Using real-time performance data to trigger continuous learning

1. Supercharging eLearning with Digital
Motivation
Using real-time performance data to trigger
continuous learning
Roni Floman, VP Marketing, GamEffective

2. 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

3. 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

4. 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

5. 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”

6. INTRINSIC DRIVE:
COMPETE AGAINST
YOURSELF

7. A FITNESS TRACKER FOR WORK

8. DAILY DOSE OF
LEARNING
• Unlock the potential of
spaced repetition &
retrieval practice
• Push with digital
motivation
• Strong communications
potential
• 90% engagement

9. MICROSOFT
CONSUMER
SUPPORT SERVICES
• 12 BPO Vendors
• 45 global locations
• 7 languages
• 20,000 users
• 90% engagement

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

11. SUBSCRIPTION
LEARNING
• Spaced repetitions
• Retrieval practice
• Quizzes and “question banks” –
easy and effective

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

13. SWITCHING FROM
PLAY TO LEARN
• Simulation for practicing
integrative competencies
• Play/Experience vs. Learn
based on
• Knowledge assessment
• Trainee’s choice

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

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

16. FEEDBACK,
CONFIDENCE,
MEASUREMENT
Tie learning to performance
with additional data points

17. GET THE MOST
FROM EACH TOOL

18. MEASURE
• Measure, analyze and
optimize
• Learning funnel
• Problem questions
• Proficiency,
productivity and
competence

19. An unparalleled view into employee
competence, productivity and proficiency

20. CITY - Learning & onboarding SCAVENGER - Knowledge & training
ZOMBIES - Learning RACE - Performance
NARRATIVES
A powerful metaphor,
deep gamification

21. REPLACING THE LMS?
Strong customer interest: search, catalogue

22. MICROSOFT
CONSUMER
SUPPORT SERVICES
• 12 BPO Vendors
• 45 global locations
• 7 languages
• 20,000 users
• 90% engagement

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

24. 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

25. WE’RE DIFFERENT
• Micro-learning tied to performance metrics
• Rich performance metrics
• Meaningful gamification
• Flexible content creation
• Integrations and ease of use

26. Thank you

27. 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

28. 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

29. 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