TRAINING GAMES FOR EMPLOYEES

  • game-based learning

Are you considering including training games for employees in your learning programs but don’t know where to start? Here are five tips:

1. Know exactly what are the learning objectives the training game accomplishes

When choosing the methodology for a training, you should include training games in a way that it’s clear for you and the participant what objectives it checks. Keep in mind that games can be designed to teach facts, concepts, complex problem solving or to give opportunity to practice skills and improve based on feedback received.

2. Choose training games with themes that can appeal to your audience

Not all people find war games appealing. Even if many of them are great on building strategic skills, if employees will not feel comfortable included in those scenarios, they will not get involved and miss the learning points.
The best way is to learn as much as you can about the group and choose training games with themes that suit all the participants.

3. Choose a level of challenge that is appropriate for your learners

It’s critical to get the right level of challenge within training games for employees. If it’s too easy, learners will lose interest and quit. If it’s too hard, they will get frustrated or play the game without paying attention to the learning task. Get the right level of challenge for your audience and they will be in flow, and will find learning motivating and fun. Learning as much as you can about the group beforehand will also help you here.

4. Make sure the feedback is focused on the players’ performance in the context of the real-world skill being taught

The training games must include feedback for players, which explains the consequences of their actions within the real-life work scenario. This will enable learners to understand their errors better and avoid the same type of mistakes in their work life.

5. Get the right balance between game and simulation components

The game play focuses on what makes it engaging and fun, and the simulation component focuses on what makes the game teach worthwhile knowledge and skills. Choosing a game that has these two balanced will offer the participant an enjoyable experience that will achieve the set learning objectives.

Conclusions

If you get to know the participants really well, you can choose the training methodology that suits them best. By also including training games, employees will thank you for an engaging learning experience and they will appreciate the novelty and practicality of the learning act.

At Solver, we develop engaging and entertaining game-based trainings and other gamified learning tools for our clients. We also have ready-made games on many topics that you can use both online and in classroom.

To learn more about how you can improve trainings with game-based learning, write to us and we’ll gladly share more.

Game based learning