With hybrid and remote work now the norm, keeping employees engaged in learning and development is an increasingly challenging task. Many organizations are finding the solution in an unexpected place: play.
What is gamification?
Gamification, the use of game-inspired elements like points, progress tracking, and challenges, is becoming an effective way to boost motivation, participation, and collaboration at work. When thoughtfully applied, it can improve everything from onboarding to ongoing training into experiences that people actually want to take part in.
At Storyblok, where we support global teams at companies including Netflix, Adidas, and Tesla, we’ve seen how game-based strategies can breathe new life into employee development. Rather than being a gimmick, gamification taps into our intrinsic desire for achievement, recognition, and a sense of progress – fundamental human motivators that don’t go away just because we’re adults.
Our approach started with a simple question: how can we make learning at work feel more like a choice than a chore? One way was to design systems that allowed employees to ‘level up’ by completing meaningful tasks or acquiring new skills. Each achievement became part of a clear progression path, giving people a tangible sense of growth. We also introduced creative team missions, assignments framed like quests, where teams took on specific roles to solve shared challenges. This added an element of fun and imagination, but more importantly, it encouraged problem-solving, collaboration, and fresh thinking.
Cross-team competitions also proved to be a useful tool. For example, our IT and marketing teams once partnered on a campaign that used a QR code to collect customer contacts at events. This strengthened ties between departments and marked a moment of shared success. When the IT team received internal recognition for their support, it reinforced the idea that collaboration and creativity are valued.
Beyond individual tasks, we also looked at how content itself could be gamified. Interactive workshops and scenario-based learning modules offered a way to draw people in, especially when combined with digital rewards or team-based learning challenges. According to TalentLMS, gamification in training has been linked to an 80% increase in engagement. We’ve found similar results – more people showing up, participating fully and taking what they learned back into their roles.
The key to success
The real key to success, though, lies in making gamification meaningful. That starts with personalization. Recognition doesn’t have to be extravagant – it just has to feel relevant. Sometimes that’s a simple birthday shoutout or a digital badge people can share on LinkedIn. We also found it’s important to integrate gamification into the tools people already use. Adding friction by asking people to learn a new system just to access rewards defeats the purpose. And just like any workplace strategy, it should be measurable. Tracking outcomes, whether that’s participation rates, employee satisfaction or knowledge retention, shows whether your approach is having the right impact and where it can be refined.
Gamification isn’t about turning work into a video game. It’s about making development feel engaging, purposeful, and human. In a world where so many workers are disengaged or on the lookout for their next opportunity, creating learning experiences that inspire and connect people can make a real difference. The first step is to understand what motivates your team and then build on that insight to create challenges, rewards, and content that resonate.
When done well, gamification doesn’t just make work more fun. It helps people grow, and that’s a win for everyone.
