Supercharging eLearning with Digital MotivationUsing real-time performance data to trigger continuous learningRoni Floman, VP Marketing, GamEffective

AT-A-GLANCE

• Next-Gen Performance Management and eLearning

• Tie learning to performance – integrated with any (rich)

performance data

• Support continuous learning

• Meaningful gamification, not game-based

• Bring L&D to the performance table

• SaaS based, mobile & desktop

• Tier-one customers: inbound, inside-sales

HR SOFTWARE IS RAPIDLY TRANSFORMING

A system of engagement and not a system of record:

The daily check-in, productivity

The performance review delivers zero value:

HCM is broken

TYING PERFORMANCE AND LEARNING

Performance management:

goal setting, real time, not tied to compensation

Learning:

Micro-learning focus, on the job and mobile, drive

engagement

TIME FOR DEFINTIONS: A GAME AT WORK?

Karl Kapp:

“Using game-based mechanics, aesthetics and game thinking to engage people, motivate action, promote learning, and solve problems”

INTRINSIC DRIVE: COMPETE AGAINST YOURSELF

A FITNESS TRACKER FOR WORK

DAILY DOSE OF LEARNING

• Unlock the potential of spaced repetition & retrieval practice

• Push with digital motivation

• Strong communications potential

• 90% engagement

MICROSOFT CONSUMER SUPPORT SERVICES

• 12 BPO Vendors

• 45 global locations

• 7 languages

• 20,000 users

• 90% engagement

DAILY DOSE IN PRACTICE

• Re-use existing content

• Radically cut time-to-launch

• Shorten and simplify• A quiz

• A simulation

• Blended sessions with links

SUBSCRIPTION LEARNING

• Spaced repetitions

• Retrieval practice

• Quizzes and “question banks” –easy and effective

THREADED LEARNING

Continuous messaging and activities keep an open line of communication while playing and learning

SWITCHING FROM PLAY TO LEARN

• Simulation for practicing integrative competencies

• Play/Experience vs. Learn based on • Knowledge assessment

• Trainee’s choice

A DIFFERENT THREAD EVERY DAY

Combine several threads for daily engagement

90% is achievable!

PERFORMANCE IS A CONTENT DRIVER

• Tie KPIs to learning• Boosters

• Next Best Action

• Context, just-in-time

FEEDBACK, CONFIDENCE, MEASUREMENT

Tie learning to performance with additional data points

GET THE MOST FROM EACH TOOL

MEASURE

• Measure, analyze and optimize

• Learning funnel

• Problem questions

• Proficiency, productivity and competence

An unparalleled view into employee competence, productivity and proficiency

CITY - Learning & onboarding SCAVENGER - Knowledge & training

ZOMBIES - Learning RACE - Performance

NARRATIVES

A powerful metaphor, deep gamification

REPLACING THE LMS?

Strong customer interest: search, catalogue

MICROSOFT CONSUMER SUPPORT SERVICES

• 12 BPO Vendors

• 45 global locations

• 7 languages

• 20,000 users

• 90% engagement

THE EMPLOYEE LEARNING & PERFORMANCE LIFECYCLE

Newbie• Onboarding

• Learning Narrative

Novice• Weighted

performance

• Race

• Repetition

Master• Full Performance

• Reinforce learning

• Race

LARGEST CREDIT UNION IN US

APPLICATION:

• Use gamification to drive onboarding and on-going learning for employees in financial services

ROI

• 85% learning completion rates compared to miniscule completion of learning beforehand

NARRATIVE

• City Building

INTEGRATION

• SumTotal

WE’RE DIFFERENT

• Micro-learning tied to performance metrics

• Rich performance metrics

• Meaningful gamification

• Flexible content creation

• Integrations and ease of use

Thank you

A New Way of Managing Employees

Goals, real-time feedback and recognition

Personal Goals

Personalized targets & benchmarks

understand

Feedback

A real-time fitness tracker for work

Gamification

Engagement, social proof and fun

Learning

In-class and on-the-job

MIND THE GAPS –KNOWLEDGE GAPS

Change performance by changing behaviors

• Think about the most significant behavior change needed (e.g. safety)

• Avoid meaningless or trivial content

PERSONALIZE AND ADAPT• Align with player goals and

expected knowledge

• Personal learning paths • Based on role

• Actual performance

• Profile and needs

• Time

• Adapt where possible