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In corporate learning, gamification often gets touted as a game-changer for boosting engagement and retention. But let’s be real: gamification only truly works if it aligns with how your brain naturally engages. It’s not the miracle solution to all the challenges in corporate training, especially in something as critical and complex as cybersecurity.
Why Gamification Isn’t Always the Answer
Let’s start with the fact that gamification can be too stimulating for some learners, particularly in compliance and cybersecurity contexts. The bells, whistles, and flashy rewards can distract from the core material, making it harder to absorb and apply the necessary information. Research has shown that while gamification can boost short-term motivation, it doesn’t always translate into long-term understanding or behaviour change (Educraft, Psychology Today).
Not everyone benefits equally from gamification. A study in Computers in Human Behavior found that while some people thrive on the competitive elements of gamification, others find it overwhelming or even anxiety-inducing (Educraft). This highlights the importance of understanding your audience before rolling out a gamified training programme.
The Dopamine Dilemma
Here’s where it gets interesting: Dopamine, the neurotransmitter that drives the "feel-good" rush, is central to why gamification works. But there’s a catch. The same dopamine hit that motivates learners to complete a level or earn a badge can also lead to what’s known as "gamification fatigue." Once the initial thrill is gone, learners are likely to disengage, especially if the training doesn’t evolve or continue to offer new challenges (ScienceDaily).
Think about it like this: You play a video game to its end, get the perfect score, and then what? You move on to the next game. The same logic applies to gamified training. Without constant updates and new challenges, the motivation wanes, and the learning impact diminishes. In corporate settings, where training modules often remain static for years, relying solely on gamification isn’t sustainable.
Balancing Gamification with Other Approaches
Given these limitations, it’s clear that gamification should be just one tool in your training toolkit, not the entire strategy. To create a more balanced and effective training programme, consider integrating the following elements:
Storytelling: Instead of relying on game mechanics alone, use storytelling to make the material more relatable and memorable. Stories can help bridge the gap between abstract concepts and real-world application, making the learning experience more meaningful
Real-World Applications: Incorporate scenarios that mirror the challenges your employees will face in their roles. This not only reinforces the training but also makes it immediately relevant and practical
Personalised Learning Paths: Tailor the training to individual needs and learning styles. Some employees might benefit from gamification, while others might prefer more traditional methods like case studies or interactive workshops
Social Learning: Encourage collaboration and peer-to-peer learning. Social interactions can trigger dopamine release as effectively as game mechanics, especially when learners feel they are part of a community or team effort.
Final Thoughts
Gamification has its merits, but it’s not a one-size-fits-all solution, especially in the nuanced area of cybersecurity training. The dopamine rush that makes gamification so appealing can also be its downfall if not managed carefully. By balancing gamification with other learning strategies, you can create a more inclusive, effective, and sustainable training programme that meets the diverse needs of your team.
At Culture Gem, we specialise in designing training programmes that go beyond the gimmicks, focusing on what really works for your people. Let’s talk about how we can create a training experience that’s engaging, inclusive, and, most importantly, effective in keeping your organisation secure.