How to Know if Gamified Training Has Been Effective

The team leaves training with energy and positive feelings. It's a good start, but to know what they've learned, it's also worth looking at what they've practiced and what they can apply. Evaluation of gamified training should begin before the session.

Define a behaviour that can be observed

If the goal is to improve listening, be specific about what you want to see: asking questions before proposing a solution, confirming the other person's needs, or summarising an agreement. A dynamic activity allows participants to practise these behaviours and discuss them with examples.

At the end, each participant can explain what change they'll try and in what situation. A few weeks later, a brief conversation with their manager helps review what's been applied, what's been challenging, and what needs more practice. This follow-up can be planned as part of the internal process.

For actions linked to FUNDAE, you also need to comply with the corresponding controls and documentation. Separating learning follow-up from administrative procedures helps address both needs clearly.

Gather evidence without overcomplicating the process

Not all training needs an extensive follow-up system. You can start with a brief question before the session: how does the team handle this situation today? During practice, the trainer can draw on observed examples and ask participants to explain the criteria they used. This provides context to assess what they've understood.

A final activity can also ask each person to apply the approach they've learned to a different case. If the goal is to make clear requests, the case might require including context, deadline, and responsibility. This test provides information about learning within the session, even though application at work will need to be reviewed later.

Conduct a review that leads to decisions

In the follow-up, ask what's been tried and what the results were. Perhaps the approach worked in meetings but not in quick conversations, or it needs to be adapted for another department. The review should help you decide what to keep, what to modify, and whether more practice is needed. This prevents evaluation from being limited to a general satisfaction rating.

At elmeetingpoint, we combine experience and reflection in training. When you ask us for a proposal, tell us what you'd like your team to be able to do differently when they finish.

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*Reference source: elmeetingpoint training offer*