Comment jouer avec l'apprentissage pour améliorer les résultats de l'apprentissage ?

Imagine a world where every challenge earns you rewards, every task completed is applauded, and you unlock new levels just by pushing your limits. Sounds familiar? That’s the thrill of playing a game.

We’ve all experienced the joy of gaming—chasing points, clearing hurdles, and striving to win. What keeps us hooked? Three things: engagement, interest, and involvement.

When you're truly engaged, you give your best—and that energy is powerful, whether in personal growth or learning. Now, imagine applying that same game-like experience to something traditionally dull—like learning. The impact? Game-changing.

That’s the power of gamification—a proven strategy embraced by businesses, schools, and organizations to make learning and growth more exciting and effective.

Ceci étant dit, nous allons comprendre les détails de l'apprentissage par le jeu et de la gamification, les défis à relever pour susciter l'engagement dans vos programmes d'apprentissage, la manière dont l'apprentissage incitatif peut surmonter les points faibles et bien plus encore.

What is game-based learning?

Game-based Learning (GBL) is an active learning approach that uses games to teach specific skills and achieve defined outcomes. It makes learning fun and engaging by providing a safe space to apply concepts—like stock trading simulations in economics. GBL is now widely used in corporate training to build skills in areas such as customer service, tech, and teamwork.

What is gamification?

Gamification is the process of incorporating game mechanics or elements into an overall experience to boost enjoyment or engagement. (Source: Mind Research Institute)

La gamification consiste à ajouter des éléments de jeu à des activités qui n'en sont pas afin de déclencher des comportements spécifiques chez l'utilisateur. La gamification transforme un processus d'apprentissage particulier en un jeu. Elle utilise des éléments et des mécanismes de jeu à appliquer dans les cours d'apprentissage pour engager et motiver les apprenants.

Interestingly, any activity can be gamified, and it isn’t just limited to learning. From fitness apps to finance platforms, gamified learning strategies are showing up everywhere.

Voici quelques exemples de mécanismes de jeu :

• Points
• Récompenses
• Badges de réussite
• Barres de progression
• Classements
• Niveaux/questionnaires

Interestingly, any activity can be gamified, and it isn’t just limited to learning. That’s why things that you use on a day-to-day basis—from fitness apps to financial apps to your LinkedIn pages—everything is gamified to boost user participation and increase engagement.

Difference between gamification and game-based learning

While Game-Based Learning (GBL) turns the entire learning process into a game, Gamification uses games as a part of the learning process.

Organizations are increasingly adopting gamified learning to boost retention, improve performance, and make content stickier.

La principale différence entre l'apprentissage par le jeu (GBL) et la gamification est l'inclusion de mécanismes de jeu dans le contenu de la formation. Étant donné que l'apprentissage basé sur le jeu intègre les deux, le jeu est en fait la formation elle-même. En revanche, la gamification utilise des éléments de jeu comme récompenses pour compléter les modules de formation.

Challenges with learning programs in different use-cases

Les avantages de l'apprentissage engagé sont nombreux. Qu'il s'agisse d'une école ou d'une organisation, tout le monde préfère un engagement accru, de meilleurs taux d'achèvement, une plus grande rétention et une plus grande satisfaction.

Avec les nombreux avantages de l'engagement de l'apprenant - probablement suffisants pour convaincre - vous pouvez vous demander pourquoi un facteur aussi crucial que l'"engagement" est si difficile à atteindre ? La raison en est que certains obstacles complexes se dressent sur la voie d'un engagement accru de l'apprenant.

Comprenons les défis des programmes d'apprentissage dans différents cas d'utilisation.

1. Difficultés rencontrées par les entreprises avec leurs employés lors des programmes de formation

When it comes to corporate training programs or L&D programs, attention isn’t enough. Sadly, the majority of L&D leaders face multiple challenges that have immediate fixes, but they fail to implement at the right time.

Voici quelques défis communs aux programmes de formation en entreprise :

· One-size-fits-all approach: Forcing learners down the same path doesn’t work. Let them choose their training based on interests to meet goals faster.

· Complicated learning software: With remote training, support is limited. A user-friendly LMS with self-help tools, tutorials, and demos makes a big difference.

· Low course completion rates: Flexible training access isn't enough. What’s missing is motivation.

· Lack of engagement: Learning alone isn’t always rewarding. Offering meaningful rewards and gathering feedback boosts engagement and participation.

· Boring or irrelevant rewards: Generic or mismatched rewards (like pet vouchers for non-pet owners) can demotivate. Rewards should be personalized and location-flexible.

· No competitive elements: Without points, ranks, or peer interaction, learners lack drive. Gamification keeps motivation high.

· Delayed rewards: Gratification months later loses impact. Instant recognition through integrated reward systems ensures learners feel appreciated right away.

Instead of dull modules, gamified learning offers learners something to work toward—badges, rankings, or even rewards.

2. Difficultés rencontrées par les enseignants avec les étudiants dans le cadre des programmes d'apprentissage en ligne

Même si l'évolution de la technologie a permis beaucoup de choses que nous n'aurions jamais pu imaginer, le changement soudain de l'apprentissage en ligne et du comportement des étudiants après la pandémie n'a pas été aussi facile que les écoles/enseignants/formateurs/professeurs/éducateurs l'auraient souhaité. Rencontrer les pièges de l'apprentissage en ligne peut être frustrant pour les étudiants comme pour les enseignants.

Voici quelques défis communs aux programmes d'éducation ou d'apprentissage en ligne :

· Using an outdated LMS: Today’s learners expect intuitive, modern platforms—not clunky, outdated systems. A dull LMS can disengage even the most curious students. An interactive and easy-to-navigate LMS is essential to boost participation and learning outcomes.

· Lack of motivation to learn: Students won’t learn effectively without motivation. Incorporating rewards, tokens, and appreciation for milestones adds the extra push they need to stay engaged and perform better.

· Lack of challenge or competition: Without challenges or healthy competition, learning becomes passive. Challenge-based learning fosters deeper engagement and drives students to push their limits.

· Not using a microlearning approach: Long, dense lessons can overwhelm students. Microlearning—sharing content in small, focused chunks—makes it easier to absorb information and keeps students interested.

3. Défis rencontrés par les prestataires de services d'apprentissage avec leur LMS

Language service providers operate in a competitive and challenging market. Although each business is different, the challenges created by the market are similar.

Here are some challenges faced with by learning service provider:

· Unclear objectives: Launching an LMS without well-defined goals leads to delays, confusion, and unmet expectations. Before implementation, clarify your pain points, audience, and desired outcomes.

·  Poor user interaction: If users don’t enjoy using the LMS, engagement drops. Provide clear onboarding and training materials to minimize friction and boost satisfaction.

· Lack of flexibility: An inflexible LMS limits scalability and integration. Third-party plugins help automate tasks, personalize learning, and ensure compliance—missing them is a missed opportunity.

· No personalization: A generic LMS fails to meet diverse learner needs. Personalization—like sending localized rewards or motivating features—is essential for engagement and effectiveness.

· No learner incentives: Without gamified rewards or challenges, learners lack motivation. Incentivized e-learning drives behavior change, but it needs a robust, scalable LMS to handle the complexity.

Gamification in learning

Qu'il s'agisse d'employés, de clients, de formateurs ou d'étudiants, la gamification est l'une des stratégies les plus influentes et les plus brillantes pour motiver les gens. Déclencher ces désirs humains avec la gamification peut engager et améliorer l'expérience globale d'apprentissage des apprenants.

Let's understand this with a simple example.
Assume that you are given a job to get a group of kids to do two tasks without any forceful actions:

• Task 1: Ask the kids to finish their homework
• Task 2: Ask the kids to read a book

Le feront-ils ? Non.

L'heure de l'étude n'est pas du tout divertissante. Nous sommes tous passés par là lorsque nous étions enfants. C'est ennuyeux à mourir. Mais imaginons que l'on demande à ces enfants de jouer à des jeux au lieu d'étudier. Quel serait alors le résultat ? Ils seraient prêts à jouer toute la nuit, sacrifiant leur repas préféré et une bonne nuit de sommeil sans se plaindre. Pourquoi ?

C'est le plaisir de vivre des expériences qui sont bien meilleures et plus divertissantes que les études. Des éléments tels que le déblocage de nouveaux niveaux de jeu et l'accomplissement de choses au fur et à mesure de la progression sont ce qui les incite à rester.

Now, let's say you have an option to combine gaming elements with education. What would be the result then? The same kids will be more enthusiastic about reading a book or finishing their homework willfully. That's the hidden potential of gamified learning.

Elements of gamification and how to use them in learning

Rewards, leaderboards, badges, or any other element that can motivate or satisfy a learner are called game elements.

Again, these elements are categorized into two types: Game mechanics and Game dynamics.

1. Mécanismes du jeu

Game mechanics are used for gamifying a process (or content in the learning use-case). They help drive user behavior through points, rewards, feedback, and other types of incentives. These are the foundations for any non-gamified entity.

La liste des mécanismes de jeu comprend :

• Rangs et niveaux
• Scores et classements
• Badges et trophées
• Tâches individuelles ou en équipe
• Monnaie virtuelle
• Défis et déverrouillages
• Tableau de bord visualisé
• Avatars et profils individuels

2. Dynamique du jeu

Game mechanics have the power to drive the user's motivation, but the drawback is it's only for a while. When things get repetitive users get bored again. And that’s where game dynamics play a vital role. Game dynamics amalgamates the behavior of the user with the game mechanics—helping them to evolve over time and prevent the game from being monotonous.

La liste des dynamiques de jeu comprend

• Collaboration
• Compétition
• Progrès
• Réalisations
• Récompenses
• Collection

Principes clés de la ludification de l'apprentissage

La ludification de l'apprentissage offre de nombreux avantages, mais son succès dépend d'une mise en œuvre adéquate. Chaque organisation étant unique, ce qui fonctionne pour l'une peut ne pas réussir pour l'autre.

La stratégie idéale peut varier considérablement en fonction des besoins individuels et des attentes du processus. Voici quelques facteurs essentiels à prendre en compte lors de l'élaboration d'une stratégie de gamification :

1. Clear and definite goals: The effectiveness of gamified learning depends on the quality of goal setting and feedback mechanisms, as indicated by a psychological study conducted by Research Gate. To achieve maximum results, expectations should be crystal clear, and feedback should remain consistent. For example, if you implement a point system, employees must fully understand the rules and the significance of earning these points. Any points awarded or withheld should come with a clear explanation as well.
2. Progress tracking: It is crucial to establish an easy-to-read, transparent metric for tracking progress. Companies may choose to measure performance through different metrics like badges, points, or leaderboards to infuse a gamified appeal. Additionally, communicating the rewards of each process well in advance ensures employees understand what's at stake and helps maintain motivation. 
3. Challenge and competition: While fostering healthy competition among employees can make work more engaging and enjoyable, organizations must retain control of the process. Tasks and challenges should be designed with a balance in mind, making them neither too easy, nor too difficult. If competition begins to breed unhealthy rivalries or conflicts, employers must intervene swiftly to mitigate any unpleasant feelings or disputes.
4. Collaboration: Promoting teamwork alongside competition can be achieved through regular team-based games. This approach enhances team relations and encourages collaborative problem-solving.

Examples of brands using gamification & GBL (Game-Based Learning) in their applications

Voici quelques exemples de marques de renom dans le monde entier qui ont connu le succès après avoir appliqué la "gamification" à leurs applications.

1. Nike

In 2010, Nike launched their Nike Run Club, a gamification platform, which went a massive hit among its users. The app was designed to help track and gamify a user’s run time, health levels, the distance covered, and features to compare oneself to their previous recordings or others within the social field.

Le succès de cette application est dû à l'utilisation pure et simple de la gamification. Des tableaux de classement, des récompenses, des badges et des systèmes de points attrayants ont permis de susciter l'engagement souhaité.

Le Run Club de Nike est l'un des exemples classiques de micro-mesure des progrès et de retour d'information en direct pour aider les coureurs à s'améliorer et à progresser dans la réalisation de leurs objectifs personnels quotidiens.

2. Google Read Along

The recent launch of Google’s Read Along is a perfect example of how a combination of GBL (Game-Based Learning) and Gamification makes learning effective for end-users. The app was launched with an initiative to support families across the world by making ‘learning’ accessible.

Designed for kids of 5+ years old, the app uses speech recognition technology to develop literacy skills. It is available in 9 languages across 180 countries to make it more accessible. It keeps kids engaged with a diverse collection of exciting stories and interactive games sprinkled in those stories.

They can collect badges and stars as they learn, motivating them to keep reading and playing. It also helps parents to create profiles for various readers, which, when tapped, gives a dashboard showing how each one of them has progressed.

How leveraging LMS integrations can save time and streamline your business

“Seamless integrations” is a term you’ll hear often while searching for the right LMS—and for good reason. A great LMS should effortlessly connect with your existing tools, or you’ll end up with limitations and frustration.

Imagine having an LMS that can’t integrate rewards or lacks CMS connectivity. Sure, you could request custom development—but that’s costly, time-consuming, and complex.

That’s where LMS integrations become essential. They act as the engine that powers smoother operations, enhanced user experience, and smarter decisions.

Why LMS integrations are important:

• Sync effortlessly with third-party tools and APIs for maximum flexibility.
• Enable cross-platform data sharing for better learner insights and training impact.
• Save time and costs by streamlining workflows and reducing manual work.
• Support informed, scalable decisions to grow your learning ecosystem efficiently.