Our methodology
Training built on science, measured by outcomes
Attensi's methodology combines behavioural science, game principles, and data — designed in a complete performance platform that builds competence and capability.
Validated by data
Evidence from 200+ million training sessions
Attensi is a world-leading training platform that combines a methodology grounded in behavioural science with the real-world data to prove it. With over 200 million training sessions — spanning numerous industries, roles, geographies, and company sizes — Attensi has built an evidence base that no other provider can match.
Real metrics from our customers
3xincrease in donor sign-ups from Q1 to Q3
25%decrease in turnover3.4%increase in revenue26%increase in appliance sales 
67%decrease in training time Beyond completion rates
What our data is connected to
Across every deployment, Attensi goes well beyond completion rates — tracking knowledge gain between first and best attempt, competence, voluntary repetition rates, confidence, and motivation — connecting training data to both business and real-world KPIs such as attrition rates, time to competency, sales, and behavioural change.
How 200+ million data points have shaped us
200+ million proprietary data points from training sessions inform how we develop the platform and continue to validate what works. Every training created through Attensi is shaped by what that data has taught us — driving behaviour change through voluntary repetition, knowledge retention, and real competence.
That knowledge is applied by our experts on every project — advising on session length, content spacing, format, and design. Empirically grounded, tested, and refined across thousands of deployments.
Game principles
How game principles trigger engagement and repetition
Game mechanics, gamification, and game-based learning are three distinct concepts — the distinction is why Attensi is a world-leading platform that drives measurable behaviour change.
What are game principles?
Gamification adds game elements — points, badges, leaderboards — to non-game content, while game-based learning delivers content in the form of a game. Game principles are the underlying systems that make both work: scoring logic, feedback timing, progression curves, branching scenarios, and repetition design. When combined correctly, these systems trigger both dopamine and endorphin responses in the brain — activating the brain’s natural pleasure and reward system.
Why game-based training is effective
Problem-solving, mastery, and social belonging are triggered simultaneously, creating a feedback loop that motivates people to return and repeat. Realistic scenarios let people rehearse specific behaviours safely, against the cues that will trigger them in the real world.
How Attensi applies game mechanics
Attensi uses game principles to create training that is not only highly engaging, but the most effective and scalable method of changing behaviour. Every element — the scoring, the branching, the pacing, the feedback loops — is intentional and serves a key function in the system.
Behavioural psychology
Why behaviour change matters more than knowledge transfer
Most corporate training treats learning as information transfer — deliver the content, tick the box, move on. But knowing what to do and being able to do it are two different things.
Behaviour change has well-documented conditions. The most widely used synthesis of these is the COM-B model, developed by Professor Susan Michie and colleagues at University College London: for a behaviour to happen, a person needs the capability to perform it, the motivation to do so, and the opportunity to perform that behaviour.
Attensi has designed around these factors from the beginning, and they form the basis for the Attensi Behaviour Change Model. Our approach centers on practice, because repeated rehearsal in realistic scenarios is what builds capability and the confidence that comes with it — and confidence is what turns intention into action.
That is the difference between training people have completed and training that changes what they do.
Source: Michie, S., Van Stralen, M.M. and West, R. (2011) The Behaviour Change Wheel: A New Method for Characterising and Designing Behaviour Change Interventions. Implementation Science, 6, 42.
Practice-based training
From knowledge retention to procedural memory
Knowing what to do and knowing how to do it are two different things — most training providers only address the former. Repetitive, bite-sized learning is a great way to retain knowledge, but retention alone does not make someone competent.
Practice-based training transitions a learner from passive knowledge retention to active application. Repetitive active application is what moves a skill into procedural memory — knowing how.
When training provides a safe environment to practice real-world tasks, people test different approaches, learn from feedback, and build confidence. Realism is essential to engagement and immersion, challenging a learner to make real decisions and prompting the brain to transfer learning.
Measurable business outcomes
Connecting training to meaningful business metrics
From training data to business impact
Tying training data back to business metrics — sales uplift, reduced churn, faster time to competency — turns a training investment into a proven business outcome. By establishing a baseline before training, controlling for confounding factors, and measuring against it afterwards, business impact becomes concrete.
Get ahead of performance gaps
Attensi’s detailed insights give L&D teams something other platforms don’t — the strategic ability to get ahead of costly performance gaps. Low competence scores surface before they ever become missed targets, compliance failures, or rising attrition.
Tie training to your specific metrics
The more specific the metric, the more meaningful the measurement. Not just "sales improved", but "upsell rate on this product increased by this much". That’s how training becomes a provable business investment. Attensi’s measurement framework connects training data to the specific metrics each organisation uses to evaluate performance — not a generic dashboard, but a direct line to what matters.
The technology behind it
How Attensi uses AI
AI is applied where it makes training better, not as a headline. It powers conversation practice with virtual humans, rapid content creation, and deployment across many languages, with our team refining the output where it matters.
Attensi builds on established AI providers including OpenAI, ElevenLabs and HeyGen, combined with our own models and methodology, so the underlying technology keeps improving without changing how training is designed.
Impact for our clients
Read their story
YO! on a roll with game-based learning
10% increase in staff retention in the first few months
Read their story
Underwriter training cut from 60 hours to three
95% reduction in underwriter training time
FAQs
Common questions about gamified training.
Gamified training applies game mechanics (progression, competition, rewards, and simulation) to workplace learning. The goal isn't entertainment. It's repetition and recall: getting people to practice skills until they perform them automatically under pressure.
Traditional e-learning is linear and passive. You watch, you click, you forget. Gamified training is active: you practice, fail, retry, and improve through repetition. That's why retention and on-the-job performance look fundamentally different.
A gamified LMS is a platform that delivers training through game mechanics rather than static modules. Attensi's platform combines content creation tools, a built-in LMS, and real-time analytics, so you can build, deploy, and measure gamified training without stitching together multiple tools.
The evidence is consistent: gamification in the workplace increases training completion, reduces time to competence, and improves on-the-job performance scores. Attensi clients report results like 75% faster onboarding (Hiscox) and 10% revenue uplift (YO! Sushi). The mechanism is repetition: game mechanics make people practice more, which builds real capability.
In L&D, gamification shifts training from a one-time event to a continuous performance loop. Progression systems, competitive leaderboards, and scenario-based challenges give employees a reason to come back. For L&D teams, that means less reliance on in-person sessions and more measurable, scalable skill-building.
Soft skills are notoriously hard to train through slides and videos. Scenario-based, gamified training puts employees in realistic situations: handling a difficult customer, navigating a compliance conversation, managing a team conflict. It lets them practice with consequences. Repetition in context is how soft skills actually develop.
Gamification adds the most value where repetition and behavior change matter: onboarding, compliance, sales, customer service, product knowledge, and soft skills. Any training where "completed once" isn't enough to change how people work is a strong candidate.
Most Attensi customers see measurable improvement in competency assessments within the first training cycle. Behavioral change on the floor (performance scores, customer satisfaction, error rates) typically appears within the first quarter. The compounding effect comes from repetition: the more employees engage over time, the wider the performance gap versus traditional training.
Attensi has a built-in LMS, so you don't need an existing platform to get started. For organizations with an established LMS, Attensi integrates with major providers. Deployment is handled by Attensi's in-house consultants, not third-party agencies, which means faster implementation and tighter alignment with your actual training goals.
