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How to Reduce Turnover in Retail

admin — Mon, 23 Mar 2026 17:02:38 +0000

The True Cost of Retail Turnover (and the Salary Myth)

The retail sector is living through a silent crisis that erodes profit margins and degrades the customer experience: the constant rotation of teams. For decades, senior management assumed that the high rate of frontline departures was an inevitability of the business, collateral damage from a sector defined by rotating shifts and physical demands. Yet the true root of the problem has often been masked by a flawed diagnosis, focused almost exclusively on the pay component.

The reality of the numbers demands a paradigm shift. Mercer’s 2025 report, with data from 2,617 organisations in the US, points out that Retail & Wholesale has the highest turnover rate of any sector: 26.7% in 2025, and the previous report (2024) put it at 24.9% for the same sector, structurally high figures that force operations to live in a perpetual cycle of recruitment and basic training. This cycle not only consumes immense resources from Human Resources departments, but also overloads store managers, who spend more time firefighting and covering shifts than running the business and developing their teams.

Deconstructing the Salary Myth

The primary instinct of many leaders when faced with the loss of talent is to blame the competition and pay packages. However, an in-depth analysis of the reasons for leaving reveals a different picture. Around 37% of resignations in retail are due to issues linked to organisational culture, a lack of recognition and the absence of growth prospects, while only 11% are strictly motivated by salary. The employee does not abandon the company for a few extra cents an hour at another brand; they abandon an environment where they feel invisible, stagnant and disconnected from the brand’s purpose.

Teams that are highly engaged and connected to the company culture show 51% less turnover, 78% less absenteeism and generate 23% more profitability for the business.

The financial impact of this disconnection is brutal. When an employee leaves, the store loses tactical product knowledge, agility in service and, often, the relationship of trust built with local customers. Fighting turnover therefore requires abandoning the transactional view of retail work and adopting scalable operational strategies that transform the daily experience on the sales floor.

Digital Onboarding: Surviving the Critical First 6 Months

Retention vulnerability in retail peaks in the first months of a contract. Sector statistics indicate that approximately 31% of employees leave the company within the first six months. This early departure is the clearest symptom of a failed welcome and integration process. When onboarding fails, the new employee is thrown onto the front line without the tools, knowledge or support network needed to handle the pressure of serving the public.

The Evolution of Onboarding in Retail

From the traditional model to agile digital integration

Traditional Onboarding

Bureaucratic Focus

Dependent on local availability

Format: In-person and manual-based

Duration: 1 to 3 intensive days

Impact

Scalability

Reduced friction

Digital and Agile Onboarding

Operational Focus

Autonomous and mission-driven

Format: Mobile-first on the shop floor

Duration: Continuous 90-day journey

A comparison of integration models in dispersed retail operations.

The Problem with the Traditional Model

In most retail operations, onboarding is an analogue, bureaucratic process that is highly dependent on the local context. The success of integration is held hostage by the availability and teaching ability of whichever store manager happens to be on shift on the new team member’s first day. If the store is having a peak traffic day or grappling with a stock-out, onboarding is reduced to a hurried handover of a uniform and a request to “watch what your colleagues do”. This model creates cultural inconsistency between stores of the same brand and leaves the employee adrift.

The Solution: An Autonomous and Scalable Journey

To guarantee survival through the critical first six months, retail companies need to digitise and standardise the integration journey. Effective digital onboarding does not mean abandoning human contact, but rather freeing the store manager from the transmission of repetitive knowledge. Through a mobile-first approach, the employee can access a structured path directly on their phone.

Practical Missions on the Floor: Instead of reading lengthy manuals in the break room, the employee receives daily challenges (e.g. “Identify the 3 best-selling products in section X” or “Shadow a senior colleague during a return”).
Regular Checkpoints: Quick pulse assessments at 15, 30 and 60 days to ensure that the adaptation is going as expected, generating automatic alerts to Human Resources if the risk of departure is high.
Contextualised Content: Access to short video pills on safety standards, cross-selling techniques or how to use the billing system, consumable at the exact moment of need.

By structuring onboarding in this way, the organisation ensures that all employees, regardless of geography or the store where they are placed, receive the same immersion in the brand’s culture and acquire the same baseline skills at the same pace, drastically reducing initial anxiety and, consequently, early turnover.

GFoundry · Engagement & Retention

Cut Retail Turnover Before It Costs You Another Season

GFoundry gives frontline retail teams a mobile-first engagement platform with pulse surveys, eNPS, predictive attrition risk and peer-to-peer recognition, so HR can act on demotivation signals weeks before the next resignation hits the store.

Micro-learning and Gamification: Training That Fits the Pace of the Store

Continuous training is one of the pillars of retention, but in retail it frequently runs into an insurmountable logistical obstacle: time. Pulling an employee off the sales floor for two hours to attend an in-person training session or a long e-learning module on a back-office computer is, on most days, an operational impossibility. Schedules are tight, customer flow is unpredictable and service will always be the priority.

The Incompatibility of Classic Training

When training is designed with an office mindset and applied to the reality of the store, the result is predictable: residual completion rates, frustration from store managers who lose temporary manpower, and employees who view learning as a bureaucratic burden rather than a development tool. Classic training – long and decontextualised – does not survive the fast pace of modern retail.

Adopting Mobile-First Micro-learning

The answer to this challenge lies in fragmenting knowledge. Micro-learning adapts perfectly to the natural lulls in flow within a store. By making training content available in 5 to 10-minute pills, accessible through the employee’s own phone, learning starts to happen in the dead moments of the shift – whether during a quieter break or in the final minutes before closing the till.

Focus on Immediate Application: Short modules on the new seasonal collection, promotional campaign updates or techniques for resolving conflicts with customers.
Total Accessibility: Eliminating the dependence on the single shared computer in the staff room, democratising access to information.
Agile Updates: The ability for head office to launch daily video briefings to the entire store network simultaneously, ensuring full alignment.

The Power of Gamification in Operations

To ensure that micro-learning is not just made available but actually consumed, gamification acts as the engine of adoption. Introducing game dynamics transforms mandatory training into an engaging challenge. By awarding points for each completed module, creating digital badges for specialists in certain product categories and establishing healthy rankings between different stores or regions, companies trigger intrinsic motivation. This friendly competition not only drives training completion rates to unprecedented levels, but also strengthens team spirit and the sense of belonging across a geographically dispersed network.

The Impact of Gamification and Micro-learning in Retail

Average results observed after 12 months of implementation

Source: Retail sector average

Training Adoption

85%

+40% vs Traditional

Onboarding Time

14 Days

-45% time spent

6-Month Retention

78%

+22% vs Benchmark

Store Productivity

+15%

Direct Impact on Sales

Representative data on the impact of digitising the employee journey in dispersed operations.

Recognition That Scales: Giving Visibility to the Front Line

One of the most destructive feelings for the morale of a retail employee is the perception of invisibility. Those who work on the shop floor, restocking shelves at dawn or dealing with dozens of dissatisfied customers during the sales season, often feel that their daily effort goes completely unnoticed by the company’s central structure. This emotional disconnection is a direct accelerator of turnover.

Employees who do not feel adequately recognised for their work are twice as likely to say they intend to leave the company within a year.

The Challenge of Dispersed Teams

According to Gallup studies, a lack of recognition is lethal for retention. In retail, the problem is compounded because traditional recognition flows from the top down and depends entirely on the store manager’s capacity for observation. If the manager is overloaded with administrative tasks, the small acts of excellence – such as helping a colleague close a complex sale or organising a chaotic stockroom – go unnoticed. Head office, in turn, only sees billing figures, ignoring the behaviours that generated them.

Implementing Peer-to-Peer Systems

To combat this invisibility, leading organisations are decentralising recognition by implementing peer-to-peer systems. When the ability to praise and value is distributed across the whole team, the culture transforms radically.

360-Degree Appreciation: Any employee can publicly recognise a colleague for demonstrating the brand’s values or for an exceptional effort during a difficult shift.
Made Tangible with Virtual Currency: Recognition gains weight when it is tied to a points system or virtual currency, which the employee can accumulate and exchange for real rewards (extra days off, gift cards, branded merchandise).
Global Visibility: An internal social feed where praise is shared allows regional management and head office to see, in real time, who the true positive influencers and hidden talents are in each store.

This democratisation of recognition ensures that appreciation happens at the speed of the operation, creating an emotional support network that acts as a powerful shield against demotivation and voluntary departure.

Beating ‘There’s No Future Here’: Making Career Progression Visible

The perception that working in a store is a professional “dead end” is one of the most damaging narratives for attracting and retaining talent in retail. Many employees view their role as a temporary, transitional job, precisely because the organisation fails to demonstrate that there is a viable path for long-term growth. When stagnation seems inevitable, the first job offer with a slight pay rise becomes impossible to refuse.

Retention Through the Prospect of a Future

Market studies indicate that around 45% of professionals decide to stay with an organisation when they are presented with clear opportunities for development and career progression. The paradox in retail is that many companies do, in fact, have excellent stories of internal mobility – regional directors who started as cashiers, or visual merchandising managers who began their journey in the stockroom. The problem lies in communication: the newly arrived employee is completely unaware of these possibilities.

Practical Mapping and Development Plans

To reverse the “there’s no future here” syndrome, companies need to make career progression transparent, structured and accessible to everyone, from day one.

Career Maps by Role: Designing and visually communicating the possible paths. What does it take to move from Store Assistant to Shift Leader? Which skills are required to move from the store to the central offices?
Individual Development Plans (IDPs): Instead of annual performance reviews focused only on the past, managers should co-create IDPs with their teams, setting clear learning goals for the next 6 to 12 months.
Linking Objectives and Progression: Progression cannot be based solely on seniority. It must be closely linked to meeting operational objectives (store KPIs) and acquiring new skills (validated through the micro-learning platform).

By clarifying the rules of the game and providing the tools for the employee to take control of their own development, the company transforms a “temporary job” into a career with purpose, exponentially increasing loyalty and retention.

Real-Time Data: Acting Before You Lose the Employee

Talent management in retail has historically operated in a reactive mode. HR directors and regional managers only realise there is a climate problem in a particular store when the absenteeism rate spikes or when they receive a succession of resignation letters. By this point, the damage is already done. Relying exclusively on exit interviews to understand turnover is the equivalent of trying to drive a car looking only in the rear-view mirror: it explains what happened, but it does not prevent the next crash.

Continuous Listening Through Pulse Surveys

Proactive retention requires real-time data. Implementing pulse surveys – short, anonymous and frequent climate surveys, sent directly to employees’ phones – makes it possible to measure the pulse of the organisation on an ongoing basis. Instead of an exhaustive annual survey, employees answer two or three weekly questions about their stress level, the clarity of their role or the support they receive from management.

This data collection generates organisational heat maps. A regional manager can quickly identify that Store A shows critical levels of demotivation compared to Store B, allowing for a surgical intervention – whether through coaching the store manager, reinforcing the team or clarifying processes – weeks before the first employee decides to leave.

From Strategy to Execution

Talent retention in retail is not solved with one-off measures, but with an integrated strategy that connects onboarding, learning and recognition in the store’s day-to-day life. This is exactly the ecosystem created by GFoundry, an all-in-one Talent Management platform that turns HR processes into engaging digital journeys. By placing development in the palm of every employee’s hand, managers gain visibility and reduce turnover sustainably. Request a demo and discover how we can revolutionise the experience on your front line.

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Take the next step and learn more about how GFoundry can help you.

Know more about GFoundry’s Talent Management Solutions here.

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Remote Onboarding: Engaging Your New Hires From Afar

Gabriel Costa — Sat, 23 Nov 2024 14:26:14 +0000

This episode, Remote Onboarding: Engaging Your New Hires From Afar, explores the challenges and benefits of onboarding new employees in a remote setting.

We will guide listeners through the process of creating a comprehensive and engaging remote onboarding experience. By the end of the episode, listeners will have a clear understanding of how to create a remote onboarding programme that engages new hires from afar and sets them up for success.

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Impactful Learning Journeys for Employees

Martin Rocha — Tue, 19 Nov 2024 18:22:23 +0000

In this episode, we explore the world of impactful learning journeys and how they can transform employee development. Discover the key elements of a successful learning journey, from needs analysis and content curation to gamification and continuous monitoring.

We’ll discuss practical strategies for creating engaging and effective eLearning experiences that cater to individual learning styles and drive tangible business outcomes.

We’ll also examine real-world examples of learning journey maps for different job functions, providing you with a roadmap for implementing these strategies in your own organisation.

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How to create Impactful Learning Journeys for Employees?

Gabriel Costa — Tue, 20 Aug 2024 14:12:37 +0000

How do I start a learning journey?

1. Strong and valuable content

The foundation of any Learning Journey for an employee is having access to knowledge that complements and enriches everything they already know. If this is not the case, the employee will quickly lose interest with the content they have available, not retaining any added value.

In addition to powerful content, this must also be adapted to each person. One of the bases of Performance Evaluation in a company is the ability to understand not only the competencies of the organisation and its teams, but also to understand what knowledge weaknesses may exist. Therefore, it is important to evaluate the training needs of each employee, each team or even the organisation as a whole.

It is therefore essential that these journeys are personalised to the needs of each individual, ensuring that all weaknesses are covered appropriately.

At GFoundry, besides being able to customize the Learning Journey of the employees, you can also have access to curated content made available by us in several areas, from Health and Wellness, through essential Soft Skills such as Time Management and Resilience, as well as content of General Culture. These contents are made available free of charge to all our clients and can be made available to their teams at any time.

2. Integrating content from different sources

Over the years, the training content is no longer centralized in a physical space, such as a training room, but spread across multiple locations on the internet, accessible in different ways.

One of the biggest challenges in managing people and, more specifically, in managing your training is the agility to aggregate content from various sources that are important for your teams.

Since content is scattered across multiple platforms, it can be confusing for anyone to have to navigate through multiple links until they get to the end of a Training plan.

In addition to all the content that you can add directly on the platform, with GFoundry you can create Learning Journeys that include not only these added contents, but also external sources such as Google Academy, Coursera, Udemy, Youtube, Vimeo, Slideshare, Sharepoint among many others. GFoundry can act as a top layer that encompasses everything that is part of each employee’s Journey, making their experience much more fluid and simple to fulfill.

3. Monitor and Certify!

A very important part of creating a Learning Journey is to understand how effective it is in transmitting knowledge. Therefore, it is essential to be able to define metrics to better understand what has been the performance of employees in the training, how many hours they spent and even what has been their feedback regarding the contents.

Moreover, at the end of a Learning Journey, it is crucial to be able to certify all the people that have successfully completed all their training, representing an official recognition of their knowledge acquisition and their effort during the process.

With the GFoundry platform, all this is possible in a simple and dynamic way. Firstly, you can monitor crucial information about people’s training through reports available both in dashboards and xlsx files.

In addition, you can also certify all employees who complete your Learning Journeys, adding relevant information to these certificates, such as their name, the date on which the training ended, the hours used and even their final score. These certificates are available in each employee’s profile and they can be shared on their LinkedIn profile.

4. Communication Plan

For any area of an organisation, internal communication is one of the key pillars to get a specific message across to people effectively. Therefore, with regard to Training Plans, it is also important to be able to communicate succinctly and clearly to everyone that it is important to use the tools available to improve their skills and knowledge.

GFoundry is a fundamental piece for the internal communication of any organisation. Firstly, the fact that it is a digital solution allows all employees to have access to a mobile application where they can be in direct contact with your company. This direct contact is not only related to their work goals and linked to their functions, but also has other very important aspects.

On the platform’s homepage, employees have access to a news area, where the company can share important messages, but they can also use push notifications to pass a shorter and more direct message to everyone or to a specific group of people.

Know more here.

5. Have a good platform!

With technological evolution, and the inevitable digitalisation of Human Resources, employees should have access to tools that allow them to access your company’s content in a simple, agile and impactful way for their performance.

For this reason, GFoundry is an ideal partner to implement a project to create Learning Journeys for your employees, whether they are seniors or people who have just joined the organisation.

GFoundry works as a multi-platform solution (Web, Android and iOS), which supports all the actions directly related to Talent Management in an organisation, from attracting and recruiting people, through their integration and development to their departure, providing a rich experience in impactful moments for their performance.

Finally, through a Gamification Engine, which allows you to create game and reward dynamics through multiple user actions and achievements, you can make these paths much more interactive and interesting for any employee, directly impacting their results and, consequently, those of your organisation.

Employee Learning Journey Map examples by Job Function

Function	Steps in the Learning Journey
Human Resources Management	1. Participate in a course on labor law (Training Module). 2. Complete a form for organizational climate assessment (Surveys Module). 3. Create an individual development plan (Career Management Module). 4. Attend a session on diversity and inclusion (Training Module). 5. Set talent retention goals (Goals Module). 6. Conduct a well-being survey (Engagement Thermometer Module). 7. Participate in an onboarding meeting (Tasks Module). 8. Set up an exit interview checklist (Tasks Module). 9. Provide feedback on inclusion practices (Feedback Module). 10. Compete in a gamified challenge on conflict management (Competitions Module).
Finance and Accounting	1. Participate in a course on IFRS standards (Training Module). 2. Complete an internal audit checklist (Tasks Module). 3. Analyze financial reports (Goals Module). 4. Attend a session on taxation (Training Module). 5. Participate in a budget planning meeting (Tasks Module). 6. Conduct a survey on financial practices (Surveys Module). 7. Set cash flow optimization goals (Goals Module). 8. Participate in a financial analysis competition (Competitions Module). 9. Provide feedback on the audit process (Feedback Module). 10. Perform a comparative analysis of financial performance (Comparisons Module).
Operations	1. Participate in a course on Lean methodologies (Training Module). 2. Create a checklist for process optimization (Tasks Module). 3. Analyze operational performance indicators (Goals Module). 4. Attend a session on supply chain management (Training Module). 5. Set continuous improvement goals (Goals Module). 6. Conduct an operational efficiency survey (Surveys Module). 7. Participate in an operations innovation workshop (Innovation Module). 8. Compete in a productivity efficiency competition (Competitions Module). 9. Provide feedback on new processes implemented (Feedback Module). 10. Perform a comparative analysis of operational KPIs (Comparisons Module).
Sales and Marketing	1. Participate in a course on sales techniques (Training Module). 2. Complete a checklist for marketing campaigns (Tasks Module). 3. Set quarterly sales goals (Goals Module). 4. Attend a session on consumer behavior (Training Module). 5. Analyze campaign performance metrics (Goals Module). 6. Conduct a customer satisfaction survey (Surveys Module). 7. Participate in a product innovation brainstorming session (Innovation Module). 8. Compete in a sales simulation (Competitions Module). 9. Provide feedback on marketing campaign effectiveness (Feedback Module). 10. Compare campaign performance with industry benchmarks (Comparisons Module).
Information Technology	1. Participate in a course on cybersecurity (Training Module). 2. Create an incident management checklist (Tasks Module). 3. Set system uptime goals (Goals Module). 4. Attend a session on emerging technologies (Training Module). 5. Analyze IT performance metrics (Goals Module). 6. Conduct an internal user satisfaction survey (Surveys Module). 7. Participate in an IT innovation session (Innovation Module). 8. Compete in a technical problem-solving challenge (Competitions Module). 9. Provide feedback on the effectiveness of IT solutions (Feedback Module). 10. Perform a comparative analysis of infrastructure performance (Comparisons Module).
Project Management	1. Participate in a course on agile methodologies (Training Module). 2. Create a project initiation checklist (Tasks Module). 3. Set project delivery goals (Goals Module). 4. Attend a session on risk management in projects (Training Module). 5. Analyze success metrics from previous projects (Goals Module). 6. Conduct a stakeholder satisfaction survey (Surveys Module). 7. Participate in a project management innovation session (Innovation Module). 8. Compete in a crisis management simulation (Competitions Module). 9. Provide feedback on project execution (Feedback Module). 10. Perform a comparative analysis of project management methodologies (Comparisons Module).
Product Development/Innovation	1. Participate in a course on design thinking (Training Module). 2. Create a checklist for new product development (Tasks Module). 3. Set product innovation goals (Goals Module). 4. Attend a session on research and development (Training Module). 5. Analyze success metrics from past innovations (Goals Module). 6. Conduct a survey on new product acceptance (Surveys Module). 7. Participate in a new product ideation session (Innovation Module). 8. Compete in an innovation marathon (Competitions Module). 9. Provide feedback on the product development process (Feedback Module). 10. Perform a comparative analysis of sector innovation (Comparisons Module).
Customer Support	1. Participate in a course on customer service (Training Module). 2. Create a checklist for ticket resolution (Tasks Module). 3. Set customer satisfaction goals (Goals Module). 4. Attend a session on complaint management (Training Module). 5. Analyze response time metrics (Goals Module). 6. Conduct a customer satisfaction survey (Surveys Module). 7. Participate in a customer service innovation session (Innovation Module). 8. Compete in a customer service simulation (Competitions Module). 9. Provide feedback on customer support efficiency (Feedback Module). 10. Perform a comparative analysis of support performance (Comparisons Module).
Risk Management and Compliance	1. Participate in a course on compliance and regulations (Training Module). 2. Create a compliance audit checklist (Tasks Module). 3. Set risk mitigation goals (Goals Module). 4. Attend a session on corporate risk management (Training Module). 5. Analyze compliance metrics (Goals Module). 6. Conduct a risk assessment survey (Surveys Module). 7. Participate in a risk management innovation session (Innovation Module). 8. Compete in a compliance challenge (Competitions Module). 9. Provide feedback on the compliance program (Feedback Module). 10. Perform a comparative analysis of industry risks (Comparisons Module).
Legal	1. Participate in a course on applicable legislation (Training Module). 2. Create a checklist for contract review (Tasks Module). 3. Set legal compliance goals (Goals Module). 4. Attend a session on ethics and compliance (Training Module). 5. Analyze litigation metrics (Goals Module). 6. Conduct a legal risk assessment survey (Surveys Module). 7. Participate in a legal practices innovation session (Innovation Module). 8. Compete in a legal case simulation (Competitions Module). 9. Provide feedback on internal legal procedures (Feedback Module). 10. Perform a comparative analysis of legal compliance (Comparisons Module).

10 Reasons why a simple e-learning software might not provide a good experience for a modern and impactful learning journey:

Lack of Personalization: Modern learners often expect content that caters to their individual needs and learning styles. A basic e-learning platform may offer one-size-fits-all content, which doesn’t address the diverse needs of learners.
Limited Engagement Tools: Simple e-learning software might lack interactive tools, gamification, and multimedia elements that can make learning more engaging and fun.
No Collaboration Features: Modern learning often emphasizes collaboration and group activities. Without features like discussion boards, group projects, or peer reviews, learners might miss out on valuable collaborative experiences.
Inflexible Content Delivery: Today’s learners might prefer a mix of formats, from videos to podcasts to interactive simulations. Basic software might only offer text-based modules.
Absence of Real-time Feedback: Immediate feedback can be crucial in the learning process. If the platform only provides end-of-module tests without real-time responses, it might hinder the learning experience.
Lack of Integration with Other Tools: Modern learning often requires integration with other software, like video conferencing tools, project management apps, or external resources. A simplistic platform might not support these integrations.
No Adaptive Learning: Adaptive learning adjusts content based on the learner’s performance and needs. Basic e-learning platforms might not have this capability, making the learning experience static and linear.
Updates and Scalability: Simple e-learning platforms might not be easily scalable or updatable, making it hard to adapt to new educational methodologies or accommodate growing numbers of learners.
Limited Analytics and Reporting: Comprehensive data on learner performance and course engagement is vital for continuous improvement. Basic platforms might offer only rudimentary tracking, lacking in-depth insights.
Mobile Learning Constraints: With the rise of mobile learning, it’s essential that platforms are mobile-friendly or have dedicated apps. Simple software might not cater to this, limiting access for learners on the go.

FAQS

What makes GFoundry different from other traditional e-Learning tools?

Above all, what distinguishes GFoundry from other e-Learning tools is the final experience achieved with the dynamics that can be created with the different micro-learning formats and with the use of Gamification dynamics, which introduce much higher interactivity that leads – in the majority of cases – to much higher results in an organisation.

Moreover, we believe that a learning journey does not have to consist only of training moments, with presentation of contents in different formats, but also be enriched with feedback stages, interaction between peers, moments of knowledge assessment, definition of individual development plans, among others.

What kind of content can I insert in GFoundry?

The GFoundry platform allows the insertion of quizzes in 4 different game modes – including the battle mode, in which the users play against each other, PDF documents, Videos, Podcasts and HTML Content.

The GFoundry platform also allows the integration and incorporation of content from other platforms or even a more integrated management of actions from other LMS. Click here to learn more.

Who can create training content?

Training content can be easily created by the client manually or using our AI assistant (Gi) or created with the help of the Partner associated with the project, being responsible for content creation and all the management of strategic consulting dynamics, monitoring, among other tasks. Click here to learn more about our Partners.

Is there any content already made, ready to use?

Yes, the client has access – 100% free of charge – to a series of contents curated by GFoundry, in various areas of knowledge, such as: Communication, Time Management, Empathy, Feedback, Design Thinking, Creativity and Innovation, Management, Collaboration, Marketing and Sales, Health and Well-being, Resilience, Productivity, Data Protection – among many other examples. Read more here: GFoundry Curated Content applied to Learning and Development

How much does it cost to produce content for GFoundry?

The cost will depend on the complexity and volume of content to be created, but on average, the costs involved are much lower than the ones for a traditional e-Learning platform. If the client uses our AI assistant (Gi), content production is completely free, fast and agile.

Can Individual Development Plans (IDPs) be managed with this solution?

Of course. Identifying learning needs (collective and individual) and managing them is a fundamental process in the development of people in an organisation. Normally this information is obtained at moments of assessment and feedback and is then managed in a

Who can help us think about and implement such a system?

Consulting services and implementation of a GFoundry project are included in any project and are fundamental for its success.

The maturity and experience that GFoundry has achieved throughout its existence means that we position ourselves in the market with an indirect business model, always associated with a Partner in the construction of the solutions we present.

GFoundry realized that it cannot be alone when it comes to strategy, assessment, consulting, gamification design and monitoring of our customers.

For this reason, we always associate a Partner to each project we start with a client, chosen for their expertise in the area to be developed, with a package of hours already included in the annual licence fee. Click here to know more about our Partners.

What is Gi and how does it enhance the GFoundry platform?

Gi is GFoundry’s AI assistant designed to help clients create high-quality training content. With Gi, users can generate customized learning materials using AI, making the content creation process more efficient and tailored to the specific needs of their organization.

Can Gi integrate with existing content?

Yes, Gi can seamlessly integrate with existing content on the GFoundry platform, allowing for an enriched learning experience that combines AI-generated materials with pre-existing resources.

What types of learning content can Gi create?

Gi can create a variety of learning content, including quizzes, interactive modules, video scripts, and more. This flexibility ensures that the training materials are engaging and effective for learners.

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The Ultimate Guide for Remote Onboarding

Clara Costa — Sat, 10 Aug 2024 10:02:37 +0000

Introduction to Remote Onboarding

What is Remote Onboarding?

Remote onboarding is the process of integrating new employees into a company when working remotely. Unlike traditional onboarding, which requires physical presence, remote onboarding utilizes digital tools and platforms to ensure that new hires have the resources, information, and connections they need to succeed. This includes orientation, training, and continuous support. More details can be found on SHRM’s guide to onboarding remote employees.

Remote Onboarding Meaning

The term “remote onboarding” refers to the adaptation of traditional onboarding practices to a virtual environment. It’s not merely a digital version of the old process but a rethinking of onboarding to suit the needs of remote work. This includes leveraging technology to create engaging experiences, fostering connections, and ensuring that new hires feel part of the team, even from a distance. Harvard Business Review offers insights into managing remote workers, including onboarding.

Importance of Digital Onboarding

Digital onboarding is more than a convenience; it’s a necessity in today’s global and remote work landscape. The importance of digital onboarding lies in its ability to:

Streamline the onboarding process, making it more efficient
Provide accessibility to resources and support regardless of location
Enhance engagement through interactive and personalized experiences
Integrate with existing systems for seamless operations

According to a study by Gallup, remote work has been on the rise, and effective digital onboarding is key to ensuring that remote employees are productive and engaged from day one.

The Remote Onboarding Process

Planning

Planning is the foundation of a successful remote onboarding process. It involves defining clear goals, selecting the right tools, and creating a comprehensive schedule. Here’s how to approach each step:

Define Goals

Setting clear and measurable goals is essential for a successful onboarding process. Goals should align with the company’s values, culture, and expectations. They provide direction and purpose, ensuring that both the new hire and the organization are on the same page. Some common onboarding goals might include:

Understanding company culture and values
Building relationships with team members
Learning essential job skills and responsibilities

More insights on goal setting can be found in this Forbes article on onboarding process tips.

Select Your Remote Onboarding Tool

Selecting the right remote onboarding tools is crucial for a smooth and engaging experience. Tools should be user-friendly, customizable, and capable of integrating with existing systems.

When it comes to selecting the right tools for remote onboarding, the GFoundry platform stands out as a robust and innovative solution. With its unique approach to pre-onboarding and onboarding, GFoundry leverages gamification techniques and digital journeys to enhance employee motivation, retention, and engagement.

GFoundry’s Pre-Onboarding & Onboarding Solution: Simple, Powerful, and Fun!

The GFoundry platform offers an exciting digital suite with several modules tailored to your onboarding and engagement needs. Here’s why GFoundry is the go-to solution for remote onboarding:

Statistics & Reports: Gain insights into your onboarding process with comprehensive statistics and engagement indicators.
Content and Task Segmentation: Customize the onboarding experience based on employee, team, or department.
Integration with External Content & Software: Seamlessly integrate with other tools and platforms for a cohesive experience.
Unlimited Journeys: Create as many onboarding journeys as needed, tailored to individual employees or groups.
Notifications and Reminders: Keep employees on track with personalized notifications and reminders.

Create a Path That Feeds Your Needs!

GFoundry’s Digital Journeys feature allows you to create structured paths with visual frames, quizzes, tasks, goals, and more. Whether it’s a company tour video, a “who-is-who” quiz, or professional goal setting, GFoundry provides the tools to make onboarding interactive and meaningful.

Gamify All Your Onboarding Strategy

With GFoundry’s Gamification Engine, you can create game and reward dynamics that make onboarding paths more interactive and engaging. From submission of employment contracts to defining personal development plans, GFoundry makes the process agile and straightforward.

Learn more about GFoundry’s onboarding solutions and discover how you can transform your remote onboarding process today!

Create a Schedule

Creating a well-structured schedule ensures that the onboarding process is organized and efficient. It helps in setting expectations and keeping everyone on track. A schedule should include:

Orientation sessions
Training modules and deadlines
Meetings with team members and mentors
Regular check-ins and feedback sessions

This CIO article offers top IT remote onboarding tips, including scheduling advice.

Remote Onboarding Checklist

Pre-Onboarding

Pre-onboarding is the stage before the new hire’s official start date. It sets the tone for the entire onboarding experience. Here’s what to include:

Send a welcome email with essential information
Provide necessary equipment and access to tools
Share company culture, values, and expectations

For more details on pre-onboarding, refer to this guide by HR Technologist.

First Day

The first day is crucial in making a positive impression. Here’s a checklist for a successful first day:

Conduct a virtual tour of the office
Introduce the new hire to team members
Assign a mentor or buddy
Provide access to training materials

For insights on making the first day memorable, check out this article by Inc..

First Week

The first week sets the pace for the new hire’s integration into the team. Here’s what to focus on:

Set clear expectations and goals
Provide training materials and resources
Schedule regular check-ins with the manager
Encourage social interactions with the team

For more on the first week’s onboarding, see this article by The Balance Careers.

Ongoing Support

Ongoing support ensures that the new hire continues to feel engaged and supported. Here’s what to include:

Continuous learning opportunities
Regular feedback and performance reviews
Community engagement and team-building activities
Access to resources for career development

For strategies on providing ongoing support, refer to this guide by Gallup.

Onboarding Remote Employees

Challenges

Onboarding remote employees presents unique challenges that require thoughtful solutions. Some common challenges include:

Communication Barriers: Lack of face-to-face interaction can lead to misunderstandings.
Technology Issues: Technical difficulties can hinder the onboarding process.
Building Company Culture: Fostering a sense of belonging remotely can be complex.
Compliance and Security: Ensuring legal compliance and data security in remote settings.

For a deeper understanding of these challenges, read this article by HR Exchange Network.

Best Practices

Despite the challenges, successful remote onboarding is achievable by following best practices such as:

Utilizing the Right Tools: Selecting user-friendly and secure onboarding platforms.
Clear Communication: Regular updates and transparent communication.
Personalized Experience: Tailoring the onboarding process to individual needs.
Mentorship Programs: Assigning mentors to guide new hires.

Case Studies

Real-world examples provide valuable insights into effective remote onboarding. Here are some case studies:

Natixis: Transforming Onboarding Through Gamification

Natixis, a Center of Excellence in Portugal and part of Groupe BPCE, the second-largest French bank, faced a significant challenge with its onboarding process. With exponential growth and hundreds of new hires every month, the company needed to enhance its onboarding process, particularly during the pandemic when in-person onboarding became impossible.

GFoundry was chosen to implement the “All Aboard” gamified solution, transforming traditional banking and developing innovative business solutions. The solution focused on three key onboarding phases: pre-boarding, integration, and training.

Pre-Boarding: A strategic opportunity to alleviate newcomers’ fears, making them feel welcome and valued, thus reducing the risk of early departure.
Integration: Rapid learning of organizational culture combined with game dynamics, ensuring a smooth transition into the company.
Training: A critical area where GFoundry’s solution added value, offering a hybrid or 100% digital format for impactful learning and integration.

The GFoundry solution allowed Natixis to adapt to the virtual world, providing a digital solution based on gamification to boost engagement and performance. The initiative prioritized not only the actual integration of new employees but also the pre-boarding phase, marked by instability and the risk of employee abandonment.

João Carvalho, Co-Founder & CEO of GFoundry, emphasized the importance of the pre-onboarding phase and how gamification techniques can be easily applied to any part of the onboarding process. The solution provided by GFoundry ensured an impactful learning and integration experience for all employees, whether in a hybrid or 100% digital format.

Learn more about how Natixis leveraged the power of gamification in their onboarding process and the role of GFoundry in this transformation. Read more.

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

Founded in 2006, Closer Consulting is a Portuguese company specializing in Data Science and Artificial Intelligence. With a presence in 14 countries and about 370 employees, Closer sought to professionalize communication with its employees and strengthen their collective commitment. The choice fell on GFoundry, leading to the creation of the “Stay Closer” platform, customized to Closer’s specific interests.

Performance Evaluation

The Stay Closer platform allows for frequent and dynamic evaluations, with quarterly sessions and mini-contracts between employees and managers. The platform supports the entire assessment operation, providing flexibility and interconnection between evaluations and individual career and training plans. Know more about Performance GFoundry’s Evaluation Solutions here.

Training

Constant learning is a fundamental pillar for Closer, and the Stay Closer platform defines, records, and implements personalized training paths. The platform provides an interactive approach, using learning missions and gamification, allowing the entire talent management to be concentrated in a virtual space. Know more about GFoundry’s eLearning and Training here.

Onboarding

The GFoundry platform was decisive in Closer’s onboarding process, especially during the pandemic. It gamifies the entire onboarding process, supporting it through quizzes and missions. The platform created a fun way to help new hires get to know the company. Know more about GFoundry’s Onboarding Solutions here.

The Thermometer that Measures Satisfaction

Stay Closer also includes an “Engagement Thermometer” to measure employees’ feelings towards the company. This anonymous monthly survey helps gauge the organizational climate, reflecting Closer’s commitment to fostering proximity in various dimensions.

In summary, the collaboration between Closer Consulting and GFoundry led to the creation of a comprehensive platform that addresses performance evaluation, training, onboarding, and employee satisfaction. The Stay Closer platform has become central to Closer’s talent management, reflecting the company’s innovative and engaging approach. Read more.

What is NOT a Benefit of Digital Onboarding?

Common Misconceptions

Digital onboarding has revolutionized the way companies integrate new hires, but there are also misconceptions about what it can and cannot achieve. Understanding these misconceptions helps in setting realistic expectations and optimizing the process. Here are some common misconceptions:

Complete Automation: While digital onboarding can automate many tasks, it doesn’t replace human interaction. Personal connections and mentorship remain vital.
One-Size-Fits-All: Digital onboarding must be tailored to individual roles and needs. A generic approach may not address specific job requirements or company culture.
Instant Productivity: While digital onboarding can accelerate the learning curve, expecting immediate full productivity can lead to frustration. A gradual approach with clear milestones is more effective.
Cost-Effectiveness Equals Cost-Cutting: While digital onboarding can be cost-effective, skimping on essential resources or support can lead to a poor onboarding experience.

Understanding what digital onboarding is not helps in creating a more effective and engaging experience. By avoiding these common misconceptions, companies can build a remote onboarding process that truly empowers new hires and aligns with organizational goals.

Remote Onboarding Tools and Software

Remote Onboarding with GFoundry Platform

The GFoundry platform is a versatile tool designed to solve business challenges by engaging employees through gamification, AI, and social features. Here’s how it can be utilized for remote onboarding:

Customizable Journeys: Create structured paths to guide employees through onboarding, setting milestones, and rewarding achievements.
Multi-Lingual Support: Reach a global workforce with content in various languages.
Engagement Thermometer: Measure happiness and well-being within the organization.
Integration with Other Platforms: Seamlessly connect with ERP, business intelligence platforms, communication apps, and more.

Learn more about the GFoundry platform and its features on the official website.

Integration with Existing Systems

Integration with existing systems is crucial for a smooth remote onboarding process. Here’s why:

Data Consistency: Ensures that information is consistent across various platforms.
Streamlined Processes: Reduces manual data entry and potential errors.
Enhanced User Experience: Provides a unified experience for new hires, with access to all necessary tools in one place.

For example, GFoundry’s platform can be integrated with existing ERP, business intelligence platforms, communication, and chat apps to import or export data, creating a seamless onboarding experience.

Integration Type	Examples
ERP Systems	SAP, Oracle
Communication Apps	Slack, Microsoft Teams
Business Intelligence Platforms	Tableau, Power BI

Integration not only enhances efficiency but also ensures that the onboarding process aligns with the overall business strategy.

Onboarding Checklist for Multiple Job Functions

This table provides a comprehensive onboarding checklist for different job functions within a company. It outlines the essential tasks and activities that new employees should complete during their onboarding process.

From executive management to health and safety, each section is tailored to the specific needs and responsibilities of the role. By following this checklist, companies can ensure a smooth and effective onboarding experience, helping new hires integrate quickly and successfully into their new positions.

Job Function	Examples of Onboarding Tasks
Executive and Senior Management	Meet with Board of Directors Review company strategy and goals Introduction to leadership team Overview of financial reports Attend executive meetings Review company culture and values Set long-term objectives Assess current company performance Meet with key stakeholders Develop a 100-day plan
Human Resources	Orientation to HR policies and procedures Training on recruitment software Introduction to employee benefits Meet with department heads Review employee handbook Understand company culture Learn about performance evaluation process Attend diversity and inclusion training Understand compensation structure Participate in team-building activities
Finance and Accounting	Introduction to financial systems Review company budget and financial goals Meet with finance team Understand financial reporting processes Training on accounting software Review compliance and regulatory requirements Understand company’s tax obligations Participate in financial planning meetings Review accounts payable and receivable processes Understand internal audit procedures
Sales and Marketing	Introduction to sales and marketing strategies Training on CRM software Meet with sales and marketing teams Understand product/service offerings Review sales targets and KPIs Participate in sales calls and meetings Understand marketing channels and campaigns Review branding and positioning Participate in product launch planning Develop personal sales and marketing goals
Information Technology	Orientation to IT infrastructure Training on company software and tools Meet with IT team and understand roles Review cybersecurity policies Understand project management processes Participate in ongoing IT projects Review IT support and helpdesk procedures Understand data management and backup Learn about company’s technology stack Set personal development goals in IT
Operations and Supply Chain	Introduction to supply chain processes Meet with operations team Understand inventory management Review procurement and sourcing strategies Training on supply chain software Participate in logistics planning Understand quality control measures Review production schedules Learn about vendor management Set personal goals in operations
Customer Service	Training on customer service tools Meet with customer service team Understand customer service policies Review product/service knowledge Participate in customer interactions Learn about escalation procedures Understand customer feedback mechanisms Review customer satisfaction metrics Set personal customer service goals Participate in team-building activities
Research and Development	Introduction to R&D processes Meet with R&D team Review current research projects Understand intellectual property policies Participate in innovation brainstorming Learn about product development lifecycle Training on research tools and methodologies Understand collaboration with external researchers Set personal research goals Participate in scientific conferences and workshops
Legal and Compliance	Introduction to legal team Review company’s legal obligations Understand compliance policies Training on legal research tools Meet with external legal counsel Review ongoing legal cases Understand contract management processes Participate in legal risk assessment Set personal legal development goals Attend legal and compliance training
Manufacturing and Production	Orientation to manufacturing facilities Meet with production team Training on production equipment Understand quality control measures Review production schedules and targets Learn about safety protocols Participate in lean manufacturing initiatives Understand material sourcing and procurement Set personal production goals Attend team-building activities
Administrative	Orientation to office procedures Training on administrative tools Meet with administrative team Understand document management processes Review scheduling and calendar management Learn about travel and expense policies Participate in office organization Understand communication protocols Set personal administrative goals Attend team-building activities
Health and Safety	Orientation to health and safety policies Training on safety equipment Meet with health and safety team Review emergency response procedures Understand occupational health programs Participate in safety audits Learn about environmental compliance Review accident reporting processes Set personal health and safety goals Attend safety training and workshops

Answers to Some of the Most Frequent Questions Related to Onboarding

In this section, we address some of the most commonly asked questions about the onboarding process. Whether you’re an HR professional, a manager, or a new employee, these insights can help you understand the essentials of effective onboarding.

What is HR Onboarding Process?

The HR onboarding process involves integrating new employees into the organization and providing them with the necessary tools, information, and orientations. It often includes paperwork, training, and introductions.

What is the Onboarding Life Cycle?

The onboarding life cycle refers to the various stages a new employee goes through, from pre-boarding to full integration. It aims to improve employee retention, engagement, and productivity.

What is the Biggest Challenge on Onboarding?

The biggest challenge often lies in effectively engaging new hires. This is especially challenging when onboarding remote employees, where building relationships can be difficult.

What are the Most Common Mistakes During the Onboarding Process?

Common mistakes include lack of clear communication, insufficient training, and not setting clear expectations. These can lead to disengagement and high turnover.

20 Examples of Common Mistakes During the Onboarding Process:

Inaccurate Job Descriptions
Lack of Pre-Boarding Activities
Ignoring Employee Feedback
Offering Subpar Orientation Material
Failing to Set Clear Goals and Expectations
Not Explaining Onboarding Software Features
Overwhelming New Hires with Information
Inadequate Training Programs
No Introduction to Company Culture
Lack of Ongoing Support
Ignoring Compliance and Legal Requirements
Failing to Assign a Mentor or Buddy
Not Measuring Onboarding Effectiveness
Lack of Personalization in the Onboarding Process
Neglecting Remote Employees in Onboarding
Poor Communication Throughout the Process
Not Providing Necessary Tools and Resources
Failing to Update Onboarding Material
Ignoring Team Integration Activities
No Follow-Up or Check-Ins After Onboarding

How Do I Prepare My Employees for Remote Onboarding?

Preparation involves setting up technology, sending out necessary materials in advance, and scheduling virtual meet-and-greets. Clear communication is key.

What are the 4 C’s of an Effective and Successful Onboarding Program?

The four C’s of onboarding are Compliance, Clarification, Culture, and Connection. These elements help new hires understand their roles, the company’s policies, and how to integrate into the company culture.

How Do You Effectively Onboard Remote Employees?

Effective remote onboarding involves clear communication, setting up necessary technology, and virtual team introductions. Regular check-ins and virtual training sessions are also crucial.

What are the 3 Most Important Elements of Successful Onboarding?

The three most important elements are Orientation, Training, and Feedback. These help new hires understand their roles, learn necessary skills, and improve through constructive feedback.

What are the 4 Phases of Employee Onboarding?

The 4 phases of employee onboarding typically include: Pre-boarding, Orientation, Role-specific training, and Ongoing support. Each phase has its own set of activities and goals aimed at helping new hires integrate successfully.

How Do I Onboard New Hires Virtually?

Virtual onboarding involves leveraging digital tools for orientation, training, and paperwork. It also includes virtual meet-and-greets and regular online check-ins to ensure the new hire is settling in well. You can use GFoundry onboarding solution. Check here to know more.

What are the Critical Steps of Onboarding?

Critical steps on Onboarding include: Paperwork completion, Orientation, Role-specific training, and Setting performance expectations. Skipping any of these steps can lead to an ineffective onboarding process.

What Should be Included in Virtual Onboarding?

Virtual onboarding should include Digital forms for Paperwork, Virtual tours of the company, Online training modules, and Virtual meet-and-greets with team members.

What Should be in an Onboarding Checklist?

An onboarding checklist should include tasks related to paperwork, training, equipment setup, and introductions to team members. It serves as a roadmap for both HR and the new hire.

What are at Least 3 Important Onboarding Success Metrics?

Key metrics include Time-to-productivity, New hire retention rates, and Employee satisfaction scores. These metrics help evaluate the effectiveness of your onboarding process.

What Makes a Strong Onboarding Process?

A strong onboarding process is comprehensive, engaging, and tailored to individual needs. It not only focuses on tasks but also on integrating the new hire into the company culture.

What are Onboarding Strategies?

Onboarding strategies refer to the planned activities and programs designed to integrate new hires into the organization. This can range from mentorship programs to specialized training modules.

What is Perfect Onboarding?

Perfect onboarding is a seamless process that ensures new hires are productive, engaged, and have all the tools they need to succeed from day one. It’s tailored to meet individual needs and aligns with company goals.

What is the Most Important Step in the Onboarding Process?

The most important step is arguably setting clear expectations. This provides a foundation for everything else in the onboarding process, from training to performance evaluations.

How Do You Create an Onboarding Guide?

An onboarding guide is created by outlining all the steps, from pre-boarding to full integration, and including all necessary resources and timelines. It serves as a manual for new hires.

Why is Onboarding So Hard?

Onboarding is challenging because it involves various elements like compliance, training, and cultural assimilation, all within a short timeframe. Mistakes can lead to high turnover and low engagement.

How Can I Make My Onboarding Better?

To improve onboarding, focus on clear communication, comprehensive training, and regular feedback. Utilizing digital tools can also streamline the process and make it more engaging. You can use GFoundry onboarding solution. Check here to know more.

Conclusion

Summary

The rise of remote work has made remote onboarding an essential aspect of modern business operations. From understanding what remote onboarding entails to recognizing common misconceptions, selecting the right tools, and integrating them with existing systems, a comprehensive approach is key. Platforms like GFoundry offer versatile solutions that can be tailored to various organizational needs, ensuring a seamless and engaging onboarding experience. The process involves careful planning, execution, and ongoing support, with a focus on clear communication, personalization, and engagement.

Future Trends

As remote work continues to evolve, so will the trends in remote onboarding. Here are some future trends to watch:

Increased Personalization: Tailoring onboarding experiences to individual needs and roles will become even more critical.
AI and Automation: Leveraging AI to automate tasks and provide insights will enhance efficiency. More on AI in HR can be found in this article.
Focus on Well-Being: Tools to measure and support employee well-being will gain prominence, reflecting a broader trend in employee engagement. Read this article to know more.
Integration and Interoperability: Seamless integration with various business tools and platforms will be essential for a unified experience.
Compliance and Security: Ensuring legal compliance and data security in remote settings will remain a priority.

Staying ahead of these trends will enable organizations to create an onboarding process that not only meets current needs but also adapts to future changes.

Remote onboarding is more than a trend; it’s a strategic approach that aligns with the evolving nature of work. By understanding its complexities and leveraging the right tools and practices, businesses can create an engaging and effective onboarding experience that empowers remote employees to succeed.

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Transforming Onboarding into an Unforgettable Experience

Gabriel Costa — Tue, 11 Jun 2024 09:45:27 +0000

Unforgettable Onboarding Experience Transformation

In this article, we will provide you with some examples and ideas to make your employee onboarding more impactful.

Onboarding is the first real contact a new employee has with the company’s culture and work environment, and it is crucial for their engagement and retention.

A positive onboarding experience is essential for setting the ‘tone’ of an employee’s journey within your organization. How can we make this process memorable, engaging, and effective?

The answer lies in GFoundry, an innovative digital engagement platform.

Create impactful onboarding journeys for your employees

The process: Simple, powerful, and fun!

GFoundry has developed an amazing feature that you can use with various modules to meet your onboarding and engagement needs: Digital Journeys.

A journey is a structured path with a strong visual framework that can have one or more stages to be completed. Each of these stages can be created with one or more modules from the GFoundry platform.

Create impactful Onboarding Journeys for your employees

Example	Description of Onboarding Journey
Example 1	Participation in a virtual welcome session via the Events Module. Complete a course on “Organizational Culture” through the Learning Module. Take an interactive quiz on company security policies using the Learning Module. Fill out a personal information form for HR using the Forms Module. Create a 30-day integration plan with the manager using the Goals Module. Meet with a designated mentor to discuss first steps in the company using the Communities Module.
Example 2	Watch an introductory video of company teams and departments via the Learning Module. Complete a quiz on the company’s main products/services using the Learning Module. Submit tax and banking documents through the Forms Module. Participate in an interactive session on remote work best practices using the Events Module. Set KPIs to achieve in the first 3 months with the manager using the Goals Module. Provide initial feedback on the onboarding process using the Feedback Module.
Example 3	Participate in an integration meeting with the team via the Events Module. Watch tutorial videos on tools and software used in the company using the Learning Module. Complete a checklist of essential workstation configurations using the Tasks Module. Create a competency development plan with the manager using the Evaluation and Careers Module. Take a quiz on company values and mission through the Learning Module. Submit a report on first impressions in the company using the Forms Module.
Example 4	Attend an initial meeting with the CEO via the Events Module. Complete a course on diversity and inclusion using the Learning Module. Fill out a form for work preferences (schedule, environment) via the Forms Module. Submit a project proposal for the first 90 days using the Goals Module. Take a quiz on the organizational structure using the Learning Module. Hold a follow-up meeting after 15 days of work with the manager using the Communities Module.
Example 5	Attend an interactive presentation on the company’s history using the Learning Module. Complete a checklist for installing essential software using the Tasks Module. Fill out a benefits configuration form using the Forms Module. Set short-term goals with the manager using the Goals Module. Complete a quiz on cybersecurity policies using the Learning Module. Participate in a networking session with other new hires using the Events Module.
Example 6	Attend an orientation session on ethics and compliance through the Learning Module. Complete a checklist to configure access to company tools using the Tasks Module. Fill out a form with professional expectations for the first year via the Forms Module. Participate in a team meeting to introduce the new employee using the Events Module. Create an individual development plan with the manager using the Evaluation and Careers Module. Submit feedback on the onboarding experience using the Feedback Module.
Example 7	Watch a welcome video from the leadership team using the Learning Module. Complete a quiz on internal conduct standards using the Learning Module. Fill out a form to request office supplies using the Forms Module. Complete a checklist to set up the remote work environment via the Tasks Module. Set performance goals for the first six months with the manager using the Goals Module. Participate in an interdepartmental welcome session using the Events Module.
Example 8	Participate in a virtual integration session with other new employees using the Events Module. Complete a course on time management and productivity through the Learning Module. Fill out a form to configure email and other tools using the Forms Module. Complete a checklist to set up the profile on internal platforms via the Tasks Module. Develop a career strategy with the manager using the Evaluation and Careers Module. Participate in a quiz on the company’s environmental practices through the Learning Module.
Example 9	Watch a video on the company’s vision and strategy using the Learning Module. Complete a quiz on the company’s value chain using the Learning Module. Submit a form to authorize access to sensitive data via the Forms Module. Create a checklist for scheduling meetings with key stakeholders using the Tasks Module. Set annual goals in collaboration with the manager using the Goals Module. Provide continuous feedback during the first month using the Feedback Module.
Example 10	Participate in an introduction to the company’s values and culture through the Learning Module. Complete a quiz on key safety standards at work using the Learning Module. Fill out a form to select flexible benefits using the Forms Module. Create a long-term development plan with the manager using the Evaluation and Careers Module. Complete a checklist to prepare for initial meetings using the Tasks Module. Participate in a Q&A session with the team using the Events Module.
Example 11	Watch a welcome video from team members via the Learning Module. Complete a quiz on the company’s main business areas using the Learning Module. Fill out a form to apply for leadership development programs via the Forms Module. Complete a checklist to adapt to the work environment using the Tasks Module. Set performance expectations with the manager using the Goals Module. Participate in a training session on effective communication using the Learning Module.

All of these journeys paths can be managed through GFoundry backoffice and all the mission’s analytics can be assessed by a set of reports that can be issued for this purpose.

Making Onboarding Interactive and Engaging

Gamification for Fun and Learning

GFoundry’s gamification engine brings a layer of fun and engagement to the often tedious process of onboarding. Through gamified activities, new hires can familiarize themselves with the company’s values, goals, and procedures in an interactive and enjoyable way. The use of badges, virtual coins, and leaderboards makes learning about the company a rewarding and motivational experience. This positive first impression helps to foster a sense of excitement and loyalty from the onset. Learn more about GFoundry’s Gamification’s Engine here.

Micro-Learning for Easy Assimilation

GFoundry’s Learn module enables micro-learning, allowing new hires to consume information in bite-sized, manageable chunks. This not only aids better understanding and retention of information but also reduces the overwhelm that can often come with the flood of information during onboarding. Learn more about GFoundry’s Learning & Development solutions here.

Socializing and Communicating

The GFoundry platform encourages networking and interaction among employees with its social and communication features. New hires can use the chat system, participate in interest groups, and receive news updates, fostering a sense of belonging from the get-go. This, in turn, makes the onboarding experience more human and less transactional.

Feedback for Continuous Improvement

Feedback is integral to improving the onboarding process. GFoundry’s Feedback module allows new hires to share their thoughts and opinions about their onboarding experience. This continuous loop of feedback can help organizations to continuously refine and optimize the onboarding process to ensure that it remains a positive experience for all new employees. Learn more here.

Navigating with Player Journey Maps

GFoundry’s Player Journey Maps guide new employees through their onboarding process. This interactive guide can represent steps, needs, goals, and expectations, making onboarding more structured and user-friendly. Read more here. Don’t forget also to check this article from Gallup: How to Use Onboarding to Create Brand Champions

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How to Choose the Right Talent Management Platform: 2026 Guide with 9 Criteria

Clara Costa — Thu, 13 Jul 2023 19:00:04 +0000

What is a Talent Management Platform

A talent management platform is a software solution that lets you manage the entire employee lifecycle – from recruitment to retirement. It typically includes applicant tracking, onboarding, performance management, learning, succession planning, recognition and internal communication.

This guide helps you make the right choice: 9 decision criteria, 4 essential vendor questions, top alternatives to consider (including GFoundry, SuccessFactors, Cornerstone, Factorial) and the 4 differentiators that set GFoundry apart in the European market.

Why investing in the right platform matters

The wrong choice is expensive: wasted months of implementation, low adoption, siloed data, pain for HR and managers.

Attract

Capture top talent

Centralized platform for vacancies, applications and screening. Candidate visibility and informed hiring decisions.

Retain

Retain the right employees

Positive digital experience throughout the entire cycle. Engagement monitoring with early risk signals.

Develop

Accelerate individual growth

Integrated training, mentoring, evaluations and IDPs. Succession based on potential and performance data.

Decide

Data as infrastructure

Integrated dashboards that replace Excel. Strategic HR decisions backed by evidence, not intuition.

9 Criteria for Choosing the Right Platform

When evaluating platforms, map each one against these 9 criteria. Quantify whenever possible.

Criterion 1

Business needs

Start with the problem, not the tool. Do you need recruitment, onboarding, performance, learning, OKRs? Define the scope.

Criterion 2

Budget

How much are you willing to invest? Price per employee/month, setup, customization. Calculate 3-year TCO.

Criterion 3

Features

Which modules do you need? Must-have vs nice-to-have list. Compare against vendors with a fit matrix.

Criterion 4

Ease of use

Can employees use it without long training? Mobile-first? Intuitive UX? Test with real users.

Criterion 5

Support

What kind of support? Dedicated team? In your language? Response SLA? Active customer success?

Criterion 6

Scalability

Does the platform grow with you? Multi-company? Multi-language? Multi-country? Supports 500 or 5000 employees?

Criterion 7

Integrations

SAP, Workday, ERP, CRM, Active Directory, SSO. Open API? Webhooks? Native connector to your HRIS?

Criterion 8

Security and GDPR

GDPR compliant? Encryption at rest and in transit? Access auditing? ISO 27001? Where is data hosted?

Criterion 9

AI and gamification

Modern platforms integrate contextual AI and native gamification. Not as add-on – as foundation.

Why consider GFoundry: 4 differentiators

GFoundry competes in the European market with established platforms (SAP SuccessFactors, Workday, Cornerstone, Factorial). These are the 4 differentiators where it stands apart.

Differentiator 1

Holistic approach

Features aren’t isolated. Communication, learning, performance, OKRs, recognition integrated in a single experience layer.

Differentiator 2

Employee-centric

Focus on personalized career development, social sharing and feedback tools – not bureaucratic HR workflows.

Differentiator 3

Mobile-First & Gamification

Native iOS/Android apps, branded. Gamification engine across all modules. Not a feature – it’s architecture.

Differentiator 4

Contextual AI (Gi)

Gi is trained on your organization’s documents, not generic data. Gi Learn generates courses. Gi Practice simulates role-plays. Gi Talent predicts behavior.

Learn the modules in detail or book a demo to see it applied to your company.

4 essential vendor questions

Experienced decision-makers ask these 4 questions in every demo. The answers separate those who are competing from those selling promises.

Question 1

Can you show me 2 clients from my industry and size?

Sector and size references. If they only have clients 10x bigger or in other sectors, adoption will be painful.

Question 2

What’s the actual implementation time (not the estimate)?

Ask for contactable references. 12-18 month implementations are red flag in modern SaaS platforms.

Question 3

What’s your clients’ adoption rate at 6 months?

% of active employees / total. Below 60% is weak. Above 80% is good. No data is a red flag.

Question 4

How does AI work in your platform?

“We have an OpenAI chatbot” is not contextual AI. Serious AI is trained on your documents, isolated per tenant, with source citation.

Key takeaway

The right talent management platform for your company isn’t the one with the most features. It’s the one that solves your problem with measurable adoption, active support and ROI within 12 months.

Use the 9 criteria to create an evaluation matrix. Ask for contactable references. Ask each vendor the 4 right questions. And remember: gamification and AI aren’t cosmetic features – they’re the factors that determine whether the platform is adopted or ignored.

Compare GFoundry with the main competitors or book a demo to see it applied to your context.

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Improving employee experience – the complete guide

David Martins — Sat, 17 Jun 2023 15:00:16 +0000

How to create the best employee experience?

Creating the best experience for your employees is rapidly being considered one of the main areas in need of change within corporations as it has huge impact on the customer experience. Which tools leverage engagement and promote better employee experience?

“The majority of organisations are still in the dark on the linkage between improved employee experience and the impact it has on productivity and customer experience. Most organisations are still using traditional and primitive analytics to evaluate employee experience. This will change and it will change rapidly.

Companies have long obsessed about customer experience. Rightly so too as the leading companies in their respective fields, tend to also be the ones that enjoy the highest customer satisfaction ratings.

A similar focus is now belatedly being applied to employee experience. This is in part due to increasing recognition of the impact it has on engagement and productivity, but also because of a number of other factors.

These include:

Attracting and retaining talent: The need for organisations to differentiate in order to attract and retain the best talent as competition and scarcity intensify;
Changing Employee mindset – Employees adopting the consumer mindset of rating, sharing opinions and providing feedback, and;
Link between employee and customer experience – An increasing awareness that positive employee experience is a significant driver of great customer experience.”

David Green, HR Blog

The pandemic was also a great opportunity for companies to re-think their way of connecting with their employees. While a great part of them no longer belong to the office in full-time regimes, it definitely became a bigger challenge for People Managers to engage their teams. A study from Gallup (State of the Global Workplace, 2021) showed that only 20% of employees worldwide are engaged with their employers. There are several differences among the regions: while the USA and Canada reach 34% of engaged employees, Western Europe reaches the bottom-line with only 11%. Nevertheless, there are solutions to face this challenge. According to Concur, gamification can increase Employee Engagement by 60% if well-structured and implemented successfully, having a direct impact in the Employee Experience. The introduction of game elements such as badges, points and rewards allow for employees to have a dynamic experience in their workplace, no matter what their role is.

How can GFoundry help me improve the employee experience?

The Talent Management cycle

In order to build great employee experience, it is important to look at the complete Talent Management cycle. The impact that an employer can have on an individual starts by the attraction and recruitment phases, going until the moment when the employee leaves the company. During all the stages, it is important to keep the employees engaged, providing them an experience that will keep them connected to their roles, and to the organisation.

Additionally, by using gamification as a way to make the workplace a dynamic environment that stimulates interaction and positive competitiveness, it is proven to be a great tool to improve the employees’ experience in their roles. The example of DPD Portugal is a great case study on how gamification allowed the company to skyrocket their KPIs. Another great case study is Carglass, which has implemented a complete talent management solution which is called Go Inside, currently spread throughout the entire internal structure.

Attraction and Recruitment

The period while a candidate is considering and/or applies to the company is crucial for its engagement with the organization. By providing them an experience that differentiates the organization from its competition, it is possible to increase the Employee Value Proposition and attract more talent directly. With GFoundry, you can create a Recruitment Journey, in which the candidate can go through different steps, while being in direct contact with the organization through an app. You can read more about how to design Recruitment Journeys here.

Onboarding

The onboarding period defines the relationship that the employee has with the company in the long-term. A successful onboarding has direct impact on the success of the individual in its objectives, while increasing their motivation and retention. With GFoundry, you can create Onboarding Missions that will lead the new employees through a path of different activities that will prepare them for the challenges ahead. You can read more about how to build onboarding missions here.

Develop and Manage

While change is a constant nowadays, it is important to invest in developing the employees in order to prepare them for all the challenges that they might face. With the support of our platform, it is possible to disseminate tools that allow the employees to have a Learning Journey that not only is engaging and dynamic for them but that also adds value to their knowledge and capabilities. You can read more about how to create impactful learning journeys here.

Departure

Finally, we reach the phase where the employee leaves the company. This last moment within the organization can impact the way the individual will spread the message about how their past employer manages their people. In this moment, it is important to still maintain the employee engaged, while collecting crucial feedback about their path in the organization, in order to improve any flaws detected in the process. What to know more? Book a demo now!

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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.

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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.

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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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 Ultimate Guide to Remote Talent Management

Clara Costa — Tue, 28 Sep 2021 16:16:45 +0000

What is Remote Talent Management?

Remote talent management is the process of managing employees who work remotely. This can be done through a variety of methods, including:

Communication
Goal setting
Feedback
Training
Support

Remote Work Challenges in People Management

In a context where the SARS-COV-2 pandemic is more stabilized worldwide, organizations (and their people) are facing a new challenge in their daily routines. The pandemic, itself, brought some important changes in the management of human resources, such as the implementation of remote working (whenever the function allows it), the remote management of people (and their motivation), the (greater) concern with the health of employees, among others.

However, and being at a stage where uncertainty about the future is no longer a constant, companies have a challenge at hand: to decide what the future panorama will be, and how to put it into practice and manage it.

The truth is that the pandemic has accelerated a trend that is several years of history – the digitalisation of processes, the flexibilisation of working hours, and even of the places where people work. Therefore, the moment has arrived in which organisations will have to define what will be the new “normal” panorama in the near future:

Will it be completely face-to-face, as it was in the pre-pandemic period?
Will it be a completely remote model, in which any employee may work from the place they prefer?
Or will the decision be oriented so that there is a balance between both?

Either decision will bring challenges. If on the one hand, returning to a fully face-to-face context may create some discomfort for employees who are already used to having some flexibility regarding their workplace, on the other hand it is a challenge for managers to manage their teams remotely.

Whatever the choice of the organisations regarding their new ways of working, some effort will be needed regarding the organisational culture (and its management).

Not only will it be necessary to align (or, in this case, re-align) people with the strategic objectives and the vision of the company, but it will also be necessary to clarify the choices made with regard to their day-to-day lives, since it will have impacts on their relationship with the organisation. Moreover, an equally considerable effort will be required to prepare leaders with regard to new ways of working and leadership.

It is crucial to guarantee that all leaders in the organisation are prepared to continue assuming their functions, and that they can manage their teams in a way adapted to the new reality.

Finally, it will also be necessary to consider how other processes linked to talent management will run, such as recruitment or even onboarding. What will the new recruitment model be? And what will the new onboarding model be like? And what impact might this decision have on the candidates’ connection with the company?

5 solutions to help you meet the new challenges of remote work:

GFoundry is a leading digital solution for improving the performance and connection of employees with your organization. Through an integrated solution and a holistic view on the management of the Talent Cycle, we impact the engagement of employees, having available several gamification tools that make the user experience more interactive and dynamic. With a multi-platform solution, you can address a number of challenges that the pandemic may have brought to your business.

Challenge 1: How to recruit from a distance?

During the most critical period of the pandemic, many companies moved their recruitment processes to a remote format, or at least the first phases of the processes.

Many were the recognised advantages of moving some phases to a remote model – more agility, less logistical effort, greater cost savings, as well as giving candidates the opportunity to go through the first phases of the process remotely, where the uncertainty is greater.

However, it is challenging to engage candidates for the position within the organisation when the process starts (or concludes) in a remote format. With GFoundry, you can have all your candidates registered on the platform, where they can go through a Recruitment Journey.

This Journey could include filling in forms (with CV or Video Presentation submission), reading or viewing company content, or even taking quizzes on the role you are applying for. You can read more about the impact of the EVP in Talent Attraction here.

The advantage of having all the candidates on a platform like GFoundry allows them, right from recruitment, to have access to the organisation’s working environment, and a bridge to the company.

Not only can they have access to real-time information about the phase of the process they are in, but they can also access information provided, such as generic training content or articles and news.

Challenge 2: How to ensure a successful Onboarding?

If a company has implemented a remote (or hybrid) working policy, it is natural that the onboarding process itself is also hybrid. The onboarding process may contain several types of activities.

Not only training moments, but also interaction with other colleagues, interaction with the company’s physical environment, and also the connection to platforms used by the company. With GFoundry, you can create a top layer that encompasses all these activities, and adds dynamism to this experience for employees.

Through the Missions, you can create Onboarding Journeys, where employees can go through activities as they earn points and virtual currencies.

These rewards are part of the gamification engine developed by GFoundry with the objective of making these Journeys more interactive for users.

In this way, any employee who joins the organisation will know exactly what they have to do to have an effective onboarding process that prepares them for the challenges of their new role. You can read more about how to build Onboarding missions with GFoundry here.

Challenge 3: How to disseminate relevant content?

As well as it is important to get messages across to people, it is also important to make sure we disseminate relevant content correctly.

Unlike shorter messages (mentioned above), sometimes it is necessary to share more dense content, either for the whole organisation or just for a certain group of people.

Through the Learn Module, you can share video, PDF or quiz content with your entire community, or part of it. This content does not necessarily have to be training content, but could be more generalised content like guidelines for employee roles, internal newsletters, or even benefits manuals.

You can use this module in any way you like. By dividing the content into categories, it is simple and intuitive for anyone to find the information they are looking for – whether it is skills information, benefits information, or just the weekly newsletter.

Finally, you can also, if it is part of the organisation’s strategy, integrate external content from other platforms that the company already has into GFoundry.

Some examples are content from Cornerstone, SharePoint, Vimeo, Coursera, or even Youtube. You can read more about how to create an impactful Learning Journey for your employees here.

Challenge 4: How to get messages to people in a simple way?

Given that people are no longer together in the same physical space, working at the same times, it is challenging for leaders to get messages across to their people.

There are various types of messages, just as there are various communication channels within an organisation. However, it is important to understand that each communication channel should be used for certain messages, and not for everything – a basic principle in Corporate Communication.

With GFoundry, having employees access to an application on their mobile phones, they can receive messages from your company in a simple and fast way.

Whether through push notifications, or through the news available on the homepage, a direct contact bridge can be established between the organization and its people.

This way, you will be able to send the desired messages – can be informative messages, alerts, or even good morning messages and positive reinforcement for the organisational culture. All in a simple and fast way!

Challenge 5: How to manage and develop my teams?

In any organisation, managing people is one of the most complex challenges we can face. Not only because each person is unique, with their own interests, goals and motivations, in addition to the various stakeholders that may impact their performance, such as their colleagues, leaders and/or subordinates.

Allied to all the already existing variables, the flexibilisation of work has added greater complexity to these processes. If, by themselves, people management and development processes are already complex processes, the fact that these processes happen at a distance increases their challenge. GFoundry can meet these new challenges, being the key platform for reaching people in a simple way, and managing these processes in an agile way – even at a distance.

With the Feedback Module, you can manage internal feedback processes, which may be related to Project Feedback, Situational Feedback or with other predefined scopes. Any user can ask for or assign feedback in a simple way, based on variables related to their role. In the end, a manager/team leader can access the results of their elements’ feedback.

This information is crucial to complement the Performance Evaluation. With the Evaluation and Careers Module, you can manage the entire Performance Evaluation process of your organisation. Not only is it possible to make the entire assessment related to the employee’s performance, through his skills and objectives, but you can also manage the next steps, such as the Individual Development Plan (IDP) or the management of Potential.

The IDPs may be defined at the moment of the Performance Evaluation, in which the employee may suggest which skills he intends to acquire, being able to relate them directly to contents available in the Learn Module.

Furthermore, managers may also evaluate the potential of their team members, recognising which employees may be prepared to take on other challenges, according to their individual objectives.

At the end, the HR Manager will have access to crucial information about their organisation:

Which profiles are performing best?
Which employees have the highest potential?
Which people are meeting their objectives?
Which employees are most likely to leave the company?

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Onboarding Missions in GFoundry: A Practical Guide with Templates and Examples

Gabriel Costa — Tue, 20 Jul 2021 09:28:23 +0000

What is an Onboarding Mission in GFoundry

A well-designed onboarding is not an administrative checklist. It is a product – with objectives, milestones, triggers and metrics. In GFoundry, that product is called a Mission, and it is the basic unit of the Employee’s Journeys that the platform lets you build.

A Mission is a structured, gamified journey that guides an employee through a sequence of milestones and objectives until a path is completed. In an onboarding context, the Mission replaces the traditional Excel checklist and the back-and-forth of HR emails with a single, mobile-first visual experience, with points, badges, deadlines and dashboards.

The key difference from a classic LMS: a mission is not just content – it is orchestration. A single mission can include videos, quizzes, forms (e.g. contract submission), tasks (e.g. schedule a meeting with the manager), technical training, goal setting and IDP. All within one visual narrative. Full technical documentation in the Help Center: What is a Mission? and Missions (Employee’s Journeys).

Anatomy of a Mission: Milestones, Objectives and Triggers

Every Mission in GFoundry is built from 5 core elements. Knowing them is what separates a passable onboarding from one that is properly designed.

Structure

Milestones

Break the journey into visible phases (e.g. Week 1, Month 1). Each milestone has a name, message, icon and availability delay.

Action

Objectives

The concrete actions inside each milestone (watch a video, take a quiz, submit a form). Every objective has a validation trigger.

Visual

Thumbnail and background

Visual elements that turn the mission into a game-like screen. Main image + background.

Preview

Journey Preview

View the mission exactly as the employee will see it, before going live. Fast visual validation.

Workflow

Save-for-later + Tokens

Design the mission across multiple sessions without losing progress, using continuation tokens.

When a mission completes a cycle (e.g. last quarter’s cohort is done), the backoffice lets you reset progress to launch a new cohort. See how to reset.

The 3-phase journey: Pre-Onboarding, Welcome and Role

Most GFoundry onboardings follow a 3-phase structure. Each phase has its own objectives, modules and metrics. The grid below is the skeleton you can adapt to your context.

3-Phase Onboarding Structure

When, GFoundry modules involved and expected outcome.

Best Practices 2026

Phase 1

Pre-Onboarding

When: Signing → Day 1

Missions + Forms + Tasks

Kill no-shows; build belonging

Phase 2

Welcome

When: Day 1 → Week 2

Training + Quizzes + Recognition

Culture, people, processes

Phase 3

Role

When: Week 2 → Month 3

Learning + Goals/OKRs + Careers

Reduced time-to-productivity

Each phase is typically a mission (or a set of milestones inside a larger mission).

Each of these phases is typically a mission (or a set of milestones inside a larger mission), with different completion triggers and dedicated dashboards for HR and the direct manager.

The Cost of Weak Onboarding

Integration is not just an HR process. It is a financial decision. Industry data shows why.

Why investing in Missions matters

Industry metrics that justify structured onboarding.

Source: Brandon Hall Group / SHRM / Gallup

Retention

+82%

New hires who stay

Productivity

+70%

With structured onboarding

Early exit

20%

Happens in the first 45 days

Replacement cost

1.5-2x

Of annual salary

Industry averages for organizations with structured vs. unstructured onboarding programs.

The conclusion is simple: the infrastructure of a mission (milestones, objectives, gamification, dashboards) costs a fraction of replacing a single employee who leaves within the first 90 days.

How GFoundry solves the infrastructure

The Pre-Onboarding & Onboarding module, combined with Gi Learn (AI for content generation) and the Gamification Engine, lets you design complete missions in hours, not weeks.

Structure

Pre-Onboarding & Onboarding

Missions engine, milestones, progress dashboards and KPIs per cohort.

Content

Gi Learn + Gi Practice

AI builds courses from a PDF. Conversational role-plays to train skills.

Engagement

Gamification Engine

Points, badges, digital vouchers, leaderboards. Turns a checklist into a journey.

Explore the Pre-Onboarding & Onboarding module in detail or book a demo to see it in action.

6 Onboarding Mission Templates by Role Type

These 6 templates cover most onboarding scenarios in modern organizations. Each is a starting point – adapt it to your industry, role and culture.

T-30 to T-0 days

1. Pre-Onboarding

For the interval between contract signing and Day 1.

Welcome video from the CEO or Head of People
Document submission (tax ID, social security, IBAN)
Short quiz on the company and its values
Task “Schedule a coffee with your buddy”
Mini-course on the industry, generated by Gi from an internal PDF

Corporate / R&D / Support

2. Generalist Onboarding

For administrative, R&D, support and back-office roles.

Manifesto video + “Who’s Who” quiz
IT setup, access and tooling checklists
Compliance + information security training
Definition of 3 objectives for the quarter
Initial IDP in the Evaluation & Careers module

Sales / Account Mgmt

3. Sales Onboarding

Sales reps and account managers in ramp-up.

Product bootcamp: pitch and objections with Gi Practice
Competitive quiz with internal leaderboard
Demo simulations with peer and manager review
Submission of the first 5 calls for QA
Setting an onboarding quota (ramp-up)

Engineering / Product

4. Technical Onboarding

Devs, engineers and product teams.

Dev environment setup
Architecture tour with videos, diagrams and quizzes
First PR as a Week 2 objective
Scheduled pairing with seniors at each milestone
Internal Month 1 presentation: “what I have learned”

Retail / Logistics / Factory

5. Frontline

Operations and shop-floor, factory or call-center teams.

Mobile-first microlearning on critical procedures
Short daily quizzes (3-5 questions) for the first 2 weeks
QR codes at workstations linking to contextual training
Shift-by-shift checklists validated by the team leader
Peer recognition on the first operational objective met

Managers and Directors

6. Leadership

Newly hired or promoted managers and directors.

1:1 sessions with each C-level member
Mapping of the direct team: profiles, pains, current KPIs
30/60/90 day plan visible to N+1
People Management training + Gi Practice
First team review at the end of Month 3

Building mission content with Gi: AI applied to Onboarding

One of the classic onboarding bottlenecks is the time HR (and managers) spend producing content. GFoundry solves this with Gi, the platform’s proprietary AI engine.

Gi Learn generates complete courses from a PDF, manual or topic. You feed the system your store operations manual and it returns course structure, learning objectives, written content and quizzes ready to validate. HR reviews and publishes.

Gi Practice lets the employee train competencies in conversational role-play mode: “first client meeting”, “giving difficult feedback to a peer”, “handling a sales objection”. The system simulates the other party and provides structured feedback.

“Before Gi Learn, planning the content for week 2 of onboarding used to take us an entire sprint. Now that content is ready in 30 minutes from the Quality Policy PDF.”

– Recurring feedback pattern from GFoundry clients

The practical result: HR shifts from slide producer to journey curator. Time is reclaimed for what actually matters – designing the right mission for the right role.

Measuring results: Onboarding KPIs and Reports

A mission with no measurement is just pretty content. The GFoundry backoffice exports automatic reports for the most common onboarding indicators.

Progress

Completion rate

By milestone, department, role or cohort

Time

Time-to-productivity

Time until the first objective is met

Satisfaction

eNPS D30/D60/D90

Pulse surveys built into the mission

Retention

90-day churn

Segmented by manager, role and cohort

For HR leaders, these indicators show up on dashboards in the backoffice. For the direct manager, they show as alerts on their own screen when a team member falls behind a milestone.

4 Companies already running Onboarding with Missions on GFoundry

These 4 clients implemented onboarding missions on GFoundry in different contexts – retail, industry, consulting and banking. Each link points to the full case study.

Retail

Carglass – Go Inside

Complete talent management with gamification. Remote onboarding was essential during the pandemic and became permanent infrastructure.

Industry

Cork Supply

Onboarding and qualification across time zones, with multi-language e-learning for employees in several countries.

Consulting

Closer Consulting – StayCloser

100% digital onboarding integrated with performance reviews, learning and innovation management.

Banking

Natixis – All Aboard

Gamified onboarding that complemented the 2-day in-person plan with a personalized digital experience.

Onboarding is a product, not a checklist

Every onboarding mission on GFoundry is a product decision: what outcome do we want for this employee in the next 90 days, what path will we walk them through, and what signals will we measure.

The platform handles the infrastructure – milestones, objectives, triggers, dashboards and AI for content. Direction stays on the HR and managers side, who reclaim time for what no tool can solve: designing the right journey for the right role.

To get started with missions in GFoundry, explore the Pre-Onboarding & Onboarding module, check the Natixis (ALL ABOARD) case study, or book a demo to design your first mission in a workshop with our team.

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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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About GFoundry – The Swiss Army Knife of the talent cycle

Clara Costa — Mon, 04 May 2020 10:38:37 +0000

About GFoundry

It appeared in 2014, but the path that led to the creation of GFoundry was started well before. The genesis lies in four of the founders, who knew each other since their time at the University of Minho, and who went through different companies and challenges, but always keeping technology as the common denominator. And that’s not all: they all gained experience in managing employees. With this, difficulties in common also arose, as João Gomes reveals: “we all suffered the need to get everyone rowing in the same direction”.

After nearly 20 years working with several companies, the intention arose to start a new, different project that would unite the four of them and that would meet the premises established by all: that technology would play a differentiating role (“as we have a background in technology, we could make more difference there”); that it would be a business “that would have a global aspect”; and that at the beginning of the activity it would not require the investment of large sums of capital. With this purpose, and with the union with Ubbin Labs company and its manager, João Carvalho, GFoundry was born, presenting itself as “the best multiplatform gamification solution to motivate its most important audience: employees, customers and partners”.

João Gomes – founding partner of GFoundry

From B2C to B2B

The first project was the launch of a quizzes app in Portuguese, B2C. “Sei +”, its name, worked (and works) as a “laboratory of ideas and experiences with users to later apply in companies”. This free app, aimed at the end consumer, worked like a test platform for the B2B solution that we are presenting today for companies, and which works on mobile, through an app, and in a web environment.

Based on gamification techniques – the process of using game mentality and mechanics to solve problems and involve users – the GFoundry software has several modules, one of which is training. This allows, through the aforementioned technique, that companies carry out training actions and transmit ideas and concepts, sometimes with increased difficulty, through quizzes, with rankings, “battles”, etc. In other words, using mechanisms and mentality associated to games, but transmitting the concepts that, possibly, in a more traditional way would be more difficult to internalise. The first company to become a client was CGI – a Canadian multinational. For this a Recognition module was developed, something that, in reality, as João Gomes revealed to us, was already planned to be done by GFoundry, but which took a different path from the initial one and was adapted to the reality of the client.

Here it is important to mention that GFoundry does not create custom software.

What happens is that, many times, the module is created with the client company and, from there, it can be used by all the other clients. Onboarding, Innovation, Evaluation or Objectives are other modules present, always, of course, with gamification as a technique. This common core facilitates user interaction with the platform, which, in a client-company, for example, can activate modules autonomously.

Important phase

According to João Gomes, the company is at an important phase. If the first challenge was, within the first six months, to put a version up and running on the market (which was achieved); the second challenge was to gain clients and effectively generate a return. This step was achieved last year, as a result of a client portfolio that includes CGI, Santander, Liberty, Sumol + Compal, AKI, among others. Now, a new purpose and goal to achieve is globalisation, with a turnover projection that matches that ambition: 450 thousand euros in 2017. One of the paths to this internationalisation is to take advantage of the fact that they work with multinational companies present in Portugal, using this gateway to reach the “mother company”. But, the options are not limited to this field, and other contacts are being developed. For all this, and to grow sustainably, capital is needed. In Portugal, about half of the 600 thousand Euros necessary to take this step has already been gathered.

Swiss army knife

With such a vast core business, there is sometimes a risk of referring to GFroundry as being synonymous with gamification. In fact, that is the technique that is used, but it does not fully define what the company is. It does not limit it to that, “it is a means, it is not an end in itself”. Not least because gamification is often focused, in other companies in the area, only on the area of training and recognition, while the GFoundry solution covers these, but also other fields, and that’s why GFoundry as a multiplicity of modules. How to define, then, what is GFoundry? Nothing better than to give the word to one of its founders, João Gomes: “an agile company, technologically advanced and that manages the cycle of talent of the employees, always with the idea of putting the employee in the centre to align, motivate and commit with the objectives of the company”. It is therefore “a Swiss army knife of the talent cycle”. A Swiss army knife proud of its Portuguese roots and with the necessary navigator’s spirit to succeed in today’s digital world.

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The Learning Journey

David Martins — Wed, 15 Apr 2020 11:33:28 +0000

What is a Learning Journey?

A learning journey is a new approach to help employees grow and stay motivated. Using the latest technology, it combines online learning with in-person sessions.

We present a clear model that integrates proven training methodologies, helping companies empower their employees through online learning. This includes both basic and specialized skills, as well as opportunities for social interactions, short lessons, tests, and digital certificates.

GFoundry is at the heart of this program. The platform integrates all elements through fun tasks and challenges. Employees can earn points, get badges, and see their position on leaderboards. Plus, they can win rewards!

The best part? The platform is intuitive and has an attractive design. Employees will enjoy exploring lessons that incorporate new technologies, like virtual reality. They can also track their progress, set goals, and receive recognition from their colleagues and managers.

Why is a Learning Journey Important?

Employees need more than just routine training. They need a continuous, engaging path that helps them evolve with their job roles and the industry. That’s where the concept of a learning journey comes into play.

1. Continuous Growth: Traditional training often ends once the session is over. But with a learning journey, the process is ongoing. Employees constantly build on their knowledge, ensuring they don’t stagnate and always have something new to learn.

2. Adaptability: As industries evolve, so should the skills of the workforce. By engaging in continuous learning journeys, employees can easily adapt to new tools, technologies, and techniques. This makes the business more resilient to changes.

3. Engagement and Motivation: Earning badges, points, and climbing up the leaderboard can be motivating. When learning is made fun and interactive, employees are more likely to participate actively and feel a sense of accomplishment.

4. Building a Community: Learning isn’t just about individual growth. Through social interactions on platforms like GFoundry, employees can share insights, help each other out, and foster a sense of community. This not only enhances learning but also promotes team bonding.

5. Future-proofing the Business: By investing in the continuous learning and development of its employees, a company ensures it remains competitive. A well-skilled workforce is a significant asset and can lead to innovation and improved performance.

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