This document discusses microlearning and gamification strategies for improving employee performance. It recommends implementing short, targeted microlearning sessions tied to key performance indicators. Gamification techniques like competitions and leaderboards can motivate employees to engage with microlearning. Regular, spaced repetition of content through quizzes and simulations helps reinforce learning. Personalizing microlearning based on employee roles, goals, and performance data further improves outcomes. Analytics are needed to measure the impact of microlearning on proficiency, productivity, and competence.

1. Practical Steps for Microlearning and
Gamification
Roni Floman, VP Marketing

2. TIME FOR
DEFINTIONS:
A GAME AT WORK?

3. GAMIFICATION:
A FITNESS TRACKER
@ WORK

4. FOCUS ON
MIDDLE
PERFORMERS

5. INTRINSIC DRIVE:
COMPETE AGAINST
YOURSELF

6. DAILY DOSE OF
LEARNING
• Digital motivation for
learning works
• Feed daily
• Strong communications
potential

7. MICROLEARNING
IS KING
Goldfish attention span
• Short
• To the point

8. PERFORMANCE IS A
CONTENT DRIVER
• Tie KPIs to learning
• Boosters
• Next Best Action
• Context, just-in-time

9. MICROLEARNING IN
PRACTICE
• Re-use existing content
• Radically cut time-to-launch
• Shorten and simplify
• A quiz
• A simulation
• Blended sessions with links

10. SUBSCRIPTION
LEARNING
• Research: learning repetition is
invaluable
• Spaced repetitions
• Retrieval practice
• Quizzes and “question banks” –
easy and effective

11. THREADED
LEARNING
Continuous messaging and
activities keep an open line of
communication while playing
and learning

12. A DIFFERENT
THREAD EVERY DAY
Combine several threads for
daily engagement
90% is achievable!

13. THREADS IN
ACTION

14. CAMPAIGN-BASED
APPROACH
Tune performance & learning:
• Stress what’s important
• Keep KPIs dynamic
• Drive new areas for focus

15. KEEP IT REAL AND
IN CONTEXT
Research shows that people
better remember learning in
context
• Real life workplace
• Real-life situations
• Feedback works!

16. 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

17. 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

18. CITY - Learning & onboarding SCAVENGER - Knowledge & training
ZOMBIES - Learning RACE - Performance
USE NARRATIVES
A powerful
metaphor, great
for social proof

19. GET THE MOST
FROM EACH TOOL

20. PERFORMANCE AND NOT SMILE SHEETS

21. ANALYTICS
• Measure, analyze and
optimize
• Proficiency,
productivity and
competence

22. REPLACING THE LMS?

23. MICROSOFT
CONSUMER
SUPPORT SERVICES
• 12 BPO Vendors
• 45 global locations
• 7 languages

24. THE EMPLOYEE LEARNING &
PERFORMANCE LIFECYCLE
Newbie
• Onboarding
• Learning Narrative
Novice
• Weighted
performance
• Race
• Repetition
Master
• Full Performance
• Reinforce learning
• Race

25. COLLECTION CALL CENTER
• Campaign with dynamic KPIs
• In-app messages
• Raffle – collect tickets each time you hit a target
• Green day red day – for the most important KPI

26. GAMEFFECTIVE AT-A-GLANCE
• SaaS based platform
• Supercharge learning and performance
• Top-tier customers
• Collection centers
• BPOs
• Telecoms
• Financial

27. Don’t forget the human touch!
Kudos, recognitions, celebrations, karma