Highlights – GFoundry

The Digital Revolution at Claranet: Meet Planet.

Clara Costa — Thu, 20 Feb 2025 09:23:20 +0000

Claranet

In a world where digital innovation sets the pace for business, Claranet, a multinational leader in IT services, faced a critical challenge: modernizing its talent management. With around 900 employees in Portugal and a diverse client portfolio, the need for an agile and people-centric platform became evident.

The solution came through GFoundry, a choice that marked a turning point in how Claranet manages its HR processes, fosters engagement, and drives internal collaboration.

The Challenge

Despite its leading market position, Claranet recognized that the tools used in talent management still had a long way to go. Internal processes lacked efficient digitalization, and there was no system that facilitated communication and promoted a real sense of community among employees.

The challenge was not just technological but also cultural: it was necessary to rethink the model, communicate it clearly, train teams, and ensure that the new platform adapted to both the company’s and employees’ needs.

The Search for a Solution

Looking at the market, Claranet sought a platform that was intuitive, user-friendly, and that facilitated not only performance management but also communication and interaction between teams.

GFoundry stood out for its flexibility and holistic approach. In addition to its intuitive usability, it offered a robust gamification engine, peer recognition functionalities, learning and development tools, digital onboarding, and an ecosystem capable of fostering company culture in an organic and engaging way.

The Choice of GFoundry

The decision to integrate GFoundry at Claranet was not just about software; it was an organizational transformation strategy. After reaching out to companies already using the platform and understanding the positive impact of its implementation, Claranet did not hesitate to adopt it as the foundation of its new talent management model.

The transition was challenging, requiring a restructuring of the HR model, team training, and the integration of processes into the platform. However, GFoundry’s flexibility enabled an agile adaptation, ensuring that Claranet’s specific needs were met.

The Birth of Planet

With GFoundry, Planet was born—the new internal platform of Claranet. More than just an HR management system, Planet became a digital ecosystem that integrates multiple functionalities:

Evaluation and feedback: Enables continuous performance monitoring of employees.
Onboarding and training: Facilitates the integration of new talent and professional development.
Internal communication: Enhances information dissemination and promotes team interaction.
Recognition module: Encourages a culture of gratitude and employee appreciation.
Xplorers: A module that combines processes and technology, allowing employees to identify and suggest new business opportunities.

Xplorers has energized the corporate culture, encouraging employees to share valuable insights about customer challenges and systematically propose solutions through a gamified approach.

Impact and Results

The introduction of GFoundry and Planet brought a revolution in how Claranet manages talent. The platform was well received by employees, providing a more dynamic, interactive, and transparent environment.
Active employee participation was encouraged through rewards, such as awarding prizes for the best contributions in Xplorers. One of the winners, for example, received a €1,500 prize, which was converted into a team event for all those involved in creating new opportunities.

GFoundry’s ease of use stood in contrast to previous platforms that required manuals and complex processes. Now, Claranet has an intuitive, agile tool that is fully integrated into its organizational culture.

The Future with GFoundry

With the success of Planet, Claranet aims to continue exploring new GFoundry functionalities. The next step is to deepen the use of artificial intelligence for personalized career development, leverage data analysis for strategic insights, and further expand the impact of gamification on internal dynamics.

The adoption of GFoundry represents a significant evolution in Claranet’s talent management, proving that technology, combined with a well-defined strategy, can transform organizational culture and drive business growth.

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The Impact of Flexibility and Remote Work on Employee Satisfaction and Retention

Martin Rocha — Mon, 12 Aug 2024 13:28:04 +0000

The Evolution of Work: From Traditional to Remote

Table of Contents

The landscape of work has undergone significant transformations over the past few decades, with one of the most profound changes being the shift towards remote work and flexible arrangements.

This evolution has been driven by advancements in technology, changing employee expectations, and the global push for work-life balance.

Understanding these shifts is crucial for organizations looking to enhance employee satisfaction and retention in this new era.

Defining Flexibility in the Modern Workplace

Flexibility in the workplace can take many forms, from remote work options to flexible working hours and compressed workweeks. These arrangements provide employees with greater control over their schedules, allowing them to better manage personal and professional responsibilities.

Understanding Employee Satisfaction in the Context of Flexibility and Remote Work

Flexibility and remote work have emerged as key factors in shaping employee satisfaction.

Studies show that employees who have control over their work schedules report higher levels of job satisfaction, primarily due to improved work-life balance.

However, this satisfaction is influenced by several factors, including the level of autonomy granted, the work environment, and the effectiveness of communication within the team.

The Role of Flexibility in Enhancing Work-Life Balance

Work-life balance is a critical aspect of employee satisfaction. Flexible work arrangements allow employees to better manage their personal and professional lives, reducing stress and increasing overall happiness. We will see how different forms of flexibility contribute to work-life balance and why it matters for employee well-being.

Key Factors Influencing Job Satisfaction in Remote Settings

Remote work introduces unique challenges and opportunities for job satisfaction. Key factors include:

Autonomy and Control: Employees with more control over their work schedules tend to be more satisfied with their jobs.
Work Environment and Resources: A conducive home office setup and access to necessary resources are crucial for remote work satisfaction.
Communication and Collaboration: Effective communication tools and practices are essential to keep remote teams connected and engaged.

How Flexibility and Remote Work Affect Employee Retention

Employee retention is directly linked to job satisfaction, and flexibility plays a significant role in both. Companies that offer flexible work arrangements often see lower turnover rates as employees feel more valued and supported in balancing their work and personal lives.

Additionally, remote work has been shown to increase long-term employee engagement, which is a key predictor of retention.

The Link Between Flexibility and Employee Retention Rates

Organizations that provide flexibility in work schedules and locations have reported higher retention rates.

Flexible work schedules allow employees to better manage their work-life balance, which significantly reduces stress and increases job satisfaction. This improved satisfaction leads to higher retention rates, as employees are more likely to stay with an organization that supports their personal needs and well-being.

Research has shown that companies offering flexible work arrangements see a decrease in turnover rates as employees feel more valued and autonomous in their roles (Shyfter.co) (Time Doctor).

The Impact of Remote Work on Long-term Employee Engagement – The Pros and Cons

Remote work has transformed the way organizations operate, offering flexibility and autonomy to employees. However, maintaining long-term employee engagement in a remote setting poses unique challenges that require thoughtful strategies to address. Below are the pros and cons of remote work concerning employee engagement, along with strategies that successful companies use to keep their remote workers engaged and committed.

Pros of Remote Work for Employee Engagement

Increased Flexibility: One of the most significant advantages of remote work is the flexibility it provides. Employees can tailor their work schedules to fit their personal lives, which can lead to higher job satisfaction and reduced stress levels. This flexibility is often associated with increased autonomy and empowerment, which are key drivers of employee engagement (Aaron Hall) (CultureBot).
Improved Work-Life Balance: Remote work allows employees to better manage their work-life balance, reducing the strain of long commutes and enabling them to spend more time on personal pursuits. This balance can lead to a more engaged and motivated workforce, as employees are less likely to experience burnout (Fiverr Enterprise).
Access to a Global Talent Pool: For organizations, remote work opens up access to a global talent pool, allowing them to hire the best talent regardless of geographic location. This diversity can enhance creativity and innovation within teams, which can contribute positively to employee engagement (CultureBot).

Cons of Remote Work for Employee Engagement

Isolation and Disconnection: One of the most cited challenges of remote work is the feeling of isolation that employees may experience. Without the regular face-to-face interactions of a traditional office, remote workers can feel disconnected from their colleagues and the broader organizational culture, which can lead to disengagement over time (Aaron Hall) (Engage Employee).
Communication Barriers: Remote work relies heavily on digital communication, which can sometimes lead to misunderstandings, delays, or a lack of clarity. These communication barriers can hinder collaboration and make it difficult for employees to feel fully engaged with their work and their team (Hunter Adams).
Difficulty in Maintaining Company Culture: Sustaining a cohesive company culture in a remote environment is challenging. The lack of spontaneous, informal interactions that naturally occur in an office setting can weaken the sense of community and shared values, which are important for long-term engagement (CultureBot).

Strategies for Maintaining Long-term Engagement in Remote Work

Fostering Virtual Community: Successful companies create virtual spaces for social interaction to replicate the camaraderie of an office environment. Virtual coffee breaks, team-building activities, and social channels where employees can share non-work-related content help maintain a sense of community (Engage Employee) (Hunter Adams).
Regular Check-Ins and Feedback: Implementing regular one-on-one check-ins and team meetings helps keep remote employees aligned with company goals and provides them with a platform to voice concerns and receive feedback. This consistent communication is vital for keeping employees engaged and feeling connected to the organization (Aaron Hall).
Recognition and Rewards: Recognizing and rewarding employee contributions is crucial in a remote setting. Public acknowledgment during virtual meetings, or offering incentives like bonuses or additional time off, can go a long way in making employees feel valued and motivated to stay engaged (Fiverr Enterprise).
Supporting Work-Life Balance: Encouraging employees to set boundaries between work and personal time, and promoting the use of vacation days and mental health resources, can help prevent burnout and maintain long-term engagement (Hunter Adams).

Challenges of Implementing Flexibility and Remote Work

While flexibility and remote work offer significant benefits, they also present challenges for organizations. Managing remote teams, ensuring productivity, and maintaining accountability are just a few of the hurdles companies must overcome. This section addresses these challenges and provides solutions for effectively implementing flexible work arrangements.

Managing Remote Teams Effectively

Managing remote teams effectively requires adapting traditional management practices to suit the virtual environment. Here are key strategies:

Use of Technology: Leveraging the right technology is crucial for remote team management. Tools like Slack, Microsoft Teams, and Zoom are essential for communication, while project management tools like Asana, Trello, or Jira help keep tasks organized and track progress. These platforms facilitate collaboration and ensure that team members remain connected, even when physically apart (Engage Employee).
Setting Clear Expectations: Clearly defining roles, responsibilities, and expectations is vital in a remote setting. Managers should set specific goals, deadlines, and communication norms to avoid ambiguity. Regular check-ins, either through one-on-one meetings or team huddles, help ensure everyone is aligned with the team’s objectives (Hunter Adams).
Fostering Team Culture: Building a strong team culture remotely requires intentional effort. Virtual team-building activities, such as online games, virtual coffee breaks, and regular social events, can help create a sense of community and belonging. Encouraging open communication and celebrating small wins also contribute to a positive remote work culture (Aaron Hall) (Fiverr Enterprise).

Ensuring Productivity and Accountability

Maintaining productivity and accountability in a remote work environment involves several strategies:

Tracking Performance: Organizations can track performance through various methods, such as setting Key Performance Indicators (KPIs) and using project management tools to monitor progress. Regular performance reviews and feedback sessions are crucial to ensure that employees remain on track with their goals (Engage Employee).
Setting Measurable Goals: Clearly defined, measurable goals help employees understand what is expected of them and allow managers to evaluate performance objectively. Using the SMART criteria (Specific, Measurable, Achievable, Relevant, Time-bound) for goal setting can be particularly effective in a remote work context (Fiverr Enterprise).
Ensuring Accountability: Accountability can be maintained by fostering a results-oriented work environment where employees are judged based on their outputs rather than the number of hours logged. Regular updates, transparent communication, and peer accountability can also help ensure that tasks are completed efficiently (CultureBot) (Hunter Adams).

Addressing Mental Health and Burnout Concerns

The flexibility of remote work can sometimes lead to mental health challenges, including feelings of isolation and burnout. Addressing these concerns is crucial for maintaining a healthy remote workforce:

Mental Health Support: Providing mental health resources, such as access to counseling services, mental health days, and wellness programs, is essential. Organizations can also offer workshops on stress management and resilience to help employees cope with the unique challenges of remote work (Hunter Adams).
Preventing Burnout: To prevent burnout, it’s important to encourage work-life balance by setting clear boundaries between work and personal life. Encouraging regular breaks, setting reasonable work hours, and promoting the use of vacation days can help employees recharge and avoid burnout (Fiverr Enterprise).
Promoting Social Interaction: Facilitating social interactions through virtual hangouts, team-building activities, and informal check-ins can help alleviate feelings of isolation and build a support network among team members (Engage Employee).

Balancing Flexibility with Organizational Needs

Balancing employee flexibility with organizational needs is a delicate task but can be achieved with strategic planning:

Aligning Flexibility with Business Goals: Organizations should design flexible work policies that align with their business goals. This may include offering flexible hours, remote work options, or compressed workweeks while ensuring that core business operations are not disrupted (Hunter Adams).
Setting Core Hours: Implementing core working hours where all team members are available for meetings and collaboration can help balance flexibility with the need for real-time communication and decision-making (CultureBot).
Regular Review of Flexibility Policies: It’s important to regularly review and adjust flexibility policies to ensure they meet both employee needs and organizational objectives. Gathering feedback from employees and managers can help fine-tune these policies for optimal effectiveness (Engage Employee) (Fiverr Enterprise).

By implementing these strategies, organizations can effectively manage remote teams, maintain productivity, support employee well-being, and balance flexibility with operational needs.

GFoundry’s Role in Enhancing Flexibility and Remote Work

GFoundry offers a range of tools and solutions that can help organizations navigate the challenges of flexibility and remote work. From employee engagement platforms to performance tracking systems, GFoundry provides tailored solutions that enhance the remote work experience, improve employee satisfaction, and ultimately, increase retention.

How GFoundry Facilitates Flexible Work Arrangements

GFoundry’s platform is designed to support and streamline flexible work arrangements through a variety of features that cater to the needs of remote and hybrid teams. The platform offers tools for communication, collaboration, and performance management, which are essential for maintaining productivity and cohesion in a flexible work environment.

Communication Tools: GFoundry provides integrated communication tools that enable seamless interaction among team members, regardless of their location. This includes messaging systems, video conferencing, and asynchronous communication channels that allow teams to stay connected and collaborate effectively, even when working across different time zones.
Collaboration Features: To support collaborative work, GFoundry offers project management tools that help teams organize their tasks, set priorities, and track progress. These tools are essential for managing workflows and ensuring that all team members are aligned with the project goals, making it easier to coordinate work in a flexible setting.
Performance Management: GFoundry’s platform includes features for setting and tracking performance metrics, which are crucial for managing remote teams. Managers can set clear expectations, monitor progress, and provide feedback in real time, ensuring that all employees are meeting their objectives and contributing to the organization’s success. This level of oversight is particularly important in a remote work environment, where it can be challenging to maintain visibility into employee performance.

Using GFoundry to Improve Employee Engagement and Retention

Employee engagement is a key driver of retention, especially in remote work settings where the risk of disengagement is higher due to physical isolation and lack of direct supervision. GFoundry’s platform includes several tools that help organizations keep employees engaged and motivated:

Gamification: GFoundry uses gamification to make work more engaging by incorporating elements such as leaderboards, badges, and rewards. These features encourage healthy competition and provide recognition for achievements, which can significantly boost employee morale and motivation.
Recognition and Feedback: The platform allows for continuous feedback and recognition, helping employees feel valued and connected to their work. By facilitating regular check-ins and peer recognition, GFoundry helps maintain high levels of employee satisfaction, which is crucial for retention.
Personal Development: GFoundry supports employee growth through tailored learning paths and development programs. This focus on personal and professional development not only enhances employee skills but also increases their commitment to the organization, reducing turnover.

Tailored Solutions for Remote Work Challenges

GFoundry is designed with an understanding of the unique challenges that remote work presents. The platform offers solutions that directly address these issues, helping organizations maintain productivity and employee well-being in a remote work environment.

Virtual Team-Building Activities: To combat the isolation that often comes with remote work, GFoundry offers virtual team-building activities. These activities help foster a sense of community and strengthen team bonds, which are essential for maintaining a collaborative and supportive work culture.
Real-Time Feedback Mechanisms: GFoundry’s real-time feedback features allow managers to provide immediate responses to employee queries and performance issues. This immediacy is critical in a remote setting, where delayed feedback can lead to confusion and disengagement.
Well-Being Support: Recognizing the importance of mental health, GFoundry provides tools for monitoring employee well-being and implementing wellness programs. These features help organizations proactively address burnout and ensure that their employees are supported in managing the demands of remote work.

By integrating these features, GFoundry not only facilitates flexible work arrangements but also ensures that organizations can maintain high levels of employee engagement, productivity, and satisfaction, even in a remote work environment.

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AppyBrain: an innovative tool to enhance the learning experience

David Martins — Sat, 30 Mar 2024 15:48:02 +0000

A digital gamified pedagogical tool based on GFoundry technology

Technology has been an important ally to face the challenges of Education in Portugal and worldwide.

The integration of smartphones, tablets and computers in the educational process can significantly improve the quality of student learning, making them more motivated, autonomous and committed to their own knowledge.

In this context, AppyBrain emerges as a gamified digital pedagogical tool, proposing to be this pedagogical instrument with double impact: supporting the study and supporting the teaching role, making the educational process more enriching, personalized and creative, providing skills for the future challenges of an increasingly digital and technological society.

Available for iPhone and Android, in addition to a web version, AppyBrain aims to develop transversal skills in various areas of knowledge, such as cognitive development, problem solving, logical thinking, concentration, autonomous learning and teamwork.

Because it is gamified, with built-in game elements, AppyBrain tends to generate more motivation in students and, consequently, greater involvement in learning processes.

The solution offers numerous dynamic and interactive resources, including quizzes that integrate the essential learning defined by the Ministry of Education, with access to videos and online content to support problem solving.

The tool can be used individually or in a school context, where teachers can monitor the academic performance of their students, having access to their progress in a simple and intuitive manner. Know more about GFoundry’s eLearning & Development solutions here.

Inter-class tournaments and a research project

The challenges presented are appropriate and take into account the students’ level of knowledge, adjusting the quizzes to their difficulties and potential, as indicated by the teachers themselves.

The tool also offers inter-class tournaments to foster group spirit and promote the value of teamwork. With this, not only individual success is sought, but also the success of each class as a group. Each student will be able to test their knowledge and compare their performance with other users, viewing tables and rankings, and their performance and effort will be valued through medals.

The challenges are divided by syllabus, and the rigor and relevance of their content is one of the main differentiating factors of the tool. The company responsible for this project is developing research together with the Faculty of Psychology and Education Sciences of the University of Porto to assess the impact of the tool on academic performance, motivation and study autonomy of students.

The results of this research will allow us to improve the tool and make it even more effective for the teaching-learning process. AppyBrain is a pedagogical tool that values inclusion, seeking to meet the special needs of each student.

The company listens to and integrates suggestions from teachers and students to make it increasingly appealing and useful. It contributes to educational practices that promote a more effective, inclusive, equitable, and democratic educational system.

Who can join and use this solution?

At this moment the use of Appybrain is reserved to adherent schools.

For more information you can contact the project coordinators through the email info@appybrain.pt.

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GFoundry Partners with Google to Innovate with AI

Gabriel Costa — Mon, 18 Mar 2024 21:05:11 +0000

To Develop a Cutting-Edge AI Project

GFoundry has entered into a partnership with Google, marking a significant investment in artificial intelligence (AI) to enhance its talent management platform.

This collaboration aims to develop a cutting-edge AI project focused on leveraging employee behavior data to predict satisfaction and churn rates, thereby offering substantial benefits to businesses in terms of reduced employee turnover, improved engagement, and enhanced decision-making processes.

This project also has a partner for the development and integration of Google technologies – the company Real Life Technologies.

Real Life Technologies, a multinational ICT service provider, brings unparalleled experience and a broad range of services and capabilities to the table. This partnership ensures the incorporation of highly qualified talent in the field of AI and data analytics into the project.

Churn Prediction – Enhanced Decision-Making

The project is designed to utilize AI to analyze employee behavior, identifying patterns that could indicate dissatisfaction or a higher likelihood of leaving the company. By early identification of at-risk employees and implementing targeted interventions, businesses can significantly reduce churn rates and associated costs.

Additionally, understanding employee needs and preferences will enable the development of tailored engagement strategies, leading to a more positive and productive work environment.

Moreover, the project aims to replace intuition-based decision-making with data-driven insights, allowing for better resource allocation and giving businesses a competitive edge in attracting and retaining top talent.

With ethical considerations and scalability in mind, this project stands as a testament to GFoundry’s vision of transforming employee engagement into a dynamic, rewarding, and critical business process.

This partnership underscores GFoundry’s dedication to providing an exceptional user experience that nurtures real human connections and transforms routine tasks into exhilarating activities.

By integrating AI into its talent management platform, GFoundry is set to revolutionize the way businesses manage, engage, and retain their talent, ultimately leading to improved organizational success and employee well-being.

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Unveiling a New Era of Employee Engagement with GFoundry: Discover Our Latest Video!

Gabriel Costa — Fri, 24 Nov 2023 10:01:48 +0000

Unveiling a New Era of Employee Engagement with GFoundry: Discover Our Latest Video!

We’re excited to present our latest video, a captivating journey into the heart of what makes GFoundry a game-changer in the world of employee engagement and talent management.

A New Perspective on Employee Empowerment

In this brief yet impactful video, we invite you to envision a world where every member of your organization isn’t just an employee, but a driving force of innovation and success. It’s a world where motivation, engagement, and unity go beyond the mere allure of a paycheck.

More Than Just a Talent Management Platform

GFoundry is portrayed not just as another talent management tool, but as a revolutionary approach to engaging the most valuable asset of any company – its people. The video emphasizes that attracting and retaining talent in today’s fast-paced environment is a mission critical to any organization’s success.

The Essence of a Company

The core message revolves around the belief that the true essence of a company lies in its people. Happy employees lead to a thriving organization, one that outperforms, outlasts, and outshines its competition. GFoundry’s platform is shown as a vital tool in measuring and nurturing this happiness and well-being.

A Journey of Continuous Improvement

The video introduces gamification not just as a points system but as a transformative journey. It highlights how GFoundry recognizes milestones, celebrates achievements, and fosters a culture of continuous improvement.

Integrating Technology and Human Psychology

With a focus on cutting-edge technology and a deep understanding of human psychology, GFoundry is depicted as more than software. It’s about creating experiences, tackling real business challenges, and empowering people to succeed every day.

Join the Journey

We invite you to be a part of this transformative journey. With GFoundry, the future of your company starts with the happiness of your people. Transform your organization, one happy employee at a time.

Watch our video now and step into the future of employee engagement with GFoundry!

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ALL ABOARD: The Power of Gamification in Natixis’ Onboarding

Martin Rocha — Wed, 07 Jun 2023 16:54:44 +0000

Onboarding Gamification, a Step-by-Step Guide – Natixis Use Case

Faced with exponential growth, with hundreds of people being hired every month, Natixis felt the need to improve its onboarding process – a critical stage in talent retention – in order to effectively integrate newcomers. GFoundry was the company chosen to meet the challenge, with the implementation of the “All Aboard” gamified solution.

Natixis, in Portugal, presents itself as a Center of Excellence, whose mission is based on transforming traditional banking, developing innovative business solutions. Belonging to Groupe BPCE – the second largest French bank -, the company has in our country about 1,800 employees, a number that rises to 16,000 worldwide. At the outbreak of the pandemic, with the obligation of confinement, the company – which at that stage was around 700 employees, working mainly in the IT area – was taking in hundreds of people month after month.

With its growing expansion and its commitment to integrate, involve and motivate new talent, Natixis sought a solution that would allow it to complement and improve its onboarding plan. Until the beginning of 2020 this process was carried out in person, only during one morning, with the pandemic.

Afterwards the company felt the need to broaden the process and convert the dynamic to the virtual world. And this is where GFoundry comes in – a digital solution based on gamification to help companies boost the engagement and performance of their employees.

Waiting for day 1, may be too late!

We have already seen that Natixis sought, through GFoundry’s solution, to improve its onboarding process by combining rapid learning of the organizational culture with the dynamics of games. But why invest concretely in this phase of the employee’s journey? This is what João Carvalho, Co-Founder & CEO of GFoundry, tells us.

With the pandemic crisis, the labor universe (and not only) suffered drastic changes. Many companies, in weeks, or even days, were forced to put 100% of its workforce at home, and the HR management challenges arrived. How to lead at a distance?

How to keep employees engaged with the organization, when many – hired during the pandemic – didn’t even get to know the physical workspace?

“These challenges become even greater for new employees joining the organization, because during this period, most new employees saw their onboarding process turn into a completely virtual experience, not going through the typical walk around the office or meeting colleagues, but through online training and video calls to present and introduce them to the work methods”, points João Carvalho, emphasizing the increased importance of the pre-onboarding phase (from the time the new employee accepts the job offer until the first day of work), marked by instability and the risk of employee abandonment.

For the company’s Co-Founder & CEO, pre-boarding even marks a strategic opportunity for organizations to alleviate the fears that newcomers may have, creating conditions for them to feel welcome and valued, and thus avoiding an early departure.

In fact, the digital gamification solution prioritizes three onboarding phases: pre-boarding, the actual integration of new employees and training – one of the areas where GFoundry, according to João Carvalho, offers “added value”, in addition to culturalization, socialization and task management.

“Gamification techniques and the GFoundry solution can be easily applied to any part of the onboarding process. With our tools, onboarding can be configured in a hybrid or 100% digital format, but should always provide an impactful learning and integration experience for all employees,” concludes the leader.

A Step-by-Step Guide: How to Build Onboarding Journey Maps with GFoundry Platform

With GFoundry you will be able to use gamification techniques on your onboarding processes and with that you’ll see immediate results on people’s motivation, retention enhancement and engagement of your newcomers. Learning contents, like quizzes, vídeos or documents, are all important to align the trainees with the company mission e values. One Journey Map is a structured path with a strong visual frame that can have one or more steps to be completed. Each one of these steps can be created by applying any of GFoundry’s suite modules.

Example from a possible new employee onboarding Journey Map:

Company tour video visualization, using the Learn Module
Complete a who-is-who quiz, using the Learn Module
Check a set of processes using Tasks Module
Submission of the work contract using FormsModule, making this process much more agile and straight forward
Definition of professional goals for the short and long term using Goals Module
Definition of the PDP (Personal Development Plan) discussed with the manager using Evaluation & Careers Module

All of these Journey Maps can be managed through GFoundry back office and all the mission’s analytics can be assessed by a set of reports that can be issued for this purpose.

Keep on Reading!

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Innovation promotion and management at José Mello Saúde – Case study

Martin Rocha — Thu, 18 May 2023 15:46:56 +0000

Innovation Management in Healthcare Case Study

About José Mello Saúde’s Innovation promotion and management program

The José de Mello Group has been in the private provision of health care since 1945 with the CUF Hospital, a benchmark of human quality and clinical excellence in hospital care in Portugal, which has had a process of continued growth and technological upgrading, through significant investments in its modernization.

In the area of health care delivery, CUF manages a network of CUF hospitals and clinics.

With the digital support of the GFoundry digital platform, the group created a José de Mello Saúde Innovation Points system, which allowed the contribution of employees to innovation initiatives that went far beyond the generation of ideas to be valued, transversalizing the recognition for JMS Innovation.

Learn more here: innovation management

Innovation with gamification – badges & points

A set of activities was thus defined, the implementation of which allowed employees to accumulate points.

For each block of points accumulated, each employee was entitled to receive certain compensations.

All José de Mello Saúde employees (including service providers) could submit their ideas on the platform.

One of the conditions of the program was that the ideas had to be original, not repeated and had to be related to the activity and scope of José de Mello Saúde. The ideas were organized into different categories.

Learn more here: gamification

Recognition Dynamics

The recognition module was also used in the promotion of all innovation dynamics, allowing interaction between peers, with the possibility of assigning stars and a comment to each user.

A peer recognition program integrated into an innovation management and promotion program plays a key role in promoting an innovation culture within a company. The main objectives is to identify, value and reward the individual and collective efforts of employees, recognizing their contributions to the development of innovative ideas.

Learn more here: recognition

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Pierre Fabre – gamification for marketing and training purposes!

David Martins — Fri, 20 Jan 2023 20:22:52 +0000

The results obtained, in the first cycle of 12 months, quantified by the game’s own statistics, demonstrated the reach of high levels of engagement.

New technologies streamline communication with all stakeholders, in particular with customers and employees, but they cannot by themselves overcome the biggest corporate challenge: ensuring effective and efficient communication. In other words, capturing and retaining the attention of your public, increasing the degree of understanding of key information that leads them to make decisions that exceed the company’s objectives.

The digital transformation of companies lies, therefore, in the magic of mobilizing and awakening their valuable target human potential in the pursuit of their corporate purpose.

It implies an innovative and active management, with a robust communication strategy focused on human capital and inducing engagement, since pure cutting-edge technology is only an important tool to facilitate success.

The construction of engagement solutions in GAMIFICATION architectures and aligned with the business strategy of the companies/organizations, contribute to their digital transformation, offering a disruptive, personalized, integrative and mobilizing management and communication of all their human resources.

Stimulating the acquisition of knowledge, interaction between employees and their recognition by peers and the entire network of managers, allowing talents to be identified, problems to be solved, change to be driven and performance to be improved for all those involved and for any type of organization.

In simplified terms, these solutions accelerate the apprehension of more and better knowledge, practices and behaviors.

The implementation of this type of actions is based on the development of challenging game strategies that stimulate participants to embrace missions and achieve goals, via the adoption of algorithms to measure and promote players’ performance. To this end, rankings, feedback and permanent reward models are used, allowing companies to motivate their internal or external publics to achieve the set goals.

It was with this purpose that Pierre Fabre selected the strategic communication consultancy CATCH GLOBAL MARKETING, which with its technological partner GFOUNDRY, developed a mobilized engagement strategy, in a GAMIFICATION structure, addressed to pharmacies and their employees.

“The results obtained, in the first 12-month cycle, quantified by the game’s own statistics, demonstrated the achievement of high levels of engagement – more than 47,000 visits , 2,500 active users and more than 3,000 total hours of play, with more than 80% completing all levels of play after each launch, translating into an overall performance of around 87%.”

The objective was to reinforce the knowledge of these publics about all Pierre Fabre product lines, in a multi-brand context. In addition, it aimed to bring the sales force closer, boost cross-selling and challenge the global commercial performance, particularly in the seasonal product ranges.

For that purpose, an integrated communication strategy was designed and an umbrella storytelling was built to leverage and interconnect all the game dynamics launched throughout the year, in order to increase brand awareness and the spontaneous notoriety of the brand Pierre Fabre Dermo-Cosmétique Portugal .

The results obtained, in the first cycle of 12 months, quantified by the game’s own statistics, demonstrated the reach of high levels of engagement – more than 47.000 visits, 2500 active users and more than 3.000 total hours of gameplay, with more than 80% concluding all levels of the game after each launch, translating into a global performance of around 87%.

Mariana Caraça, Human Resources Manager of Pierre Fabre Dermo-Cosmétique Portugal said:

“Gamification seemed to us the right way to modernise training with our customers, as it is more focused on the need of the end consumer. We wanted to develop a dual platform, with the traditional website, where we would have the more extensive content for those looking for in-depth training, but at the same time explore quick advice and key messages to retain our products more easily in the face of growing competition. This project took off in 2017 with Klorane and in 2018, to increase the dynamic, we decided to bring together the entire portfolio of Pierre Fabre Dermo-Cosmétique brands (Avène, Ducray, A-Derma, Galénic and Rene Furterer), with the clear objective of increasing the number of new contents while maintaining interest and avoiding the app being deleted, as is the case with most non-user-oriented apps.”

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Stay Closer: Performance Evaluation, Onboarding, Learning & Talent Management

Martin Rocha — Fri, 04 Nov 2022 23:06:15 +0000

The common space to manage talent with proximity

The platform is from GFoundry and was parameterized according to the challenges identified by Closer. It systematizes the performance evaluation and is the interface to carry it out, also articulating it with training. It also allows onboarding to be a unique and fun program

Founded in 2006, Closer Consulting is a Portuguese company specialized in what is now commonly known as data area – Data Science and Artificial Intelligence -, helping their clients (for example, large banks and telecommunications companies) to take the best advantage of it to be increasingly competitive. These 16 years of existence have been marked by good results, which are reflected in market growth and organic robustness: more than 300 projects and 150 customers, presence in 14 countries (3 continents) and about 370 employees (44% growth in 2021).

The culture of Closer – as an organization – about the role it should have before society leads it, permanently, to have initiatives that foster proximity in its various dimensions. In this sense, in 2018, with the company in full growth and assuming a larger scale, it became necessary to professionalize the communication with its employees (some, for example, spend several days at the clients’ offices, therefore, physically distant from the parent company and the corporate ambience) and strengthen their collective commitment – in the sense of positive involvement.

Closer, then, looked for solutions that could achieve these objectives, guided by the demand of three requirements that, as Woitek Szymankiewicz, Partner of Closer, recalls, defined from the start: the implementation of an innovative platform; easy and interactive (mobile application) and with a gamification component (playful/game).

The choice fell on GFoundry and followed the design of the model best suited to the reality of Closer, ie, starting from the matrix platform created by GFoundry, was made the customization to the specific interest of Closer, namely through the co-creation made in several modules.

The final platform designed – the Stay Closer – has distinct areas, corresponding to different modules, of which the three most significant for Closer until now will be addressed separately below.

Woitek Szymankiewicz, Closer Consulting Partner

Performance evaluation

This has been the module with more importance and (intensive) use for Closer. Stay Closer allows, right from the start, to make the evaluation cycles at the pace desired by who runs the company, in this case every three months (and not only annually, since Closer considered it too watertight).

The whole assessment operation is, as one of the three Closer Partners says, “supported by the GFoundry platform”, and not only in its most important moment, the meetings (called “conversations with purpose”) between the employee and the manager. These conversations end up being, simultaneously, the arrival point (evaluation) but also the starting point (progression) for the next step.

In quarterly sessions, to reinforce a technical skill or by identifying a certain gap in the so-called soft skills (for example, the ability to listen or to be pragmatic), commitments (practices or tasks, to meet objectives, with precise metrics) are agreed upon between both, in a kind of mini-contracts, which will be periodically monitored by each during the next three months, and may be the subject of reciprocal communication/contact.

In addition to the feedback that may be reported, two weeks before the evaluation meeting, both the coordinator and the employee record their assessment of how the evolution went during that quarter, so that later, during the meeting, they can cross-reference and discuss the two perspectives.

Know more about Performance GFoundry’s Evaluation Solutions here.

Well, for each of these moments, the platform is crucial, because it is there that the steps that materialize an evaluation that is intended to be frequent (quarterly), dynamic in format (it is not limited to meetings, there is a “route” between them) and participated in the model (the reviewed is not relegated to a passive role). It can be accessed either through a computer (browser) or cell phone (Android and iOS).

The parameterization of this evaluation roadmap can be changed by whoever, in Closer, manages the platform (counting, if necessary, with the support of GFoundry). Thus, the time distance between meetings, the tasks between them, or even the actual performance of the assessment to an employee can be changed/suppressed. For Woitek Szymankiewicz, “this flexibility, with such a rich backoffice, is something very useful”.

From a more general perspective, the evaluation can also be done upwards, namely on general aspects of the company’s operation.

The support for talent management has another essential feature of the platform: the interconnection between employee evaluations and individual career and training plans. This means that these plans are integrated into Stay Closer, allowing a true integration in the same space of all components of the professional’s career. “The career plan is assembled on the GFoundry platform”, summarizes Woitek Szymankiewicz.

The manager considers the GFoundry platform (and this module in particular) “central and core to the quarterly and annual evaluations, ensuring that they are transversal and fair, in the sense that they do not bring surprises and are perceived by consultants and managers”.

Training

For Closer, as stated by its Partner, “constant learning is a fundamental pillar for the person to evolve – not only to obtain a certification” – and the fact that “it is systematized” and also “interconnected” with the other aspects of career management in the same platform is fundamental. To this extent, the training module is the second most important for the technological company.

The personalized training path is defined, recorded and implemented through Stay Closer. The various learning options (soft and hard skills) are compatible with the platform – in their organization in menu form, in the choice and consequent realization. In addition to the classic content-based organization, the platform provides an interactive approach, using learning missions that, in a visually appealing way, allow the employee to get from point A to point B with possible interactions and rewards along the way (gamification).

The integration of the training path in the individual career plan (and with the evaluation, through specific objectives) allows the entire talent management of each professional to be concentrated in the virtual space of the platform, shared between the professional and the leadership. Accessibility is, in this module, the aspect most praised by employees, since, being available on mobile devices, it allows the execution of training at the time and place chosen by the trainee.

Know more about GFoundry’s eLearning and Training here.

Onboarding

“Bringing people together as they enter the company”. This simple principle, stated by Woitek Szymankiewicz, guides the onboarding and the tools for its good execution, in which the platform created by GFoundry stands out. It was decisive in the most acute phases of the pandemic – a period during which Closer continued to grow strongly – and continues to play an important role, mainly because of the gamification that it imprints on the entire onboarding process. “Having an onboarding game that shows my progress through the various stages of getting to know the company is very helpful. GFoundry supports this whole process in a fun way, through quizzes, completing missions. In the palm of your hand”, says the Partner of the technological company.

In a global assessment of Stay Closer, Woitek Szymankiewicz considers it an “innovative platform to support engagement initiatives”, underlining the importance of the three pillars already mentioned.

João Carvalho, Co-Founder & CEO of GFoundry, emphasizes the challenge found and the joint manner in which it was met: “Closer operates in a highly competitive sector and is formed by highly qualified employees, with an average age below 30 years old, therefore, with a high level of demand in attracting and retaining talent. They found in GFoundry the solution to manage their talents, and it was very important the mutual trust relationship we established to adjust some details of our platform to the exact measure of what they needed.”

Know more about GFoundry’s Onboarding Solutions here.

The thermometer that measures satisfaction

The evaluation and feedback that Stay Closer allows is not one-way. Employees are invited to give their opinion both on the assessments in which they participate and on more general aspects of the functioning of their company.

“Engagement Thermometer” serves to do just that, to measure the employee’s feeling towards the company, in a totally anonymous way. The “temperature” is measured monthly through a pop-up survey (a much praised format internally) of five simple questions, on a wide variety of topics about life in the organization.

Know more about GFoundry’s Pulse Surveys Solution here.

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Data Science Certification (DSPA)

Clara Costa — Fri, 08 Apr 2022 15:46:09 +0000

What is the Data Science Portuguese Association (DSPA)?

The Data Science Portuguese Association (DSPA) was created in 2016 by a group of professionals with the common feeling that the potential of this emerging profession was not being used due to the lack of information on the different applications of Data Science.

What is the main objective of the DSPA?

One of the main focuses of DSPA is the provision of certification in the area of Data Science. To this end, they use the GFoundry platform to structure all their training content for professionals in the area.

The Data Science Portuguese Association’s Playbook had its name chosen considering its goal, since it is not only to provide content, but also to provide guidance to professionals in the area in a dynamic and appealing way.

Together with BridgeLK, all contents were transformed and adapted to the digital environment, focusing on converting heavy and extensive contents into knowledge capsules, making these contents easy to learn, follow, understand and execute.

“(…) Always having in mind that GFoundry would be the chosen tool to communicate with the market and develop this concept of a tribe, concept of a community.”

Guilherme Ramos Pereira, Executive Director at DSPA

The platform’s features regarding community involvement was one of the aspects most valued by the association when choosing a technological partner.

DSPA is the first Portuguese association in the area of Data Science, with the vision of establishing itself nationally and internationally as a platform for a concerted movement in the field of Data Science.

The Association has as its main objectives:

Promotion of Data Science at national and international level;
Sharing experiences and success stories;
Representation of the sector to the regulatory authorities;
Promotion of regulation, ethics and safety;
Promoting entrepreneurship and innovation in Portuguese companies;
Promotion and support of public utility projects in the field of Data Science;
Cooperation with public entities, companies and university institutions;
Certification and training of professionals in the area.

What makes the DSPA application so different and innovative?

The social interaction between professionals in the area allows the creation of game dynamics and objectives that encourage people to return to the platform and learn more. In addition, through the gamification engine, people can be challenged to test their knowledge, compete with other professionals, having a significant impact on the retention levels of the knowledge provided.

Finally, making the most of GFoundry technology in the dissemination of training content, DSPA provides a method of certification in Data Science, allowing that when a person finishes a certain set of training, they can share the certificate automatically on LinkedIn.

For DSPA, the success of this Playbook will be to have thousands of professionals, technical and non-technical, using the platform.

Through the motto “Certification in 4 Steps: Know, Choose, Learn and Certify”, DSPA allows all people interested in the field to access the platform (through LinkedIn), and choose the career they want to have in Data Science (Data Engineer, Data Analyst, Machine Learning Engineer and Data Scientist).

Useful Information

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Talent management at Cork Supply: a strong commitment to innovation

Martin Rocha — Sun, 02 Jan 2022 14:18:35 +0000

Discover how Cork Supply implemented GFoundry digital solution to support a set of HR processes in an innovative way, starting with onboarding, through training and development, not forgetting all the management of objectives and performance evaluation.

A business rooted in tradition makes a strong bet on innovation. And why?

The multinational Cork Supply, belonging to the cork industry, is part of a business group (HARV 81), which supplies the wine and spirits industry. It invests in technology and quality in production and processes, as well as in innovation and in the way it communicates with the people who make the company every day.

Maria de Fátima Gonçalves (People & Int. Communication Director at Cork Supply) and Joana Castro (People & Communication) tell us in this interview conducted by Rui Chen, their vision for the area they lead and the results they are reaping for standing up for what they believe in and therefore invest in: people and their happiness at work.

It was in July 2019 that the project began, when they found the answers that made sense: A multi-module, fully digital solution, with access via mobile and web apps, in the cloud, with intranet features (such as the news publishing wall), training in microlearning mode and gamification.

Rui Chen: What are the main objectives that the team has defined for the People & Int. Communication area?

Fátima Gonçalves/Joana Castro: Our strategic proposal for the company had as major objectives the development of people through a focus on internal communication, the identification and mapping of human potential based on the management of skills and training, and performance evaluation.

These processes, nowadays, have a great advantage in being digital and internet-based, for the accessibility and agility that they allow (and to reduce paper to a minimum), but we wanted to go further by selecting a solution with gamification to also transform the experience.

We wanted to support these processes with a multidisciplinary platform in these areas, that is, a solution that is agile, simple to handle, and with a truly impactful experience for managers and users.

“we wanted to go further by selecting a solution with gamification to also transform the experience”

Then we wanted to transform the training model, particularly for sales teams, by investing in e-learning. The existing 300-page sales manual was converted and segmented into training content in microlearning mode, with the right “doses” for the right training moments.

RC: How was the involvement of the company’s structure?

FG/JC: First we had the support of the board and the technical approval of the IT area. Then we involved the whole organisation, with a greater focus on the commercial teams.

Our priority is to improve and enhance communication and the involvement/motivation of people, using the platform’s features.

For example, we use the Learning module a lot with our sales teams all over Europe, in the various languages available on GFoundry, in this case Italian, French, Spanish, English and Portuguese.

We use the Goals module to set objectives in the context of Performance Evaluation, which is the module through which we manage employee performance, potential and identify talent.

The Recognition module is very useful and practical for recognising courage, commitment and team spirit (to the point of excellence) giving immediate recognition, in public or private, and is a powerful communication tool in this area.

We also take advantage of the FAQs page to communicate the company’s protocols with other entities in order to give our employees better conditions to access products and services.

RC: How was the implementation of GFoundry at Cork Supply?

FG/JC: Regarding customization, we had the support of a designer who works in another area of the company, and the constant technical monitoring of the GFoundry team.

At the level of users, managers and non-managers, we held sessions to explain how the platform works in general and, more specifically, about the Performance Evaluation module, namely, how to prepare the moment, the functionalities, the objectives and the follow-up of the process, such as the touchpoints and the talent management in the development component, thus justifying a holistic management process and continuous feedback.

RC: How is planning and communication done to operationalise these dynamics?

FG/JC: We have an annual communication plan, deployed monthly and supported by the GFoundry platform.

The plan maps out the launch of activities, such as our “We Care” programme.

The use of the GFoundry platform was very important for communication on the Coronavirus issue, for example. We are dynamic in publishing news that we think is relevant, also launching competitions and events.

RC: What kind of dynamics are you implementing and what results are they having?

One of the suggestions made by a collaborator was the launching of a contest to create ideas, called “Eco Tips – Taking Care of Tomorrow” within the scope of environmental responsibility, done through the use of the Innovation module.

We are receiving ideas such as: planting cork oak trees on Cork Supply’s land; adding environmental awareness messages to the company’s communication plan, focusing on saving water and electricity resources, as well as on reuse and over-consumption during the current Christmas season.

We also received ideas for carpooling for home/work/home journeys.

We have several metrics so we know the impact our initiatives have on users. An example of this is the publication of new content that causes logins to skyrocket.

On the other hand, we receive positive feedback from our initiatives through the questionnaires we do with the Contributions and Surveys module from GFoundry, with immediate access to the data.

In terms of learning, we know the growth in the completion rate of training actions, and the duration of these actions.

RC: What do you most highlight and value in the GFoundry solution?

FG/JC: Without a doubt the Gamification Engine that gives a power of animation to the activities. It is very dynamic, offers fun, and it is noticeable how it involves users as in games. We also highlight training and learning. The Learn module generates a lot of potential.

Our employees refer in their questionnaires to the training formats and ease of learning, internal communication, and highlight the possibility of consultation on the same platform where they learn.

In short, GFoundry is a solution that allows the integration of processes, with which people can consult the annual objectives, their evaluation, the protocols with various entities, have access to their information and that of the company, participate in activities and interact with the community.

For all that we have pointed out and what we will activate, we recommend GFoundry to any company that wants to introduce dynamics in its activities with people and see a transformation of behaviours and results.

RC: And what do you have planned for the future?

FG/JC: Well, with all that we can already do, we still want to increase initiatives and participation, because there is a lot of potential for that. In the meantime, we are always very curious about what’s new at GFoundry, now with the link to Linkedin, which gives the possibility of adding GFoundry certificates directly to users’ profiles.

Maria de Fátima Gonçalves (People & Int. Communication Director at Cork Supply) and Joana Castro (People & Communication)

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DPD: more motivated drivers = better results

Clara Costa — Thu, 11 Nov 2021 10:54:33 +0000

An organisation open to innovation, capable and motivated people, and above all with the will to make things different: these were the main ingredients of this successful project at DPD Portugal (Geopost Group).

Transforming Success: DPD Portugal’s Strategic Partnership with GFoundry

DPD Portugal, in collaboration with GFoundry, launched a strategic initiative focusing on four key areas:

Internal Communication
Internal e-Learning Academy
Onboarding
Driver Competitions

The impact has been remarkable: several KPIs have surged, and the innovative practices introduced have seamlessly integrated into the daily routines of DPD Portugal’s employees!

The Trigger: How It All Began

The process of merging the Chronopost and Seur brands was the trigger.

The project kicked off in full force in January 2020 with a team composed of David Pereira (director of the services and innovation hub), Luís Cruz (operations and processes analyst) and Pedro Correia (training manager).

The impact is such that DPD Portugal presented this project to the group’s international committee, so its expansion to an international level is under analysis.

In this interview, conducted by Rui Chen, Pedro Correia tells us about designing the strategy, the challenges of implementation, the main objectives and the results achieved.

Rui Chen: How did you start the gamification process with GFoundry?

Pedro Correia: We started with the Learning module.

We had three quizzes in 2019, one on branding and two operational ones for the Driver role.

Presently we already have several quizzes on procedures and other topics, very well segmented.

GFoundry’s potential to create quizzes by theme is excellent, because we can be incisive by acting locally at each point. In other words, if there is a problem of accidents in Faro (City of Portugal), we act only in Faro. This is decisive and strategic in large companies like ours.

Then, there are many people who want to be proactive in training and look for content to increase their knowledge and develop skills. With this solution, our employees can be autonomous in managing their learning, which is done when they feel the need, and at the time the person chooses to dedicate to it, especially “dead” times.

The reception of new employees for distribution lasts three weeks and there is a 10 module plan for consulting content and taking quizzes. They do it when it is most opportune: in the dentist’s waiting room, when waiting for transport, on the living room couch, etc.

PC: Employees do (the quizzes) when it is most opportune: in the dentist’s waiting room, when waiting for transport, on the sofa in the living room (…)

Which GFoundry’s Gamification modules and features made the difference in your choice for this digital platform?

PC: When we started the testing phase last year, we started by using the Learning module to take advantage of quizzes and, simultaneously, the Machine Gaming module to take advantage of the gaming techniques of the platform’s gamification engine, this with a direct link to the percentage of “successful deliveries” that Drivers made.

Additionally, we wanted to give visibility to the project by providing a considerable amount of money in the budget to award pecuniary prizes to the Top 10 drivers, thus ensuring the perfect articulation between the stimulus that the game provides and the incentive of financial compensation.

What were the main objectives and goals of the project?

PC: We have several performance indicators, national and international, being the main one the “Predict”.

This indicator accounts for all deliveries made per driver according to the prediction assumed by these same employees at the beginning of the delivery journey.

We created an internal league – the Predict League – which we want to maintain with other leagues following this one, because we are achieving excellent results in terms of engagement and in the productivity KPIs of the teams.

Are you achieving the results you have planned?

PC: We immediately noticed a big increase in engagement, because those who work by objectives want to see how they are doing. This is what GFoundry also brought. Drivers can see in real time and at any moment (in the morning, at the end of the day, whenever they want), what percentage of success their Predict has, and what their position is in the ranking.

On the other hand, what we achieved was not only an increase in KPIs, but also in the percentage of success in Predict: We had an increase in drivers giving their predicted deliveries and committing to that goal. This is what defines Predict. And it is, in fact, this increase in the overall percentage of the Predict indicator that is the bottom line of the project.

We have more people looking at each other’s performance, in a competitive, healthy way.

It’s in everyone’s interest to distribute awards that have an impact on people’s lives, and there the platform proved to be fundamental and excellent in connecting the company and the drivers’ delivery process.

PC: “We immediately noticed a big increase in engagement, because those who work by objectives want to see how they are doing. This is what GFoundry also brought.”

How did you communicate the project? Do you keep that communication plan active?

PC: There has been an investment in the dissemination channels: we have a corporate Radio and TV channel that broadcast to each of the 15 distribution stations in the country, equipped with devices where they pass the information of interest, for example, before starting any dynamic or GFoundry competition, the rules, the schedule and the prizes of the Predict league are broadcast on the two channels of our internal network.

Regarding the prizes:

PC: In the national league, with GFoundry we have the data of the registered drivers gamified and ascertained the Top 20 of the three months duration of the competition.

In parallel, we have three regional leagues, Lisbon, Porto and the Provinces, in which we award the Top 5 every fortnight.

The best in each league receive prizes in a card from a shop chain.

Managers also have their competition with gamification and prizes going on: we identify the Top 3 managers in 15 stations. The metric is the total score for each station.

These supervisors are happy because, before this initiative, they had to go searching, collect the information, respond to requests for information, which took them away from their main function, which is managing the operation of the station they lead.

Let’s talk now about the GFoundry apps. Who uses them and how do they use them? Is the use mandatory?

PC: We don’t force anyone to install the app, it’s not mandatory.

The drivers use a PDA which is their main work tool. We chose not to install the Post a Goal (customised and branded GFoundry app) in these equipments so as not to interfere with the operation. In addition, the PDA stays at the station at the end of the day and we know that the app is used outside the time when the drivers are distributing, i.e. driving. The installation was done on the drivers’ personal mobile phones.

We started with 150 drivers in the first week (out of 700), and then it was a steady growth in registration requests. I think it worked by word of mouth and the wanting to be in rather than out.

The Predict league runs for three months, but we have fortnightly competitions running at the same time so you don’t have to wait until the end of the three months to access the prizes.

At the moment we most employees actively participating, with daily queries on the platform. Then we have employees who will never connect because they don’t have a mobile phone, and we still have those who don’t give much importance to the initiative. We have been talking to managers to motivate them, to encourage them with prizes. Some of us succeed, others don’t because they are more sceptical.

How did the initial customisation/setup go?

PC: It went well, I had no knowledge in gamification myself and found it very easy. The apps are user friendly and versatile. Then I highlight the fact that GFoundry are always receptive to our questions and in constant contact to support and show us the way. It is fundamental to work with a partner like this, we are in constant contact.

PC: (…) “GFoundry platform has a gamification engine that automatically organises data in order to sort it into a ranking, award them points, as well as reward the best with medals and virtual coins.”

Do you measure engagement score? Are you using the GFoundry Thermometer Module?

CP: We are not using the Engagement Thermometer Module, although I think it is very important to start using it. At this early stage we wanted to gain traction because we didn’t know the engagement rate, not least because participation is voluntary (that’s the wonder of engagement), but as things have been going well we will use it in the second phase, especially to give feedback to stakeholders.

What are your thoughts for the future, regarding the management of people with the adoption of digital dynamics?

PC: Last year DPD Portugal presented GFoundry to the international training committee, so we are looking at expanding GFoundry internationally. We think that winning the international award will have an impact and now we will not lose the moment, we will want to repeat it so as not to lose the momentum. We want to set up in other areas of the company, besides the operation. The other areas of the company have already shown interest. The potential is huge, in Portugal alone we are 1400 people, of which 700 are drivers.

We aim to connect other modules, namely Evaluation & Careers, the Engagement Thermometer, and with more people connected we will have more aggregated information available.

Would you recommend GFoundry to a business partner?

PC: I would definitely recommend it, but there has to be incentives attached, such as the marketplace running with a showcase of associated rewards.

It is a simple and intuitive tool that is easy to use and generates immediate results – is a solution for any business area.

It is a current and modern platform. Taking the example of training, GFoundry goes beyond the traditional LMS because it has a responsive app in the mobile version, does not require a desktop, desk, schedules and, above all, it is fun and serves our purposes.

I believe that companies do not know this type of solution and what it can do for their business.

Even more so with a partner that listens and helps. GFoundry has been great because we solved our biggest challenges in people performance and today we are better.

Pedro Correia – Training Manager @ DPD Portugal

About one of the first competitions that were started in 2020:

Objective #1: Reduce the no. of failed circuits in Predict

Result: The goal was exceeded in the first month of the competition

Objective #2: Increase the success rate on Predict:

Result: goal was exceeded in the first month of competition

Objective #3: Enhance and promote the use of quizzes as a Training & Learning tool

More than half of the Drivers played the proposed quizzes, with a success rate close to 100%, in the first month alone.

Some screenshots:

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Carglass | Go Inside – a complete Talent Management solution with Gamification

Gabriel Costa — Tue, 19 Oct 2021 12:51:50 +0000

Through the functionalities and various modules available in GFoundry, Carglass implemented a complete talent management solution which is called Go Inside, currently spread throughout the entire internal structure.

Challenge

Since Carglass is a company with a considerable geographical dispersion, having employees from the North to the South of the country, the team responsible for human resources management felt the need to implement a solution that would allow – in a first phase – the dissemination of training content in a fun, agile and simplified way.

In addition, it was Carglass’ intention to implement a solution with the ability to grow as further challenges arose.

Solution

The Go Inside solution was initially developed with a strong focus on the dissemination of Training content. Using GFoundry gamification engine, Carglass employees can not only access training content, but can also test their knowledge through quizzes, and even challenge each other through battles.

As GFoundry is a multi-platform solution, being available in web and app (iOS and Android) versions, employees can access Go Inside anywhere, anytime!

Throughout the project’s development, the scope stopped focusing only on Training, and started integrating a set of extremely important HR processes, also using Go Inside for its Internal Communication, not only through the news for more extensive content, but also through push notifications with shorter messages.

Performance Evaluation is also developed on the platform, contemplating the phases of Objective definition, Feedback and definition of Individual Development Plans.

The greatest advantage described by Carglass is related to the fact that the platform is very intuitive, and it was not necessary to call all employees to a room in order to explain how the process would work from now on.

The importance of Go Inside during the pandemic

Go Inside was born in a pre-pandemic period, but gained greater importance at the time when teleworking became more regular than it was in the past.

In this period, Carglass managed to maintain the connection with its employees through the platform, as it developed dynamics that allowed contact to be maintained between everyone, also ensuring the dissemination of important messages in the course of HR processes, some of them crucial to the smooth running of the company.

We started the partnership with GFoundry still in the pre-pandemic period, never imagining it would be so useful to us at a stage when we have people all from home and how are we now going to be able to reach them, and keep them engaged, when they end up doing an onboarding all remotely!

Mariana Vieira de Sá – Human Resources Director, Carglass Portugal

Keep on reading: The Ultimate Guide for Remote Onboarding

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The post Carglass | Go Inside – a complete Talent Management solution with Gamification appeared first on GFoundry.

SOMA (Leroy Merlin): a complete solution for talent management

Martin Rocha — Tue, 01 Sep 2020 13:22:57 +0000

Using the digital platform GFoundry, Leroy Merlin implemented a solution for all its employees that it called SOMA.

This solution aims to change the way its employees communicate and interact in key moments, such as performance evaluation, management of individual development plans, recognition, feedback, on-boarding, among others.

Cláudia Batista, responsible for the implementation of this project, which touches more than 5,000 employees, explained to the Câmara de Comércio e Indústria Portuguesa (CCIP) the fundamentals of this ambitious solution:

With the goal of attracting, managing and retaining talent in an increasingly digital world, Leroy Merlin implemented a digital engagement platform – SOMA, which offers a diversity of modules to fill the needs of Human Resources, but also of the different areas of the entire company.

Our strategy was to ensure that one of the most important processes in Human Resources – performance evaluation – would be integrated with other gamified modules available on the platform.

An example of this integration was the launch of the “Soma Recognition” module, where colleagues can be recognised and positive feedback can be given and the “Soma Knowledge” Training module, where learning is promoted while points are earned.

With this solution we guarantee that the entire performance management process is truly ongoing and easy to access. Employees always have their objectives and development plan available in the “Soma Talent” module. They can update their managers at any time.

We are constantly evolving and strategically outlining all steps to embrace new challenges. One of the next steps is to incorporate onboarding of new employees.

Cláudia Batista – Talent Development and Learning Manager @ Leroy Merlin

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The post SOMA (Leroy Merlin): a complete solution for talent management appeared first on GFoundry.

Highlights – GFoundry

The Digital Revolution at Claranet: Meet Planet.

Claranet

The Challenge

The Search for a Solution

The Choice of GFoundry

The Birth of Planet

Impact and Results

The Future with GFoundry

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The Impact of Flexibility and Remote Work on Employee Satisfaction and Retention

The Evolution of Work: From Traditional to Remote

Defining Flexibility in the Modern Workplace

Understanding Employee Satisfaction in the Context of Flexibility and Remote Work

The Role of Flexibility in Enhancing Work-Life Balance

Key Factors Influencing Job Satisfaction in Remote Settings

How Flexibility and Remote Work Affect Employee Retention

The Link Between Flexibility and Employee Retention Rates

The Impact of Remote Work on Long-term Employee Engagement – The Pros and Cons

Pros of Remote Work for Employee Engagement

Cons of Remote Work for Employee Engagement

Strategies for Maintaining Long-term Engagement in Remote Work

Challenges of Implementing Flexibility and Remote Work

Managing Remote Teams Effectively

Ensuring Productivity and Accountability

Addressing Mental Health and Burnout Concerns

Balancing Flexibility with Organizational Needs

GFoundry’s Role in Enhancing Flexibility and Remote Work

How GFoundry Facilitates Flexible Work Arrangements

Using GFoundry to Improve Employee Engagement and Retention

Tailored Solutions for Remote Work Challenges

Read More

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AppyBrain: an innovative tool to enhance the learning experience

A digital gamified pedagogical tool based on GFoundry technology

Inter-class tournaments and a research project

Who can join and use this solution?

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GFoundry Partners with Google to Innovate with AI

To Develop a Cutting-Edge AI Project

Churn Prediction – Enhanced Decision-Making

Unveiling a New Era of Employee Engagement with GFoundry: Discover Our Latest Video!

Unveiling a New Era of Employee Engagement with GFoundry: Discover Our Latest Video!

A New Perspective on Employee Empowerment

More Than Just a Talent Management Platform

The Essence of a Company

A Journey of Continuous Improvement

Integrating Technology and Human Psychology

Join the Journey

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ALL ABOARD: The Power of Gamification in Natixis’ Onboarding

Onboarding Gamification, a Step-by-Step Guide – Natixis Use Case

Waiting for day 1, may be too late!

How to keep employees engaged with the organization, when many – hired during the pandemic – didn’t even get to know the physical workspace?

A Step-by-Step Guide: How to Build Onboarding Journey Maps with GFoundry Platform

Example from a possible new employee onboarding Journey Map:

Keep on Reading!

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Innovation promotion and management at José Mello Saúde – Case study

Innovation Management in Healthcare Case Study

About José Mello Saúde’s Innovation promotion and management program

In the area of health care delivery, CUF manages a network of CUF hospitals and clinics.

Innovation with gamification – badges & points

A set of activities was thus defined, the implementation of which allowed employees to accumulate points.

For each block of points accumulated, each employee was entitled to receive certain compensations.

All José de Mello Saúde employees (including service providers) could submit their ideas on the platform.

One of the conditions of the program was that the ideas had to be original, not repeated and had to be related to the activity and scope of José de Mello Saúde. The ideas were organized into different categories.

Recognition Dynamics

The recognition module was also used in the promotion of all innovation dynamics, allowing interaction between peers, with the possibility of assigning stars and a comment to each user.

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Pierre Fabre – gamification for marketing and training purposes!

The results obtained, in the first cycle of 12 months, quantified by the game’s own statistics, demonstrated the reach of high levels of engagement.

Keep on reading

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