamified training programs. Get this distinction right, and you’ll unlock the true potential of gamification!

  • Distributed Practice

In gamification, distributed practice is when learning is spaced into separate sessions. It is the opposite of cramming. It’s integrated seamlessly through features like levels, milestones, or recurring challenges that encourage consistent engagement over time.

Studies show that spreading learning activities over days or weeks helps individuals retain knowledge longer and apply it more effectively.

Instead of overwhelming employees with a single training session, gamified systems drip-feed learning in manageable chunks keeps the training material fresh.

  • Scaffolding

Scaffolding is strategy designed to support learners as they build new skills or knowledge. It’s like having training wheels when you’re learning bicycle.

Such strategy includes hints, prompts, and gradual challenges that help learners move step by step to the next level. Think of hints after a few wrong tries, progress bars that show how far you’ve come, or lifelines that narrow choices. As learners improve, the extra help fades, letting them build confidence and independence.

Scaffolding keeps learners motivated and prevents frustration. It’s the gentle nudge they need to move forward, especially when things get tricky. Give help when it’s needed, but know when to step back!

  • Social Learning Theory

Developed by Albert Bandura, Social Learning Theory emphasizes that people learn through observation, imitation, and interaction with others. Behavior isn’t just shaped by personal experiences but also by observing the successes and failures of peers.

People are inherently social beings. Observing peers can reduce uncertainty, build confidence, and create a sense of community.

For example, let’s say your CS department has a gamified platform that tracks how quickly each employee resolves customer inquiries. Employees earn points for each successful resolution and move up the leaderboard.

At the end of each week, the top performers receive a small bonus or “fastest problem-solver badge”:)

Now, what makes some games so engaging and addictive, while others are only played once? The secret is in the game elements, or mechanics.

Game Elements of Gamification in Training

Here’s a breakdown of these key components and when to use them:

  • Points are a numerical representation of progress or achievement. Employees earn points by completing tasks, meeting goals, or participating in activities.

Use these if: You want to incentivize participation and create a clear, measurable way to track progress.

  • Badges are visual symbols or icons awarded to employees for completing a course, mastering a skill, or reaching a specific level of performance. They are often displayed on profiles or dashboards.

Use these if: You want to recognize achievements and motivate employees through visible status symbols.

  • Leaderboards are charts or tables that rank participants, usually from highest to lowest, based on various metrics, such as sales figures, training progress, customer satisfaction scores, or other KPIs.

Use these if: You want to enable healthy competition and encourage employees to strive for top performance.

  • Challenges are specific tasks that employees are encouraged to complete within a certain timeframe. They can be daily, weekly, or part of a longer-term goal.

Use these if: You want to keep employees engaged with short-term goals and motivate them through time-bound tasks.

  • Quests are more elaborate, multi-step tasks or missions that employees undertake. They often involve a series of challenges that must be completed to achieve a larger goal.

Use these if: You want to create a deeper, more immersive experience that aligns with complex training objectives.

  • Storytelling involves embedding a story or narrative into training programs, tasks, or activities. This narrative often follows a journey, with characters, challenges, and a clear objective.

Use these if: You want to make training more engaging by creating a compelling narrative that resonates with employees.

  • Progress Bars are visual indicators that show how much of a task or goal has been completed. They are typically depicted as horizontal bars filling up as the employee progresses.

Use these if: You want to provide immediate, visual feedback that motivates employees by showing their progression toward a goal.

  • Rules define the boundaries of a game—what players can and can’t do. They set clear expectations, create structure, and establish the challenge by outlining how goals can be achieved or obstacles overcome.

Use these if: You require discipline, like time limits or resource management.

To tie it together: Gamification thrives on the synergy of multiple elements working in harmony. Learning professionals can strategically use them, either collectively or individually, to drive better engagement and learning success.

Up Next: Let’s explore benefits of gamification when it hits the mark in training and development!

Benefits of Gamification in Training

Some visible benefits you would see for sure are:

  1. People love games, and gamification keeps learners hooked and eager to participate.
  2. Fun and interactive learning sticks—your team remembers more for longer.
  3. When training feels like play, employees invest more time and effort, improving performance without the tasks feeling like a chore.
  4. Gamified tools provide real-time progress updates so learners know where they stand and what to improve.
  5. Leaderboards and challenges motivate employees to push themselves—and each other—to excel.
  6. Multiplayer elements build teamwork and stronger connections among colleagues.
  7. Scenarios and simulations make it easier to transfer skills from training to the workplace.

Is Gamification Effective?

Gamification can be incredibly effective—but only when it’s designed with care. Its success hinges on a few key factors:

  • The design of the gamified experience.
  • The context in which it’s applied.
  • The level of participant engagement.

A common pitfall? Using gamification without understanding its purpose. Different platforms and use cases mean user motivations will vary. To succeed, you need clarity: What behaviors are you trying to encourage?

Take Duolingo as an example. They introduced a referral program inspired by Uber, offering a free month of Duolingo Premium for referrals. Sounds smart, right? However, many Duolingo's users already had Premium, so the program didn't appeal to them. As a result, the gamification element failed to engage the top users who were already on Premium.

The lesson learned? Thoughtful design and a clear understanding of your audience are everything in gamification.

How To Implement Gamification In Different Training Scenarios?

For corporate gamification, there are different training scenarios where gamification can be used:

1. Sales Training

Sales representatives can earn points for completing training modules, achieving milestones, or meeting targets. Displaying this on a leaderboard can spark healthy competition, pushing participants to outperform each other.

2. Compliance Training

Rather than presenting dry content, gamified compliance training could involve completing various levels, each unlocking more complex material. This could reduce cognitive overload and create a sense of progression.

3. Onboarding Programs

New hires can be guided through a series of levels representing various onboarding stages (e.g., company culture, tools, roles, etc.). Completing levels unlocks further access, and points or certifications can be earned along the way.

Group onboarding sessions can involve collaborative challenges, where teams of new hires work together to solve problems, reinforcing teamwork and engagement.

4. Leadership Development

Gamifying the learning experience by allowing leaders to create avatars that reflect their leadership style and then progress through levels based on their personal development goals.

Earning badges for mentoring others can encourage leadership development, with additional rewards for more complex mentorship tasks.

Now, let’s explore some real-world corporate gamification examples (and find your next big idea).

How Are Companies Using Gamification for Training

Let’s see some successful corporate gamification examples:

1. Nexa

At Nexa, a company providing reception services for small and medium-sized businesses, a corporate gamification tool was introduced to boost the sales culture by infusing fun competition and recognition.

The tool visualized data in real-time, allowing the team to track individual and collective performance through features like leaderboards. Plus, custom music videos celebrated each closed deal, adding excitement to the daily routine.

2. Cisco

Cisco’s Binary Game is a classic example of using gamification for skill development. Designed in 2001, this interactive game was initially created to teach binary number systems to network engineers in a fun way.

By incorporating leaderboards and progressive difficulty levels, Cisco tapped into intrinsic motivation, encouraging players to improve their performance and master the material.

The game didn’t just train engineers; it also served as a marketing tool to attract tech geeks to Cisco's certification programs. This shows the power of gamification to not only educate but also to build brand engagement and loyalty.

3. IBM

IBM's INNOV8 game is a business simulation designed to teach players about business process management (BPM) and the value of simplifying workflows. Released in 2007, this serious game lets players step into real-world business scenarios, solving challenges like improving supply chain efficiency or customer service operations.

By gamifying complex concepts, INNOV8 engaged learners, making BPM more accessible and actionable. It became a popular training tool in universities and corporate environments, showcasing IBM's commitment to innovation and its practical applications in improving business processes.

4. GoDaddy

GoDaddy, a leader in web hosting and domain management, has been at the forefront of using gamified learning. To get deeper into how GoDaddy achieves this, tune in to Gyde’s podcast featuring Cammy Wood, their Global Learning Engagement Director.

Cammy Wood talks about how GoDaddy include gamification in their workplace

In this episode, she shares actionable insights on how to integrate learning into the flow of work using innovative methods like gamification and community-driven learning. It's a must-listen L&D podcast, with key questions that reveal valuable insights!

8 Steps to Create a Working Gamified Training Strategy

Creating a gamified training strategy might seem like a big task, but breaking it down into manageable steps can make the process smooth.

Here’s how you can do it:

1. Start with Clear Learning Objectives

Before diving into gamification, get crystal clear on what you want your learners to achieve. Are they mastering a new skill, adopting a behavior, or solving a problem? Set measurable goals so you know exactly where you're heading and how to get there.

2. Get to Know Your ‘Player’

Understanding your audience is key. What motivates them—competition, rewards, or personal growth? Dive into their preferences, challenges, and current skill levels so you can craft an experience that speaks to them. The better you know your players, the easier it is to create a game they’ll enjoy and learn from.

3. Pick the Right Game Mechanics

Now, the fun begins! Choose the right game elements like points, badges, levels, or even a compelling story. Whether you go for one or mix them up, make sure it ties back to your learning objectives and keeps your audience engaged. The goal is to keep it fun, but always with purpose.

4. Apply Learning Theory Principles

Think back to the learning theories we mentioned earlier—scaffolding, distributed practice, social learning. These concepts help guide your game mechanics and ensure that the experience helps learners progress without overwhelming them. Keep these principles in mind to maximize engagement and effectiveness.

5. Choose the Right Gamification Tools for Online Training

Choosing the right tools is key to bringing your gamified training strategy to life. There are a variety of platforms and software that offer gamification features like leaderboards, progress tracking, and rewards. Select tools that are intuitive for both you and your learners, and make sure they integrate well with your existing training systems (we have a few mentioned below).

6. Track Progress and Give Feedback

Learners need to see how they're doing as they go. Use progress bars, scoreboards, or personalized feedback to let them know where they stand. Make it actionable so they can adjust and improve right away, keeping them motivated throughout.

7. Run a Pilot and Get Feedback

Before launching your program to everyone, test it with a small group. Gather honest feedback on what worked and what didn’t. It’s your chance to fine-tune things and make sure your gamified training is hitting the mark before it goes live.

8. Keep Improving

Once your gamified training is up and running, don't stop there. Keep gathering feedback and analyzing data to make small tweaks and improvements. Gamified programs are most effective when they evolve with your learners’ needs, so always be ready to refine and enhance.

Follow these eight steps and be rest assured to include gamification naturally into your training strategy!

Before we jump into the tools, let’s take a moment to identify the obstacles that could crop up when crafting your gamified strategy.

Challenges Implementing Corporate Gamification

1. Change Acceptance Across Generations

Not everyone may be receptive to gamification in a diverse workforce. While younger employees might find it appealing, older employees or those accustomed to more traditional training methods might view it as trivial or unnecessary. This resistance can lead to disengagement, undermining the program's intended benefits.

2. Superficial Engagement

There’s a risk that employees might become overly focused on earning rewards—such as points, badges, or leaderboards—without truly engaging with the material or understanding its application. This can result in superficial learning, where employees are motivated by external rewards rather than internalizing the knowledge.

4. Sustainability and Longevity

The initial excitement of a gamified program can wear off if not continuously updated or if the game mechanics become repetitive. Sustaining interest requires regular updates, new challenges, and evolving content to keep learners engaged. Without ongoing innovation, the program can quickly become stale.

5. Technological Barriers

When you implement gamification in a digital environment, you'll need to integrate new gamification software with existing Learning Management Systems (LMS) or Human Resources Management Systems (HRMS). Here, compatibility issues can arise. Plus, integration may need great investment in time & technical expertise.

Also, gamified training programs must be accessible to all employees, regardless of their technical proficiency. Remember, poor user experience, complex interfaces, or technical glitches can frustrate learners and reduce participation.

5 Gamified Tools for Corporate Training & Development

1. SC Training (Previously known as EdApp)

SC Training, previously known as EdApp, is a mobile-first Learning Management System (LMS) designed to make training more happening and accessible. It offers a wide range of features and pricing plans to cater to various business needs.

Key features

  • Bite-Sized Lessons: The platform focuses on microlearning, delivering short, engaging lessons that are easy to digest and retain.  
  • AI-Powered Content Creation: SC Training's AI tools can help you create interactive lessons quickly and easily.  
  • Gamification: Includes corporate game-like elements to boost learner engagement and motivation.

Pricing
SC Training offers a tiered pricing structure:

  • Free Plan: Basic features for individual users
  • Starter Plan: Suitable for small teams with unlimited users
  • Pro Plan: Advanced features for medium-sized businesses
  • Enterprise Plan: Customized pricing for large organizations

For detailed pricing information, please contact SC Training directly.

Ideal for: Short, engaging learning bursts and reinforcing knowledge retention.

2. Gametize

Gametize is a platform designed to offer gamification in learning. It offers a suite of features that can be tailored to various business needs, from employee training to customer loyalty programs.  

Key features

  • Content Creation: Create engaging content, such as quizzes, challenges, and leaderboards, to drive user participation.  
  • Gamification Mechanics: Implement game elements like points, badges, and levels to improve competition and reward achievement.  
  • Social Features: Enable users to connect, collaborate, and share their progress with others.  

Pricing

Gametize offers a range of pricing plans, from free to enterprise-level. Factors like number of users, content, customization, and support influence the cost. For the most accurate pricing, visit their website or contact their sales team.

Ideal for: Creating immersive learning experiences across various training topics.

3. isEazy Game

isEazy Game is a gamification platform designed to improve user engagement and motivation. It offers a variety of features to create interactive and rewarding experiences.

Key features

  • Content Creation: Create quizzes, challenges, and rewards to keep users engaged and motivated.
  • Analytics: Track user behavior and performance metrics to measure the effectiveness of your gamification strategy.
  • Integrations: Connect with other platforms and tools for seamless integration.

Pricing

isEazy Game offers a variety of pricing plans to suit different business needs. While specific details may vary, here's a general overview:

  • Free Plan: A basic plan with limited features for small-scale testing and experimentation.
  • Paid Plans: Tiered plans with increasing features and capacity, catering to larger organizations and more complex gamification initiatives.
  • Enterprise Plans: Customized solutions for large enterprises with specific requirements and high-volume usage.

Ideal for: Rapidly developing interactive content and measuring learner performance.

4. AhaSlides

AhaSlides is a presentation tool that allows you to create interactive presentations with features like polls, quizzes, word clouds, and Q&A sessions. It's designed to engage your audience and make your presentations more dynamic.

Key features

  • Interactive Elements: Add polls, quizzes, word clouds, and Q&A sessions to your presentations to encourage audience participation.
  • Real-time Feedback: Get immediate feedback from your audience through polls and quizzes.
  • Remote Control: Control your presentation from your smartphone or tablet.

Pricing

AhaSlides offers a free plan with limited features. For more advanced features and unlimited usage, you can choose from two paid plans:

  • Standard: Starting at $24.99/month
  • Business: Starting at $49.99/month

Ideal for: Enhancing live training sessions and motivating audience participation.

5. Kahoot!

Kahoot! is an interactive learning platform that allows you to create quizzes and games to engage your audience. It's a popular tool for education, training, and events.

Key features

  • Quiz Creation: Easily create quizzes with multiple-choice, true/false, and open-ended questions.
  • Game-Based Learning: Turn your quizzes into fun and competitive games.
  • Real-time Engagement: Participants answer questions using their smartphones or computers.
  • Leaderboards: Track scores and create a competitive atmosphere.

Pricing

Kahoot! offers a free plan with limited features. For more advanced features and unlimited usage, you can choose from two paid plans:

  • Kahoot! Plus: Starting at $29.99/month
  • Kahoot! Premium: Starting at $69.99/month

Ideal for: Quick knowledge checks, team-building activities, and energizing training sessions.

Why DAPs Outshine Gamification for Software Application Adoption

Gamification adds excitement, but if your main goal is improving application adoption, a Digital Adoption Platform (DAP) is a more direct solution.

Take Gyde(which is an intuitive AI-powered DAP), for instance. It provides in-app guidance to help employees navigate and master a software faster than ever.

How does it do that? With features like:

  • audio-visual walkthroughs – Give them clear, step-by-step instructions with both visuals and narration to help complete tasks quickly.
Gyde walkthroughs working in-app
  • contextual help articles – Provide help articles right when they need them, tailored to their current task & app screen.
  • multilingual help – Let them access support in their preferred language for better understanding and ease of use.
  • bite-sized process videos – Allow them to watch quick, easy-to-digest videos that break down tasks into simple steps.
  • instant in-app assessments – Test their knowledge with quick quizzes as they work, helping them learn and apply skills on the spot.

Think of these assessments as gamification—but without the hassle. Powered by AI, it creates assessments that reinforce what your employees actually supposed to learn, making application adoption much easier.

Plus, training administrators don't have to worry about creating all the above training resources (it's super easy)! They can follow these steps:

  1. Open Gyde's no-code walkthrough creator through its user-friendly extension.
  2. Click through the application process they need to explain, and Gyde's AI captures everything as they go.
  3. It then generates a walkthrough with text & audio instructions based on the clicks.
  4. With just one click, they can convert this walkthrough into a bite-sized video and a step-by-step screenshot guide.

And further, training admins can use Gyde’s analytics – to view real-time data on how employees are engaging with the content and the fine-tune training content accordingly!

Looking for a more simpler approach than gamification? A DAP like Gyde might be exactly what you need!

Gyde banner

FAQs

  • What is an example of gamification in HR?

An example is using a point-based system in onboarding programs where new hires earn points for completing training modules, participating in team-building activities, or achieving certain milestones. These points can lead to badges or rewards, creating a more engaging and motivating experience.

  • What is the main purpose of gamification?

The main purpose of gamification is to increase engagement, motivation, and productivity by applying game-design elements to non-game contexts. This approach makes tasks and learning experiences more enjoyable and interactive, encouraging users to participate and excel.

  • What are the three elements of gamification?

Here are three elements of gamification:

  • Points: Rewards for completing tasks or reaching milestones.
  • Badges: Visual symbols of achievement.
  • Leaderboards: Displays of top performers to foster competition.

End Note: FUN, BUN, PUN  – How did you do?