Turn Training into Gaming: Why Leaders Should Stop Making Learning a Chore

Let’s be honest: most corporate training programs are boring. They feel like punishment for having a job. And the worst part? They’re not even effective. People forget what they heard, resist what they’re told, and check out halfway through.

So how do we fix it?

We turn training into gaming.

I don’t mean slapping a leaderboard on a compliance course. I mean treating workplace learning like something people want to do. Something that sparks joy, drives behavior, and invites curiosity.

This isn’t about fun for fun’s sake. It’s about motivation science. And it’s about good design.

What Gamification Gets Right (That Training Often Doesn’t)

When done well, gamification taps into what I call the Compete, Complete, Delight framework:

⚔️ Compete: Not in a “crush your coworkers” way, but in a “challenge yourself” way. When people feel like they’re playing to win, they show up differently. They engage more fully. They take risks. They care.

🎯 Complete: It gives people clear goals and visible progress. Think levels, missions, or milestones that show what success looks like and why it matters.

🎈 Delight: This is the secret ingredient. Most training forgets the power of delight. Gamification adds surprise, humor, and creative expression, elements that stick with people long after the workshop ends.

Those aren’t just features of good games. They’re the backbone of good learning.

Inclusive by Design

What makes this even more powerful is that gamification - when done right - isn’t just engaging. It’s inclusive.

Games naturally accommodate different learning styles, personalities, and strengths. They create space for introverts to shine, for non-native speakers to participate, for people with varied abilities to contribute meaningfully.

In other words: when you design learning experiences with gamification principles, you’re not just making them more fun. You’re making them more fair.

A Case in Point: Nordic Tech United

In my course at Kristiania, I give students a fictional company called Nordic Tech United. Their challenge? Design a gamification strategy to increase collaboration, motivation, and inclusion across departments.

What do the best students come up with?

• Cross-team missions that blend marketing, R&D, and ops.

• Micro-badges for unexpected wins like “Best Listener” or “Silent MVP.”

• Leaderboards that track collaboration, not just competition.

They don’t just build games. They build culture.

What You Can Do Today

If you're running a team, designing a learning program, or rethinking employee engagement, try this:

• Audit your current trainings. Where are people disengaging?

• Inject one of the Compete Complete Delight elements. A point system? A progress tracker? A small, playful twist?

• Invite your employees to co-design the experience. (The best games are always user-tested.)

Final Thought

Learning shouldn’t feel like a lecture. It should feel like a quest.

So stop making training something people have to endure. Make it something they want to beat.

P.S. This article was inspired by a recent conversation with Canon EMEA’s Helga Schiermeier and draws directly from the Gamification & Inclusion module I teach at Kristiania University of Applied Sciences. If you’re reimagining how your company approaches learning and culture - especially in diverse teams - I’d love to chat.