Nudge-Learning: Best Practices to Make Learning Stick

Learning can play several roles – in improving morale and productivity, encouraging collaboration, as well as creating meaningful interactions in the organization for an employee – all along with gaining knowledge.

Workplaces too are looking to accommodate the changing needs of employees, enabling them to learn in a format they prefer. On that note, a gentle push, i.e., a nudge, telling the learners of a knowledge possibility can become the foundation of a great workplace learning program. Nudge-learning can simplify retaining knowledge and deliver big returns, thus increasing the impact of the learning.

How does nudge-learning play its part?

The nudge theory proposes that by shaping an environment through positive reinforcement and indirect suggestion, one can influence the behavior and decision-making of an individual. In digital learning, nudges are messages and nuggets that make learners aware of the learning resources available to them. These nudges can be personalized based on the learner’s profile and learning needs.

Learners today have a very short attention span. As a result, their learning needs to be reinforced at regular intervals for longer knowledge retention. The Ebbinghaus Forgetting Curve is a good memory model to learn more about this. It shows that close to 60% of the knowledge is lost in less than an hour of learning it.

How does nudge-learning play its part?

One of the key reasons for this occurrence is the lack of reinforcement. The curve shows how quickly we forget information over time if we do not attempt to retain it. To counter this, L&D professionals need to consider nudging learners periodically with reinforcement training material to improve knowledge retention.

Best practices for creating and delivering nudges

Here are some of the best practices to get started with nudge-learning:

1. Use short, crisp, micro-content such as videos, infographics, and short modules from existing eLearning courses as nudges. These need to be visually interesting and delivered in a timely manner for reinforcing information.

2. Curate content from the one easily available on the web such as TED Talk videos, YouTube videos, articles, and infographics. Content curation would make a larger library of content quickly available to the employees based on their existing needs.

3. Connect the nudges with an end goal. Google’s well-known “whisper courses” were all about nudging the managers with bite-sized content to foster a psychologically safe team culture. That said, nudges work as short refreshers. They need to be able to answer specific questions when required by the learners.

4. Use right system to deliver nudges. One needs a system more than a traditional LMS to deliver nudges. LMS has traditionally been used to manage and deliver courses across the board. However, a nudge-learning platform can address learning personalization by better understanding and acting on the learner’s behavior and learning needs. Such platforms observe individual learning patterns, identify skill gaps, and accordingly push nudges based on individual performance.

How is nudge-learning delivered?

Personalized nudge-learning can be delivered in various ways based on the organization’s preferences. Typically, these are the three popular formats:

  • Mobile apps which can nudge learners depending on their individual preferences
  • Learning chatbots that act as digital personal trainers
  • Emails or other collaboration tools such as Microsoft Teams and Slack

How is nudge-learning delivered?

As the learner performs certain actions within the nudge-learning application, such as reading an article, watching a video, or taking a short module, the system observes the learner’s patterns and tracks data.

For example, to study ‘presentation styles’, a learner may be learning by watching videos on the different presentation styles. Once the learner has learned about presentation styles, the nudge-learning system delivers key points or takeaways from the topic of ‘presentation styles’ at a set frequency. With the help of these nudges, the learner remembers the main points for a longer time.

Nudge-learning is effective for not only retaining what a learner has already learned, but also what a learner wishes to learn. Depending on the learner’s persona and the skill one is looking to acquire, the nudge-learning system can pick the right nudges based on curated content and meta tags and nudge the learner to learn that particular skill over a period of time.

Such recommendations are possible due to:

  • A detailed competency map based on the role of the learner in the organization
  • A large library of curated content based on the skills required
  • A large library of microlearning nuggets mapped to the competencies that can track the learner’s actions and can be nudged regularly based on the learner’s performance

There’s more that nudge-learning can achieve. According to a LinkedIn Workplace Learning Report, 35% of L&D professionals are looking for new ways to boost learner engagement. Imagine the role nudge-learning can play to gently influence employee behavior towards a positive, skill-supported function.

Culture Amp, the employee experience platform, uses this technique for its employee feedback process. The company’s platform administrators notify all managers when their reports are ready to be viewed. Those managers who do not open their results reports within one week of being notified are sent automatic nudges of their report access.

Nudge-learning for impactful eLearning

As mentioned earlier, nudge-learning focuses on positive reinforcement to guide an employee’s learning skills. It encourages them to make purposeful choices, in the form of subtle interventions, thus engaging them in the learning process.

Harbinger has an extensive experience in creating micro-learning nuggets for anywhere, anytime learning. We have helped many organizations implement nudge-learning and help organizations achieve business objectives by making learning effective.

Our nudge-learning-friendly instructional design approach helps curate the optimum amount of information available and creates bursts that can be consumed just-in-time.

Harbinger has also developed the nudge-learning platform SprinkleZone to help organizations deliver nudges of knowledge. With spaced nudges, learners can receive personalized reinforcements at specific intervals. This helps them overcome the challenge of the knowledge forgetting curve.

If you have any questions on nudge-learning, and how you can implement it in your organization, feel free to write to us at info@harbingerlearning.com. Our eLearning experts will be happy to help you.

Digital Accessibility Best Practices to Deliver Great Learning Experiences

Millions of students and learners who learn and think differently don’t get the desired support they need in the school or workplace. While we start talking about the future of education and future workplaces, one key aspect of that ecosystem is to ensure equity and inclusivity. And to achieve this, a key driver is to make learning resources accessible for all.

Digital accessibility is a topic that is slowly and steadily gaining importance across the globe. And rightfully so. Studies state that the global market of people with disabilities is over 1 billion, with a spending power of more than $6 trillion.

The spectrum of disabilities is quite broad and diverse when it comes to accessibility considerations. These could broadly be categorized as:

  • People with permanent disabilities
  • Disabilities due to age
  • Situational disabilities, that are temporary in nature

Looking at these categories, it is important to consider the different needs of the learners. The Americans with Disabilities Act (ADA), Revised Section 508, and Web Content Accessibility Guidelines (WCAG – including WCAG 2.0, 2.1, 2.2) have outlined the accessibility standards, making it easier for organizations to address the requirements in their learning designs.

This is not only a legal mandate as per the ADA, but it is also recognized by the UN Convention on the Rights of Persons with Disabilities as a basic human right. There are more reasons to make content digitally accessible. Read our previous blog post “Top 5 Reasons to Implement Digital Accessibility” to find out.

Digital Accessibility Best Practices for Your Learners

Accessibility is ideally a shared concern for anyone in the eLearning domain. Here, we list out some of the best practices organizations must consider to engage and benefit more learners. The trick is to design the content in such a way that it is easily accessible to learners with disabilities, and at the same time, inconspicuous so that a normal learner would not notice it.

1. Ensure Clear Layouts

According to WHO, globally, at least 2.2 billion people have a near or distance vision impairment.

To tackle this, consider a design that will not cause any eye discomfort to the learner. The content on the screens should be arranged thoughtfully so that it is not filled with too much information. The idea behind a clear layout is that the different parts or sections on a web page are easily identifiable. When navigation links, text portions, and even clickable links are simpler to spot, the design consistency greatly helps learners with low vision or cognitive disabilities.

Additionally, the W3C accessibility guidelines on color contrast recommend not using color alone to convey any kind of information or meaning. This is because learners with visual impairment could miss out on such distinctions in the content.

2. Use Alternative (Alt) Text for Images

People with low visual ability often use screen readers. These tools convert text to speech so a user can hear the words on a site. To make this easier, skip decorative images and use ALT tags to describe every image and diagram.

When writing the alternative text for an image, consider the context of the image being displayed. The text must provide all the information for that image including sharing the background details or the purpose of that image in that specific text context. This means that a same image might need varied alternative text depending on where and how it is being used.

3. Support Keyboard Navigation

As per the WCAG recommendation, keyboard operability is extremely essential to making digital content accessible.

This functionality ensures every user has access to the content without the need for a mouse. It is especially for users with motor disabilities and for those who use screen readers. To support keyboard navigation, the content must have a visible keyboard focus and there should not be any navigation barriers when using the keyboard interface.

4. Offer Skip Navigation

WCAG 2.4.1 states, “A mechanism is available to bypass blocks of content that are repeated on multiple web pages.”

As a recommended accessibility practice, skip link is strongly recommended for optimal accessibility on pages with repeated navigation. To implement this, include a ‘skip navigation’ link at the top of the web pages that allows learners who use screen readers to ignore navigation links and skip directly to the webpage content.

5. Support Assistive Technologies

According to WHO, only 1 in 10 people in need have access to assistive technology.

Assistive technology enables and promotes inclusion and participation, especially of people with disabilities, the ageing population, and people affected by chronic diseases. Allowing assistive technology, such as screen readers, magnification devices, and hearing aids, improves a learner’s functioning. It allows specially-abled learners to operate the content independently.

Additionally, the content needs to have links that are large and easy to identify, keyboard shortcuts, a good keyboard navigation strategy, basically an accessible design for the digital content.

Digital Accessibility for Greater Learner Engagement

Harbinger recently hosted a Power Hour on Digital Accessibility: From the Viewpoint of Decision-Makers with industry experts Casandra Blassingame, President and CEO, IACET; David Berman, Accessibility Expert, David Berman Communications; and Krista Weber, Director of User Experience, Vector Solutions. This interactive webinar was hosted by Dr. Vikas Joshi, CEO, Harbinger Group.

Digital Accessibility for Greater Learner Engagement

These leaders from the corporate L&D space, academia, and the accessibility domain discussed how to create a roadmap for implementing accessibility at scale. They shared their ideas on plotting and connecting the dots for accessibility, the frameworks for implementing a scalable accessibility strategy, pointers to identify the best accessibility strategy, and the challenges to overcome during this change transformation journey.

Harbinger has several years of experience in designing programs conforming to web accessibility implementation, VPAT documentation creation, product accessibility, and more. In fact, we also have a comprehensive eBook covering the critical considerations for organizations to create ADA, WCAG 2.1/2.0, and Revised Section 508 compliant accessible eLearning content. Our eBook also shares some great tips on decoding the design element to making online courses accessible.

If you have an idea to discuss, please write to us at info@harbingerlearning.com. Harbinger experts will be happy to help you design accessible eLearning content to create inclusive learning experiences that fulfil all eLearning accessibility considerations.

Top 5 Reasons to Implement Digital Accessibility

Understanding is intrinsic to learning. Having an equal opportunity to learn is a fundamental right of every individual, whether he/she has a disability or irrespective of his/her physical disposition. This is the premise on which the entire online accessibility movement began.

Accessibility in simple terms is a concept that advocates inclusivity and universality in whatever you create. It implies, whether it is a product or a service, everything that you build should be made in such a way that it can be used by everyone, regardless of how they encounter it.

This is especially valuable and relevant when it comes to eLearning or online web content. eLearning accessibility ensures that online learning is delivered by an organization with such care and consideration that even learners with special needs can access it without much hindrance.

According to WHO, a billion people, or nearly 15% of the world’s population, has some form of a disability. If we focus on the US, the number is even more startling at 26%, according to the Centers for Disease Control and Prevention, higher in the US than the global average.

Disabilities is broad ranging

Disabilities is broad ranging

When we think of disability, we commonly think about vision or hearing but that’s not it. In fact, there are different types of categories of disabilities.

There is cognition, mobility, self-care, inability to live independently, and a combination of these, implying a broad scope of accessibility concerns.

As per the American Optometric Association, beginning in the early to mid-40s, many adults may start to have problems seeing clearly at close distances, especially when reading and working on the computer. There’s also the issue of color perception with one in twelve individuals having this problem. These are just some of the examples. The list of disorders is rather quite long.

Types of accessibility disorders

For instance, apart from vision and hearing, you also have motor or physical impairment, and other types of learning difficulties or cognitive difficulties that people have that come in the way of learning effectively.

The scale and scope for disability is quite massive. If we consider all these possibilities, it displays a vast landscape of disabilities that businesses need to design for. If such a large group of people have issues in accessing digital content, it becomes the responsibility of business leaders to make online content accessible.

People with disabilities should be able to enjoy online content and services with the same ease as everyone else. And this is not just a noble cause. It makes business sense and has legal implications as well. Thus, there are a lot of reasons why businesses need to look at digital accessibility seriously.

Top 5 Reasons to Implement Digital Accessibility

Let us look at the most important reasons for making content digitally accessible:

1. Accessibility is a legal mandate

Accessibility is increasingly becoming a non-negotiable requirement when it comes to eLearning. For online learning, accessibility implies two basic requisites:

  • Familiarity with accessibility standards issued under the Americans with Disabilities Act (ADA), Revised Section 508, and Web Content Accessibility Guidelines (WCAG – including WCAG 2.0, 2.1, 2.2)
  • Keeping pace with the changing technology

The above standards and technology together drive how eLearning content is accessed by people who have disabilities. Accessibility support with ADA, Revised Section 508, and WCAG 2.0/2.1 standard is therefore critical when it comes to eLearning.

2. Accessibility improves user experienc

According to a Facebook study, video ads with closed captions increase video view time by an average of 12%. In other words, when the content is simpler to access and understand, users are easily drawn towards it.

When you provide accessible content, i.e., content which is easy to navigate, offers text clarity, allows ease of use, is visually aesthetic, and offers keyboard operability, learners of all abilities can use it, and there is no limitation on the user base.

3. Reaching a larger learner audience

Accessibility is for all. It is not limited to any one disability. It is a concept that focuses on enabling users with disabilities to understand, perceive, interact, and navigate information like everyone else. This helps the users contribute and learn equally without any barriers. A universal design that makes content more user-friendly is therefore certainly a plus.

4. Portraying your business brand that values inclusivity

There is a lot of careful planning, design deliberation, knowledge of accessibility principles, and implementation experience that goes into making content functional, easier to perceive, quicker to understand, and intuitive to navigate. All these factors add up to the brand value – users appreciate the brand that takes efforts to add inclusivity to their content.

Accessibility not only ensures inclusivity by helping learners with disabilities but in the larger context it brings benefits to everyone. In other words, lack of accessibility can impact anybody. eLearning accessibility therefore is no more a ‘good to have’ feature but a fundamental necessity.

5. Better SEO ranking

According to a Gartner report, being web-accessible can improve your TAM (Total Available Market) from 15% to 46%. In other words, web-accessible websites are more SEO-friendly.

Additionally, many governments across the world are coming up with accessibility standards and legislations. Therefore, accessibility is a significant mandate from the compliance perspective as well.

Digital Accessibility for Greater Learner Engagement

Harbinger recently hosted a Power Hour on Digital Accessibility: From the Viewpoint of Decision-Makers with industry experts Casandra Blassingame, President and CEO, IACET; David Berman, Accessibility Expert, David Berman Communications; and Krista Weber, Director of User Experience, Vector Solutions. This interactive webinar was hosted by Dr. Vikas Joshi, CEO, Harbinger Group.

Digital Accessibility - From the view point of decision-makers

David shared an interesting insight about what made him passionate about inclusive design during this session. He said, “My parents taught me that social justice is not optional. Over the last 10-15 years I realized that because of the time we live in, the biggest opportunity perhaps I have as an inclusive designer, as a professional communicator, is to focus on including everyone. We live in a generation where it is truly possible to include everyone. We have the technology, we can do this now, so we must.”

Harbinger has been at the forefront at offering end-to-end eLearning accessibility solutions and consulting. We have over a decade of experience designing accessible learning content that complies with WCAG, ADA, and Revised Section 508 standards.

If you have an idea to discuss, please write to us at info@harbingerlearning.com. Harbinger experts will be happy to help you design accessible eLearning content to create inclusive learning experiences and design programs that fulfil all eLearning accessibility considerations.

How to Achieve Employee Engagement through Gamification

Before we begin to explore gamification to improve employee engagement, it would be good to first understand the difference between gamification and game-based learning. This will help us to understand why gamification strategies are beneficial for employee engagement.

Gamification v/s Game-based learning

Is gamification the same as learning games? The answer is no. There are two things – game-based learning and gamification – that have some overlaps and hence are often confused.

Game-based learning is a type of active learning experience within a game framework. It takes your core content and objectives and presents these in a game experience, making it fun. Think about the popular show ‘Who Wants to be a Millionaire’ or ‘Jeopardy!’.

In this scenario, you are playing a game and within the content of the game, you are learning something new. You learn new concepts and practice skills in a risk-free setting. It is a fun experience for all those involved. The progress of the game is directly related to your understanding of the subject or your skill.

In fact, one of the key things about game-based learning is that it is known to have a significant impact on retention and recall.

Gamification, on the other hand, is the process of adding game elements or mechanics to a learning experience. Think of points, badges, leaderboards, progress bars, levels, incentives, and other such game mechanics elements. Gamification is about adding these elements, or components, to the content to drive motivation.

Thus, it can be as simple as adding levels or progress bars to the existing content. Or it can also be more complex like giving points or creating leaderboards for employees.

Gamification to improve employee engagement

So, where does gamification fit in the organizational picture of employee engagement? To answer that question, we must look at the top priorities of corporate L&D and which among them is the topmost.

According to a recent Brandon Hall research study titled ‘State of Learning Practices: Creating a Learning Strategy for the Future of Work,’ 74% of L&D professionals would consider creating a stronger link between learning and performance as their top priority for the next 12 months. That priority splits into two dimensions or key metrics – learner engagement and business outcomes.

There are many different learning modalities such as teaching, coaching, videos, and eLearning, and they all achieve varying levels of engagement and business outcomes. For example, real classroom learning may have one level of effectiveness compared to sending out ready coursework to the learners.

Interestingly, the same research by Brandon Hall tried to find out the engagement level for different modalities such as instructor-led classrooms, microlearning, learner-created content, videos, and so on. The results showed that for eLearning modules, the engagement is only 38% effective.

Is there a possibility then that gamification can help here? Can gamification be the answer to increase the learning effectiveness and in turn, assist employee engagement?

The answer is yes. Gamification does have a positive effect on engagement. Several studies have proved that employees who undergo gamified training are more motivated at work. This means that if businesses opt for gamified content, say, for example, for training purposes, there is a significant impact on employee engagement and in turn, the business outcomes.

Gamification to improve employee engagement

Gamification strategies

A survey by TalentLMS states that 83% of employees who received gamified training feel motivated, while 61% of employees who received non-gamified training feel bored and unproductive.

Some common applications of gamification are onboarding, product innovation, elimination of employee errors, collaboration, wellness programs, and so on. The main use of gamification is to foster engagement to drive motivation.

People have these human needs for collecting, competing, and succeeding. And gamification thrives on that. This is the value of gamification. It takes your current content, it doesn’t have to redo it in a game format, it’s the same content but you have elements that introduce motivation and therefore make it more desirable from an engagement perspective.

Gamification is one of the most promising ways of elevating employee experience and creating impactful learning. How does this happen? By creating engaging learning experiences, gamification enables organizations to increase learning retention, motivate employees, and drive employee engagement.

Harbinger’s gamified instructional solution has helped multiple organizations deliver effective business results using a variety of authoring tools like Storyline, Captivate, dominKnow, HTML5, and more. The company’s award-winning gamification framework allows organizations to add gamification elements to eLearning rapidly in a cost-effective way.

The fully customizable framework makes it extremely easy for any organization to add a layer of gamification to any type of learning content and quickly develop varied learning experiences. It includes personalized learning delivery based on performance, scenario-based learning, integration with gamified LMS, and more. We suggest you read this blog for the common questions on implementing gamification for employee engagement.

But to generally provide a quick outlook on how you can introduce gamification at the workplace, think of recruitment function and training purposes. You can have points-based quizzes, social recognition, scorecards, or rewards and badges. Such strategies make it easier for employees to copy positive behaviors, thus creating an encouraging workplace atmosphere.

Amazon is an example where employees at their various warehouses can gamify their workload. The game works together with their facility technology to track employee work progress, which is then compared to other employees. Virtual badges are then given to employees as incentives. Such initiatives are even more significant for the current remote and disparate workforce to provide them a feeling of working together as a team.

Gamification for achieving business objectives

what-businesses-need-to-know-about-gamification-in-learning

Harbinger recently hosted a Power Hour on ‘What Businesses Need to Know about Gamification in Learning’ with industry experts Paul Schneider, SVP – Business Development, dominKnow; Jeanne Bakker, Founder of Brain Bakery; and Vikrant Nene, General Manager – Capability Development, Harbinger Interactive Learning. This webinar was hosted by Dr. Vikas Joshi, CEO of Harbinger Group.

It was a highly interactive session where the panelists shared their own experiences in designing gamified content for different business needs, including employee engagement.

Over the years, businesses are opting for this proactive approach to build employee engagement and achieve productivity and performance gains. If you too are considering gamification for your organization, write to us at info@harbingerlearning.com to learn about our customized solutions.

A Quick Guide on the Benefits and Challenges of Gamification

In 2020, Texas bank Extraco tested a gamified process that taught clients about its offers and benefits, which led to a rise in conversion rate, from 2% to 14%, and raised customer acquisitions by 700%.

In another gamification success story, LivingSocial decided to turn its annual reviews into gamified experiences, which resulted in more than 90% voluntarily participating.

Gamification in eLearning is a lot more than playing simple games to complete certain levels. It involves psychological reasoning and game design-thinking techniques to meet learning outcomes.

In the earlier blogs, we saw how to build a gamification strategy, and which are the best gamification design elements. Keeping up with that here is a quick look at the benefits of gamification as well as the challenges one can face when introducing gamification in eLearning.

Benefits of gamification in eLearning

The role of gamification is rapidly increasing as it is proving to be a great tool in enhancing the learning experience. For instance, wouldn’t a scenario-based game be more fun to complete rather than a couple-of-questions-long MCQ quiz as part of an onboarding process?

According to a recent study by MarketsandMarkets, the gamification market size in 2020 had a global value of $9.1 billion and is predicted to register an impressive growth rate of 27.4%, reaching $30.7 billion by 2025. No wonder gamification is one of the top 10 must-have features of a learning management system (ProProfs, 2021).

Gamification creates an informal setting where a learner is motivated to explore a topic with an open mind. Here are the top 5 benefits it results in:

1. Increased learner engagement – Any learning content will have specific goals. Unless the learners are excited about knowing more, the objectives cannot be accomplished. A creative course content challenges the learner to think, explore, and eventually increases the engagement level.

2. Better feedback mechanism – Game-based learning allows educators to provide unique ways of giving feedback to the learners, which is essential for understanding the performance curve. It also helps in identifying the knowledge gaps.

3. Improves knowledge retention – Gamification makes knowledge absorption easy. The game dynamics improve productivity, making the environment conducive for retaining information.

4. Creates a framework for microlearning – Simplifying the content into nuggets is an attractive and easy way of learning large portions of content. A gamification design can intrigue a learner to pick up information bites, thus keeping them motivated to learn more.

5. Promotes learning culture – This benefit is especially true in the case of using gamification for recruitment and onboarding process. Gamification can increase participation among fellow employees and help them bond right at the start.

Gamification has enabled eLearning to become more creative. The design can have surprise elements to up the curiosity quotient for the learners. For a corporate trainer, it can have real-life scenarios to check employee responses. All in all, gamification has elevated the digital learning process for learners of all ages and groups. Of course, there do exist some challenges while implementing gamification and it would only be fair to take cognizance of those as well.

Challenges of gamification

Whenever companies decide to go for gamification, they are slightly hesitant at the beginning. They worry how the gamified content will look like, whether it will look like serious learning, and if their learners might not like the game. This creates the following 3 main challenges when designing gamified content:

1. Cannot have a standard design template – There is no one-size-fits-all design for eLearning, and it needs to be customized to suit the learning needs of all the learners.

2. Too many gamification elements can cause distraction – A game can easily confuse a learner as well. Introducing all possible components, such as points, badges, levels, and rewards at one go can reduce the learner’s attention from the main focus.

3. Content needs to stay relevant – A good measure here is to see if the gamified content is achieving the learning goals. It may need to be modified as the learner demographic changes or as, for example, an employee training module is revised.

In short, a well-designed gamified content needs to stick to the learning objectives. It cannot take the learner away from the real purpose. Gamification should push the learners to achieve a new level and help them learn quickly.

Harbinger recently hosted a Power Hour on ‘What Businesses Need to Know about Gamification in Learning’ with industry experts Paul Schneider, SVP – Business Development, dominKnow; Jeanne Bakker, Founder of Brain Bakery; and Vikrant Nene, General Manager – Capability Development, Harbinger Interactive Learning. This interactive webinar was hosted by Dr. Vikas Joshi, CEO of Harbinger Group.

What Businesses Need to Know about Gamification in Learning

An interesting point that Jeanne brought up in this session was how learning must get you out of your comfort zone. According to her, the main principle to remember while designing a game is – when the comfort level goes down, the eagerness to learn goes up. As an educator, we have control over how the gamified content needs to look like. So, with games, we can reduce the learners’ comfort zone a little and make their eagerness to learn go up.

Final thoughts

The benefits of gamification will always outweigh the challenges involved. Learning is much more enjoyable and productive when the content is gamified. It allows learners to interact with the content. Additionally, with a good presentation style, learners are better able to relate to the information. A good combination of a well-structured storyline, game mechanics, and introduction of healthy competition should bring out the best from gamification in eLearning.

Harbinger has several years of expertise in creating engaging learning experiences with gamification. Our gamified instructional solution has helped multiple organizations deliver effective business results using a variety of authoring tools like Storyline, Captivate, HTML5, and more. We recently served a US-based nonprofit organization with a game-based interactive program for K-12. Our solution personalized the content based on the learners’ level of knowledge and enhanced the learning process for the students.

If you too are considering gamification to increase the impact of your eLearning content, write to us at info@harbingerlearning.com to learn about our customized solutions.