How staff at GAME are using learning technologies to win in a competitive market

by | Jan 18, 2017 | Case Studies, Evidence for Change, Featured | 0 comments

Winner of ‘Best Learning management system implementation’ at the eLearning Awards, this case study focuses on how GAME used interactive content, including social and gamification approaches in their Learning Management System to successfully engage learners. 

Holding onto a market share of 30% in a fast moving and competitive market is tough and when the market is the video gaming industry it is tougher still.

It was touch and go for GAME in 2012, when the company was forced into administration and they had to close almost half of their 600 UK stores. Three years into recovery, the company has the biggest high street and digital gaming presence in the UK.

About GAME

GAME is a fast-paced, customer-driven, dynamic place to work and shop. They are passionate about what they do, and it shows in the way they work and in the way, that they attract talent to the organisation. It is also essential that they offer a learning experience that builds on their brand. To do this they partnered with Growth Engineering to create Learning Zone – an online environment that harnesses social connection and collaboration to build essential skills.

GAME recognised that it is vital to deliver an excellent customer service experience not found online and that their staff need to be equipped with the skills and expertise to do just that.

What you’ll learn in this case study

  • How the team ensured the people involved in the project had the skills, capability and experience needed to understand the learners as well as the kind of training that would work for sales staff
  • How the team turned a vision for one unified learning area into reality
  • How they used a campaign approach to ensure successful implementation and engagement
  • How they reported a seven-fold improvement in sales
  • 5 tips for changing the way that staff learn and work

Download this case study (PDF)

£0.00Download

This case study was independently investigated and produced by Towards Maturity as part of our Good Practice Partnership with e.learning age and the Learning Technologies Awards. It was first published in e.learning age magazine.

Case study developed by Aimee Young, Client Relationship Manager at Towards Maturity. Follow on Twitter: @AimeeJayneYoung | @TowardsMaturity

Download this case study

Login or sign up to download this case study and get instant access to:

  • L&D Benchmark Reports
  • In-Focus Reports
  • Sector Reports
  • Case Studies
  • Free Resources

£0.00Download

Featured content

The Great Training Robbery

The Great Training Robbery

According to research published by Harvard Business School (HBS), organisations across the globe are experiencing ‘The Great Training Robbery’ because the correct conditions and culture for learning are not in place. People are not ready and willing to change, and ultimately learn.

La Vie en Rose, does seeing ‘life in pink’ matter?

La Vie en Rose, does seeing ‘life in pink’ matter?

Learning can be defined in many ways, but most psychologists would agree that it is a relatively permanent change in behaviour that results from experience. The three major types of learning described by behavioural psychology are; classical conditioning, operant conditioning and observational learning. In order for learning to stick and becomes the new normal, all three types require self-driven will. Therefore, how people view the world through their lens matters.

Our Supporters also influence Towards Maturity's Health Check and research, providing insights on future trends and practices that should be investigated.

Pin It on Pinterest