There has been a lot of hype around games for learning. As a result, games are increasingly used in L&D, but many of these games simply target low-level learning using frames such as Jeopardy or Concentration and have only had minimal impact. There is a need to maximize the value from this approach, and to do this you need to design games that support learning objectives and apply proven instructional methods. And to do this well, you need to understand what the research says about the instructional value of games.

U.S. News and World Report named alternative credentials one of the top five education trends to watch in 2017. IBM and Microsoft are leading this trend by offering career-oriented training and learning pathways, as an alternative to traditional universities and in partnership with universities worldwide. Learners who demonstrate knowledge and competency earn open badges that are easily shared to job sites and professional networks like LinkedIn.

Not all games are created equal, and preparation of instructional content for games is an important consideration. How can you (in practical terms) harness the positive attributes of games, including the fun of play, to produce effective and efficient learning?

Internal audit reports and consumer research revealed that employees of Turkey’s largest private bank, Isbank, needed support to improve customer service for a wide range of retail banking products and services. For Isbank’s learning team, the challenge was finding an engaging, effective, and easily accessible learning solution on detailed, complicated topics for a geographically dispersed and demographically diverse workforce.

We’ve all had it happen—your employees did the compliance training, the required certification, the new content module, etc.—but a week later you realize that they retained nothing. Companies often overlook content that begs to be gamified—the very niche, complex, or boring content. Your new-hire orientations, compliance training, and required or annual certifications that your employees complete because they have to are the exact training that require your gamification investment to ensure the content isn’t glossed over and that your employees actually learn and retain the content and skills they need to succeed at work.

Games and gamification are new ideas to many organizations. Executives may perceive games for learning as child’s play, or may struggle to understand how they’re different from the scenario-based learning you already have. Furthermore, some see gamification as an artificial reward system that will have no long-term benefits.