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4 ELearning Examples With Some Gamification

March 27, 2015 • gal

elearning gamification

According to Docebo, the eLearning market size will reach a $ 51.5 billion market size by 2015, with a growth rate of 7.6%. We collected some of our favorite eLearning game examples. While not all of these examples involve gamification, they are worthwhile considering.

Game-based learning isn’t necessarily eLearning gamification, since learning through a game (an age-old method that is effective since repetition elements and feedback workout our working memory) isn’t what gamification is about. Gamification is using game mechanics (such as completion bars, counters, badges, leaderboards and many other forms of recognition and feedback) to promote actions. Gamification is known to encourage eLearning, but that doesn’t necessarily mean learning through a game.

In any case, here are some great examples of eLearning:


McDonald’s used a game-based eLearning system to launch a new till system to 1,300 restaurants. It implemented a training game by City & Guilds Kineo that afforded employees an opportunity to learn in a safe environment, to practice, and to learn from mistakes without facing frustrated customers. The game was all things that good gamified eLearning should be: addictive, purposeful and fun. But more than that, by using a simulation of their new till system, the game was pertinent, engaging, it targeted skill and knowledge, and created a memorable learning experience. So much so, that while it wasn’t mandatory, it had 145,000 visits in the first year and is still the company’s most popular employee portal page ever. Thanks to improved accuracy and a 7.9% reduction in service time, the launch of the till system was considered a success.

Sony Europe

Sony Europe created a state-of-the-art learning portal that would deliver product knowledge to their dealers, resellers and customers in an enticing way. An eLearning tool achieved this and more. How? It created a highly interactive learning experience that encouraged take up and knowledge retention; boosted proficiency in using or installing Sony products through a series of “how to” training scenarios; and it measured success and improved dealer account management through automated tracking and reporting.  The platform is so feature-rich that the learning is sustainable and on-going.


A year before ExactTarget was acquired by Salesforce Marketing Cloud in 2013, Scott Thomas, Director of Product, set out to find a gamified training solution prior to the roll out of their MobileConnect marketing app. He found The Knowledge Guru by Bottom-Line Performance. This customizable, online game platform teaches users through an interactive narrative that requires them to answer questions and challenges in order to ascend a mountain and deliver a “scroll of wisdom” to the Guru (a great example of narrative-based gamification). Each mountain represents a broader subject area with its own learning objectives. The game lead MobileConnect to be the company’s fastest launch in 2 years.


Walmart implemented Axonify’s gamified eLearning platform to reduce safety incidents as well as to improve compliance procedures and performance. The program, which ran for 6 months (an important element of success) saw increased retention; Lost Time cut by more than half; and below industry average Incident Rates and DART rates (Days Away from work, job Restrictions, job Transfers). How? Through training that was fun, fast, bite-sized, personalized (learners with different expertise levels set their own pace as content changed according to their response to questions) and that encouraged learners to experience the thrill of mastery and improvement. The game mechanics included in this gamification of eLearning included friendly team-based competition, points, leaderboards, and game play plus proven scientific methods of information retention thrown in for good measure.

The fact that more than 75,000 U.S. Walmart associates still spend a couple of minutes a day receiving safety culture content, often in the form of questions, proves the success of the project. No traditional rote learning, weeks-long course or PPTs (yes, even the one that broke the Guinness Record for the most number of graphs ever) could have such an impact on a learner. An impact, as we said earlier, that motivates employees to learn, engages them, and even inspires them to want to refresh their memories. After all — who ever re-reads (if you even read it in the first place) that colossal document you received day one on the job that was meant to be the sacred writ on all things involving your tasks?


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