Gamification vs Game-Based Learning Solutions: Which Does Your Team Actually Need?

jasmine David
Jan 22
3 min read

Game-based learning solutions are frequently mentioned in L&D discussions. They are generally mentioned along with gamification. This is a drawback because people interchangeably use the terms as if they were synonyms. However, they are not. Each one targets a different issue, comes with varying costs, and requires a different level of commitment from the organisation.

This is the reality. Selecting the wrong method will not only lead to budget wastage. It can also, silently, ruin the training's credibility with the already impatient learners.

Which Team Need is Best Served by Game-Based Learning Solutions?

Prior to comparing the tools, one must be truthful regarding the desired outcome. Not engagement scores. Not completion rates. Actual performance change. This is where game-based learning solutions either shine or fall flat.

Gamification: Dressing Up Existing Work

Gamification is the lighter option. Points. Badges. Leaderboards. Perhaps a progress bar that fills up. The learning is not changing. Rather, incentives are being added around it.

Based on my experience, gamification services are usually most effective when the lack of motivation is the main issue. Forthcoming sales. Compliance reminders. Product updates that employees already understand, yet do not prioritise, are good examples. You are nudging behaviour, not building great skill.

One issue? Overuse. Too many gamification services render learning as noise. Workers click for points, not comprehension. Once the novelty wears off, so does the impact. And it fades quickly.

Game-Based Learning: The Game is the Training

The moment has come when the whole matter turns serious. The game-based learning solutions are such that the users do not receive points simply for completing a module. Instead, they are actually learning through playing- by making decisions, experiencing consequences, and going through processes that are similar to those in real life.

In good game based learning solutions, you are kept in doubt. They open up the mistakes and make them uncomfortable. That's the reason they become memorable. In my experience, game-based learning solutions have taken the place of traditional courses in the areas of leadership, safety, and complex operational training.

They do not come cheap. They are not quick and should never be used solely for the purpose of making learning enjoyable.

When to Use What

Gamification should be used in cases where:

The content is simple and familiar
You need short-term participation
Speed matters more than depth
Budget is tight

Game based learning solutions should be used when:

Decisions have real-world consequences
Failure needs to be safe but memorable
Skills must transfer to the job
You can afford design time

That is where a lot of teams make the mistake. They buy the gamification services with the expectation of behaviour change. Or they invest in game-based learning solutions for content where a game was unnecessary in the first place.

A Practical Check Before You Decide

Ask one question. What will be the consequence in the workplace if a person makes this mistake? In case the response is “minimal,” then gamification is likely sufficient. On the contrary, if the response is “someone is hurt, loses money, or trust is damaged,” then game-based learning solutions should be considered very carefully.

Additionally, do not stack both just because the vendor recommends it. I have seen that a layered gamification service has interfered with the proper functioning of a well-designed game-based learning solution. More mechanics do not equal better learning.

Conclusion

Game-based learning solutions can only be effective if they are aligned with the objective, not the trend. Make your choice based on risk, complexity, and consequence. Everything else is just for show.