Meanwhile, gamification and micro-learning are proving to be cost-effective methods to achieve better engagement and knowledge retention. “A gamification initiative needs to follow the ‘Goldilocks Principle’ of not too little, not too much, but just enough game mechanics to keep the learner engaged,” says Lawrence D. Schwartz, CEO of Trivie. “You don’t want to gamify training, you want to increase engagement by gamifying the business process around the training.” Trivia, word games, and flash cards do a great job at that because they don’t take a lot of time and are very intuitive. “From Who Wants to Be a Millionaire, Jeopardy, to bar trivia, most people enjoy and understand these game mechanics,” Schwartz further states.
With a background as the #1 trivia app on the Apple App Store in 2013, Trivie knows a thing or two about gamification. In 2014, Trivie made a shift into corporate learning by giving companies access to their administration tools, and best practices so companies could deploy trivia games and assessments quickly and easily to their learners. Trivie incorporates science-based techniques, gamification, and adaptive learning algorithms that can be layered into any training initiative, from onboarding and sales, to safety and compliance.
Aside from Trivie’s assessment engine, the primary learning technique that Trivie incorporates is ‘Retrieval Practice’ and the tenets of spacing, interleaving, and variation.
Corporate training has one goal; Teach concepts that will be remembered and can be used on the job to have an organizational impact
Based upon a trove of statistical insight, Trivie’s adaptive learning engine manages the time periods between retrieval practice sessions which lead to stronger long-term retention of information. “Corporate training has one goal; teach concepts that will be remembered and that can be used on the job to have an organizational impact,” says Schwartz. “Research has shown people forget, and without some type of training reinforcement, 80 percent of that training information is lost in 30-days or less. No LMS, corporate retreat, or marketing brochure can slow down that natural forgetting. But we can, and with our platform and process clients like Subway, Unilever, and Bell Helicopter have seen a jump in knowledge retention to at least 85 percent,” Schwartz further explains.
Schwartz draws parallels between the outcomes of traditional corporate training and the infamous Albert Einstein’s quote, “If you judge a fish by its ability to climb a tree, it will live its whole life believing that it is stupid.” According to Schwartz, “You can’t just train for training’s sake. People learn differently, and going through a training course and taking a test is not enough. To achieve true mastery and a learner’s true potential, a training organization must assess what their learners know before they start training, they should try to deploy interactive techniques during training like gamification to engage learners, and most importantly, reinforcement after training to make sure the training is indelible and has long-term organizational benefit.”