SHIFT's eLearning Blog

Our blog provides the best practices, tips, and inspiration for corporate training, instructional design, eLearning and mLearning.

To visit the Spanish blog, click here
    All Posts

    Top Gamification Trends for Boosting Learning Engagement

    Are your team's training sessions dragging on with low enthusiasm and even lower retention? Gamification could be the secret to turning those dull workshops into dynamic learning experiences.

    Gamification in workplace learning means incorporating elements like points, badges, leaderboards, and challenges to make training sessions more interactive and engaging, much like a game. This strategy isn't just about fun—it makes learning more effective and enjoyable.

    Why consider gamification?

    Let's look at the numbers:

    • A study published in the Journal of Applied Psychology shows that gamified learning experiences can increase retention rates by as much as 90%.

    • Additionally, a study by PwC found that gamified environments can boost learner engagement by 60%. 

    • Furthermore, research by the Aberdeen Group indicates that organizations using gamification improve their employee turnover rates by up to 45% compared to non-gamified environments.

    These statistics illustrate that when training is engaging and feels more like play, employees are not only more likely to enjoy it but also to remember and apply what they learn.

    In this article, we’ll explore the latest and most exciting trends in gamification for corporate eLearning. We'll provide you with actionable examples and insights that you can start using today to revitalize your training programs.

    If you're aiming for your team to not just complete their training but to truly engage with it and apply their new skills, these innovative strategies are key. 

    1) Immersive Virtual Worlds

    Virtual Reality (VR) and Augmented Reality (AR) are shaking up the way training happens in the workplace by offering immersive and interactive experiences.

    These technologies are becoming a trend because they turn theoretical knowledge into practical, hands-on experience. It means creating realistic digital environments where employees can learn new skills just like they're playing a video game.

    Take VR, for instance. When you put on a VR headset, you might step into a virtual setting where you need to tackle tasks like fixing a machine or leading a team. It feels like you're in a game, but you're actually learning important job skills in an engaging way.

    With AR, you could use a tablet or smart glasses that display helpful digital images right on top of what you see in the real world. Imagine a technician getting visual instructions floating next to the equipment they’re fixing. It makes learning a natural part of the workday and not something separate.

    Also read: Gamification in eLearning: What It Is, How to Use AI to Implement It, and What to Avoid

     

    2) Quick Challenges and Microgamification

    The trend towards microlearning is also making waves in gamification. Microgames are small, gamified activities that fit right into the daily workflow. These brief activities help reinforce learning without disrupting work tasks, offering quick challenges or rewards that can be completed in just a few minutes.

    Because they're short, they motivate employees with immediate rewards like points, badges, or small prizes.

    Here's how you could use it: Imagine adding a quick trivia game right after an eLearning session or setting up a daily challenge that relates to a task employees do every day. For example, they might get a quick game about safety procedures first thing in the morning and earn points for finishing it in less than five minutes.

    Actionable Tip: Start using microgames to boost learning right after a training session. Slip them into your team’s everyday routine. Try a short quiz that takes about 3-5 minutes to complete, with rewards for those who keep coming back to participate. This way, everyone stays engaged and remembers more of what they learn.

     

    3) Digital Rewards and Customized Badges: Make Learning a Win-Win

    Gamification is all about making the workday a bit more fun and keeping everyone on their toes. When it comes to eLearning, it's not just about patting employees on the back for a job well done; it's about making those pats more personal and exciting with digital rewards and customized badges.

    Here’s what happens: When employees finish tasks, modules, or challenges, they earn special rewards. But these aren't just any rewards; they're customized to fit what each employee is good at or interested in. What's more, companies are getting creative by letting employees trade the points they earn for real perks like extra days off, public shout-outs, or fun treats like gift cards or special company privileges.

    For example, suppose someone completes several training sessions on team leadership and earns a badge that celebrates their leadership skills. They might decide to use their points for a relaxing day off or a lunch with a mentor. This method keeps everyone interested because they’re not only learning new things but also earning rewards that they actually want.

    This trend in gamification shows how making learning personalized can help motivate employees and make work a little more exciting.

     

    4) Using AI to Gamify eLearning: Making Courses More Exciting

    A big trend in L&D is using artificial intelligence (AI) to add exciting gamification elements to eLearning courses. This involves using AI-powered eLearning tools that can create realistic, interactive settings and characters, turning typical lessons into engaging adventures.

    For example, consider a business negotiation course. An AI tool can build an office scenario complete with clickable areas that work like a treasure hunt. Clicking on a bookshelf might reveal a hidden article on negotiation tactics. As learners move through the virtual office, they can find and play mini-games that mimic real business challenges, such as discovering clues about what a client needs. This makes planning their negotiation strategies more interactive and fun.

    Every click in this environment gives instant feedback, showing learners how their decisions play out. This immediate response helps them see what works and what doesn’t, allowing them to adjust their tactics on the fly. This interactive approach not only keeps learners interested but also deepens their understanding of the material by letting them practice it in real-time.

    Also read: Five Rules of Engagement All eLearning Designers Should Live By

     

    5) Enhancing eLearning with Instant and Real-Time Feedback

    Immediate feedback keeps learners continuously involved by allowing them to see the results of their actions instantly. This immediacy helps maintain focus and motivation, as learners can immediately apply corrections and understand their mistakes, turning potential frustrations into learning opportunities.

    This quick feedback also makes learning feel more like playing a game. Just like in a video game, every choice has a direct result. Learners can try different ways to handle a situation and see the effects immediately, which is a lot like moving up levels in a game.

    Let's think about a course that teaches customer service skills. As learners talk to virtual customers, they choose how to solve problems. The AI checks their choices right away and tells them how they did. For example, if someone doesn't handle a customer's complaint well, the AI explains what went wrong and shows better ways to handle it. It might even let them try again by using interactive replays or different paths they could take. This way, learners can practice and learn from their mistakes, making the whole learning experience more engaging and helpful.

     

    6) Interdepartmental Competitions

    Interdepartmental competitions are a rising trend in eLearning gamification, designed to encourage friendly competition and team collaboration across different departments. In these competitions, departments compete by earning points and working together toward shared goals. This approach not only motivates employees to improve their skills but also fosters a strong team spirit.

    Learning Management Systems (LMS) play a big role in these competitions. Through the LMS, teams can track their progress, scores are updated automatically, and results are displayed on real-time leaderboards. This allows employees to see how their team measures up against others, keeping the competition exciting and motivating everyone to strive for victory.

    Picture a challenge between the sales team and the marketing team. Both groups take a course on digital strategies with a set deadline. The LMS assigns points for each completed module and displays team progress on a leaderboard. At the end of the challenge, the team with the highest points or the fastest completion time wins a group reward, like a team lunch or an afternoon off.

    Recommended read: AI-Driven Content Creation: Your Ultimate Guide to eLearning Success


    As shown throughout this article, gamification is changing workplace learning, turning eLearning from just information-sharing into an engaging, motivating experience.

    These trends not only boost engagement and knowledge retention but also prepare employees to handle real-life challenges more effectively.

    Questions for Training Leaders to Consider:

    • How could you bring immersive virtual worlds into your training programs to create safe, realistic practice scenarios?

    • Could quick microgames and challenges strengthen daily learning without disrupting work?

    • Are you personalizing digital rewards to better fit employees' interests and achievements?

    • How could AI help you make learning more customized and provide real-time feedback?

    We invite training leaders to see these trends not as short-lived fads but as essential parts of a continuous professional development strategy, ready to adapt to the changing needs of today’s workplace.

    We’d love to hear your thoughts! How have you implemented gamification in your learning programs? What results have you seen?

    Share your experiences, and let’s keep exploring the exciting possibilities gamification offers.

    shift ai

    Related Posts

    Revolutionize Your L&D Strategy: The Essential AI Checklist for 2025

    As we stare down the runway toward 2025, it's clear that AI isn't just knocking on the door of Learning & Development—it’s already inside, reshaping the landscape. But let's address the real question: Is your company merely experimenting with AI, or are you fully leveraging it to transform your eLearning strategy? The way you answer this could dramatically influence the success of your training programs.

    Before Using AI to Create eLearning, Ask These Questions

    What’s the first thing you do when you’re about to create a new eLearning course? Do you jump right into the eLearning tool, or maybe think that with AI, most of the work is already handled? If you’re leaning toward the latter, here’s a little secret: while AI is powerful and technology makes things faster, they’re no substitute for the clear strategy you and your team need at the start. It’s easy to think that, with today’s tech, all it takes is pressing a button to get a course ready to go. But here’s the truth: before you let creativity flow and let technology take the wheel, you need a solid, well-thought-out plan. And that starts with answering four key questions. These questions are your safety net, keeping your course from becoming a waste of time and money and turning it into something that actually makes an impact. Making an impact means connecting with the right people, delivering the right message, using relatable examples, and making sure participants can put their new knowledge to work. So, before jumping into your favorite eLearning tool or letting AI work its magic, take a moment to ask yourself these crucial questions: 1) WHO ARE THEY? Identifying the Audience Taking the Course Knowing your audience isn’t just a step in the process—it’s the secret sauce that makes your course actually useful. Picture this: you launch a course without a clear picture of who’s taking it. It’s like serving a fancy five-course meal without checking for allergies or dietary preferences. Not exactly a winning move, right? If your eLearning course doesn’t speak to what your team actually needs, it’s likely to flop. No one wants a course that feels like busywork. Here’s why taking the time to know your course audience is a must: Skip the Obvious and the Overly Complex: Covering things they already know or, on the flip side, stuff that’s way over their heads can either bore them or leave them scratching theirs. Hit on Real, Practical Needs: If the course doesn’t tackle what they actually face on the job, it’s just not going to feel relevant—or worth their time. Keep Their Interest: When team members can clearly see how the course helps them, they’re way more likely to stick with it (and maybe even enjoy it!). Here are a few questions to make sure your course is actually hitting home: Audience Basics: Who are they? What skills do they already have, and what are they hoping to build? Daily Life: What does a typical day look like? Are they on Zoom calls all day or juggling a hundred things at once? Work Environment: What’s the vibe? Is it all about collaboration, competition, or somewhere in between? Why They’re Taking the Course: Are they here by choice or because it’s required? This will change how you approach the course content. Current Knowledge: How much do they already know? If they’re already pros, you don’t need to start at square one. By answering these questions, you’re setting the course up to be more than just “one more thing to do.” It’ll be a practical tool that boosts their skills, addresses their real needs, and helps them make a difference in their work. Also read: These 27 Questions Will Help You (Really) Know Your Learners 2) WHY DOES THIS MATTER? Why It’s Crucial for Your Team to Take This Training Here’s the deal: whether you’re building this course yourself or letting AI work its magic, you need a rock-solid understanding of why this training matters before you dive in. Why? Because people only get engaged if they know what’s in it for them. And that’s not just a nice-to-have—it’s the foundation for building a course that actually delivers results. When you’re clear on the why upfront, you’re setting your course up for success. You’re not just creating random lessons; you’re designing something valuable that resonates with your team’s real needs. If you skip this, no amount of AI magic or design work will turn things around later. Here’s how to make your course not just necessary, but something they’ll actually want to take: Be Clear About the Benefits: Right from the start, let them know what they’re getting out of this. Will it make them better at their current job? Give them a leg up for a promotion? Spell it out, and keep highlighting these benefits as they go. Make It Real: Use real-life examples that show how they can put what they’re learning into action. If it’s a course on time management, add a module on how to apply these techniques in a regular workday—it’s practical, and it keeps things relatable. Keep It Fun and Interactive: Toss in questions that make them think, add quick quizzes, and keep it lively. A little interaction goes a long way to hold their attention (and yes, maybe a few laughs too). Experts and Success Stories: Add in short videos from experts or quick success stories from people who’ve already used these skills. Seeing real people share how it helped them can be super motivating. Give Immediate Takeaways: Design each module so they can try out what they’ve learned right away. If they can see the value immediately, they’re way more likely to stick with it (and appreciate it). So, before you let AI start building your course or jump into designing it yourself, make sure you’re clear on why this training matters to your team. This is the foundation that turns training from just another task into a true asset for their growth and success. Focus on these areas, and you’ll turn training into something they value—not just one more thing on their to-do list. Also read: Why You Should Be Designing eLearning Courses Backwards 3) WHAT? What Should Your Team Be Able to Do After Finishing the Course? This question is a biggie—and it should guide every decision you make when creating the course, whether you’re building it yourself or using AI to help out. Here’s the thing: if you’re just loading up a course with endless data and theories that read like a blender manual, people are going to tune out fast. What really matters is making sure the content connects to your team’s real needs and work-life realities. If you don’t have a clear idea of what your team should be able to do by the end of the course, you’re likely setting up a training that’ll be forgotten as soon as they click “Complete.” Instead, think about the situations where they’ll actually apply this knowledge. Knowing this upfront keeps you (and any AI you’re using) focused on creating something useful, relevant, and engaging. Here’s how to make it crystal clear what skills and knowledge your team will walk away with: Clear Kick-Off: Start each module with simple, straightforward goals. A quick bullet-point list like, “By the end, you’ll be able to…” sets expectations and gets people interested. Visual Reminders: Use infographics or simple diagrams at the beginning and end of each section to highlight goals. It keeps things easy to follow and remember. Engage Throughout: Add in reflection questions or quick check-ins, like “How would you use this on your next project?” It keeps the content grounded in real-world application, not just theory. Hands-On Practice: Design activities that actually get them using what they’ve learned. If you’re teaching presentation skills, have them record a quick pitch or share a mini-presentation—something practical they can see value in right away. Meaningful Feedback: Provide specific feedback that connects their activities directly to the course goals. This not only reinforces what they’ve learned but makes it clear why each task matters. Wrap-Up with Impact: At the end, do a quick review of all the goals covered. Whether it’s a Q&A, a visual summary, or a downloadable sheet, give them something they can refer back to. As Malcolm Knowles, the guru of adult learning, said, “Adult learning is life-centered.” People want to learn things they can actually use to make their lives easier or their work more effective. By getting clear on these “What” goals upfront, you’re creating a course that’s memorable, practical, and, best of all, truly worth their time. Also read: 6 Essential Content Creation Tips For eLearning Success 5 Rules for Creating Relevant and Fluff-free Courses Before Diving Into Your Favorite eLearning Tool, Ask Yourself: Do I Really Get What My Team Needs? Will This Course Actually Help Them Do Their Jobs Better? Let’s be real—this isn’t just about throwing information at people. The goal here is to help your team not only learn but actually use that knowledge in ways that make a difference. Here’s Your Quick-Start Checklist: Get to Know Your Audience: Take a deep dive into their needs, current skills, and the real challenges they’re dealing with every day. (No guessing!) Set Clear, Doable Goals: Outline learning objectives that actually mean something to your team and tie back to the results you’re aiming for. Make It Interactive: Give them ways to practice, apply, and get feedback on what they’re learning. Think less “lecture” and more “let’s try it out!” Check and Tweak as You Go: At the end of the course, ask for feedback and adjust if needed. Make sure the course hits the mark and actually helps them grow. By focusing on these steps, you’ll design a course that’s worth every minute of their time and foster a culture of ongoing learning that can truly boost performance. Remember: a great eLearning course doesn’t just teach—it transforms. (And hey, if you can make it fun, even better!)

    Top Gamification Trends for Boosting Learning Engagement

    Are your team's training sessions dragging on with low enthusiasm and even lower retention? Gamification could be the secret to turning those dull workshops into dynamic learning experiences. Gamification in workplace learning means incorporating elements like points, badges, leaderboards, and challenges to make training sessions more interactive and engaging, much like a game. This strategy isn't just about fun—it makes learning more effective and enjoyable.