Gamification &#8211; GFoundry

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Beyond the Job Title: Operationalizing a Dynamic Skills-Based Talent Strategy

David Martins — Mon, 02 Mar 2026 09:26:44 +0000

The End of the ‘Job Title’ Era: Why the Old Model is Failing

For decades, the fundamental unit of work has been the “job”-a static collection of responsibilities tied to a specific title and a fixed position in the hierarchy. However, in an era of rapid technological disruption, this rigid architecture has become a liability. The half-life of a learned professional skill is now estimated to be less than five years, meaning that a job description written today is likely obsolete by the time a candidate completes their onboarding. When organizations define talent solely by job titles, they create artificial silos that obscure the actual capabilities of their workforce.

The disconnect between how work gets done and how HR organizes people is widening. While organizational charts remain hierarchical, value creation is increasingly cross-functional, project-based, and agile. Relying on job titles prevents leaders from seeing the latent talent available internally. For instance, a “Marketing Manager” might possess advanced data analytics skills needed by the Operations team, but a title-based system renders those skills invisible outside the marketing silo.

The shift to a Skills-Based Organization (SBO) is not merely an HR trend; it is a business continuity strategy. By decoupling work from jobs and breaking it down into tasks and projects, and decoupling people from titles to view them as a portfolio of skills, companies gain the agility to redeploy talent rapidly in response to market shifts. This transition moves the organization from a rigid structure of “owning jobs” to a fluid ecosystem of “stewarding skills.”

The Economic Imperative: Agility, Equity, and Retention

The business case for a skills-based approach is grounded in hard economic reality: the cost of “buying” talent externally is becoming unsustainable compared to the ROI of “building” it internally. External hiring often commands a significant wage premium, yet research suggests that external hires may underperform compared to internal transfers who already understand the organizational context. By focusing on skills, organizations can identify adjacent skills in their existing workforce-capabilities that are close enough to the desired skill set that they can be bridged with targeted upskilling rather than expensive recruiting.

Furthermore, a skills-first approach is a powerful driver of equity. It removes degree bias and pedigree bias, which often filter out high-potential candidates who lack traditional credentials but possess the necessary verified skills. This democratizes opportunity, opening the funnel to a more diverse talent pool. Deloitte Insights notes that organizations functioning as SBOs are significantly more likely to place talent effectively and retain high performers.

Retention is directly correlated with this internal mobility. Data consistently shows that employees stay longer at companies where they can move laterally based on their skills, rather than just vertically based on tenure. This concept of “Workforce Fluidity” allows an organization to survive market disruptions by rapidly reassembling teams based on capabilities rather than waiting for a restructuring process.

Operating Model Shift: Job-Based vs. Skills-Based

Fundamental structural differences between the two operating models

Source: Industry Best Practices

Work Unit

Fixed Role / Job

vs. Project / Task

Selection Criteria

Degrees & Experience

vs. Verified Skills

Career Path

Vertical Ladder

vs. Lattice / Portfolio

Compensation

Market Rate for Title

vs. Pay-for-Skills

Comparison highlights the agility gap between traditional structures and dynamic skill ecosystems.

Building the Infrastructure: Taxonomy vs. Ontology

Transitioning to a skills-based model requires a robust data foundation. Many organizations fail by confusing a skills taxonomy with a skills ontology. A taxonomy is simply a flat, static list of terms (e.g., “Java,” “Project Management,” “Sales”). While necessary, a taxonomy alone often leads to “Skill Soup”-a messy, unmanageable database of 50,000 duplicate or overlapping tags that provide no strategic value.

An ontology, by contrast, maps the dynamic relationships between skills. It understands context and adjacency. For example, an ontology recognizes that if an employee is proficient in “Python” and “Pandas,” they likely possess “Data Analysis” capabilities, even if they haven’t explicitly listed them. It also understands that “Client Management” in a retail context differs from “Client Management” in investment banking. Building this ontology allows the organization to map supply against demand accurately.

To manage this at scale, HR leaders must move away from manual entry toward AI-driven inference. Modern platforms leverage AI to infer skills based on work output, project history, and communication patterns, reducing the administrative burden on employees. Furthermore, standardizing proficiency levels is critical. A binary “has skill / doesn’t have skill” is insufficient; a 1-5 proficiency scale (from Novice to Thought Leader) is necessary to effectively match talent to the complexity of specific projects.

The Skills-Based Advantage

Impact of adopting a skills-based operating model

Source: Deloitte

Talent Placement

107%

More likely to place effectively

Retention

98%

More likely to retain high performers

Agility

57%

More likely to anticipate change

Innovation

Likelihood of innovating

Data reflects the comparative performance of Skills-Based Organizations (SBOs) versus traditional job-based models.

The Engagement Loop: Gamification as the Data Engine

The Achilles’ heel of any skills strategy is data quality. Historically, employees view skills inventories as administrative chores-“empty profiles” that they are forced to update once a year and then forget. Without real-time, accurate data, the skills engine fails. The solution lies in changing the user behavior through engagement loops, specifically leveraging gamification mechanics to incentivize continuous validation.

Gamification transforms the mundane task of data entry into a rewarding experience. By integrating progress bars, badges for skill verification, and leaderboards for learning, organizations can drive high-frequency interaction with the talent platform. For example, an employee might earn a “Data Wizard” badge not just for claiming a skill, but for having it endorsed by three peers and completing a related micro-learning module. This peer-to-peer endorsement is crucial for verifying soft skills and collaboration capabilities, which are notoriously difficult to measure through automated tests.

Crucially, the engagement loop must connect data input to tangible value for the employee. The system must demonstrate that updating a profile directly leads to better project opportunities, personalized learning recommendations, or visibility with leadership. When employees see the “What’s in it for me” (WIIFM)-that their data inputs are the currency for their own career mobility-compliance shifts to active participation.

Operationalizing the Talent Marketplace

Once the data foundation is built and populated, the organization can activate an internal talent marketplace. This is the mechanism that matches supply (employee skills) with demand (business needs) in real-time. Operationalizing this requires a shift in management mindset: managers must learn to deconstruct jobs into “gigs” and “projects.” Instead of requesting a new headcount for a six-month initiative, a manager defines the specific work outputs and the skills required to achieve them.

Matching algorithms then pair these needs with internal talent, looking not just at current proficiency but also at development goals. This facilitates “learning in the flow of work,” where an employee takes on a stretch assignment to close a skill gap. However, technology is the easy part; the cultural barrier of “talent hoarding” is the challenge. Organizations must incentivize managers to share their high performers, perhaps by rewarding leaders who export talent to other parts of the business.

This model also introduces the concept of the “fractional employee,” allowing staff to dedicate 10-20% of their time to cross-functional projects outside their core role. This fluidity unlocks immense capacity and innovation.

Lifecycle of an Internal Gig

From needs analysis to skill verification

Phase 1: Definition

Needs Analysis

Manager defines specific skill needs and outputs, not a job role.

Clarity of Scope

Matching

Smart Fit

Phase 5: Verification

Skill Badging

Post-project rating verifies skill application and updates profile.

Profile Update

The workflow moves from defining a task to broadcasting it via AI, selecting talent based on proficiency and interest, executing the work, and finally verifying the skill acquisition.

Rewiring Performance and Compensation

A skills-based architecture cannot function if it is overlaid on a traditional performance management system. If employees are paid and promoted based on “time-in-role,” they have no incentive to develop new skills or take on cross-functional gigs. HR policy must evolve to support the new operating model. This begins with moving away from annual reviews focused on past performance toward continuous feedback loops focused on skill acquisition and application.

Compensation models are also shifting toward “Skills-Based Pay.” This involves adjusting salary bands to reward the acquisition of scarce or strategic skills-often referred to as “hot skills premiums”-rather than just seniority. According to Mercer, companies are increasingly decoupling pay from hierarchy to compete for critical digital talent. In this model, an individual contributor with high-value AI skills might earn more than a manager in a legacy function.

Performance reviews in this context should focus on the “Skill Gap Closure” rate. Instead of asking “Did you hit your KPI?” the conversation expands to “What new capabilities did you build, and how did you apply them to create value?” This integrates L&D directly with Performance, ensuring that learning is always aligned with business outcomes.

Performance Metrics: Before & After

Shifting the focus from tenure to capability

Source: HR Transformation Frameworks

Goal Setting

Annual KPIs

to Skill Acquisition Rate

Evaluation

Manager Review

to Peer/Project Feedback

Recognition

Tenure Awards

to Digital Badges

Focus

Past Performance

to Future Potential

Modern performance management values the ability to learn and adapt over static historical achievements.

From Strategy to Execution: Your 90-Day Pilot

Implementing a skills-based strategy is a significant transformation, but it should not be paralyzed by complexity. The most effective approach is to start small with a 90-day pilot. Select one department-typically IT or Marketing, where skills are dynamic and project work is common-to test the taxonomy and marketplace mechanics. Begin by auditing your current data: assess the quality of existing job descriptions and the completeness of employee profiles. This baseline is essential for measuring improvement.

Leadership buy-in is the catalyst for this change. Executives must model the behavior by sharing their own skills gaps and learning journeys publicly. When a leader admits they are learning a new capability, it gives permission for the rest of the organization to embrace a growth mindset. Ultimately, the transition to a skills-based organization is not a software installation; it is a fundamental rewiring of how the company values and deploys its human capital.

To successfully operationalize a skills-based strategy, organizations need a platform that bridges the gap between data, engagement, and execution. GFoundry enables this transition by combining robust Talent Management modules with a native Gamification Engine and AI, turning the abstract concept of an SBO into a daily reality for employees. For example, Cork Supply utilized GFoundry to map competencies and deliver upskilling across borders, effectively breaking down geographical and skill silos. Similarly, the Data Science Portuguese Association (DSPA) leveraged the platform to build a community centered on verified skills and certification, demonstrating how digital tools can structure talent development. By integrating learning, feedback, and recognition into a single ecosystem, GFoundry helps leaders move beyond static job titles to a dynamic, skills-driven workforce. Request a demo to see how these mechanics can transform your talent operations.

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Decoding the HR Tech Stack: HRIS vs. LMS vs. HCM vs. The Engagement Platform

Martin Rocha — Thu, 05 Feb 2026 17:13:27 +0000

The Alphabet Soup of HR Technology: Why Definitions Matter

In the modern enterprise, the digital employee experience is often fragmented across a sprawling archipelago of disconnected applications. It is not uncommon for a single organization to deploy separate systems for payroll, learning, performance reviews, and internal communication. Research suggests that the average large enterprise now utilizes over nine different applications dedicated to HR and talent processes. This phenomenon, often described as “app fatigue,” creates significant friction; instead of enabling productivity, the technology stack becomes a barrier to it.

To solve this, leaders must first decode the acronyms that dominate the market. The confusion typically lies in distinguishing between the “System of Record”-the database of truth-and the “System of Engagement”-where work and culture actually happen. While legacy vendors often claim to offer an “all-in-one” suite, the reality is frequently a patchwork of acquired modules that lack a unified user experience. Understanding the technical and functional boundaries between an HRIS, an LMS, an HCM, and a modern Employee Experience Platform (EXP) is the first step toward architectural clarity.

The Cost of Fragmentation

When tools are siloed, data remains trapped. A learning system that does not talk to a performance system cannot recommend relevant content based on a skill gap identified in a review. Similarly, an engagement platform disconnected from core HR data cannot personalize the journey based on tenure or role. The emergence of the Employee Experience Platform represents a paradigm shift: moving away from tools designed for HR administrators to manage compliance, toward platforms designed for employees to manage their growth and connection to the company.

HRIS and HCM: The Systems of Record

At the foundation of the stack lies the HRIS (Human Resource Information System). Its primary function is administrative: it is the digital filing cabinet that houses core data such as social security numbers, bank details, attendance records, and payroll information. The HRIS is essential for compliance and operational continuity, but it is inherently static. It is a transactional tool; employees typically log in only when necessary-to download a payslip or request leave. It is not designed to drive behavior or culture.

Moving up the value chain, HCM (Human Capital Management) suites extend the capabilities of the HRIS. HCMs incorporate broader talent functions such as recruitment (ATS), compensation planning, and basic performance management cycles. However, these systems often suffer from the “Compliance Trap.” Because they are built with a top-down architecture focused on reporting and standardization, the user interface is frequently clunky and unintuitive. As noted by industry analysts at Josh Bersin, traditional HCM platforms are often viewed by the workforce as systems of requirement rather than systems of value.

The Engagement Gap

The critical limitation of relying solely on an HCM is low voluntary adoption. If a system is difficult to navigate, employees will not use it for continuous feedback, peer recognition, or social interaction. They will revert to email or external chat tools, leaving the HCM as a hollow shell containing data but lacking the pulse of the organization. This creates an “Engagement Gap”-a disconnect between the robust data HR possesses and the daily reality of the employee experience.

LMS: The Siloed Learning Repository

The LMS (Learning Management System) was developed to solve a specific problem: the delivery and tracking of training content. Traditionally, the LMS has been the domain of compliance-ensuring that staff complete mandatory safety, security, or policy training. While effective for tracking completion rates, legacy LMS platforms often fail to foster a culture of continuous learning. They are repositories, or “Netflix for training” libraries, that sit apart from the employee’s daily workflow.

The fundamental flaw in a standalone LMS is its isolation from performance context. When learning is disconnected from Objectives and Key Results (OKRs) or competency mapping, it becomes a “check-the-box” exercise rather than a strategic lever for upskilling. Modern pedagogy emphasizes “Learning in the Flow of Work,” a concept where micro-learning is triggered by specific performance needs or career milestones. A standalone LMS, requiring a separate login and lacking integration with performance data, struggles to deliver this contextual relevance.

“Content without context is just noise. For learning to stick, it must be tied to performance goals and reinforced through recognition.”

Furthermore, the user experience of a traditional LMS rarely matches the consumer-grade standards employees expect. Without gamification or social learning features, engagement drops significantly once mandatory courses are completed. This necessitates a shift toward platforms that treat learning not as a separate module, but as an integral part of the employee lifecycle.

The Impact of Tech Fragmentation

Barriers to digital adoption and employee productivity

Employees overwhelmed by too many apps

68%

Wasted time switching between tools (daily)

60%

HR leaders planning to consolidate tech stack

45%

Sample: Global Enterprise Workforce

Source: Gartner · Period: 2023-2024

GFoundry: The All-in-One Employee Engagement Platform

GFoundry represents a distinct category: the unified Employee Engagement Platform. Unlike the rigid structures of an HRIS or the siloed nature of an LMS, GFoundry acts as a “Super-App” that consolidates critical employee touchpoints into a single, fluid interface. It is designed to sit on top of administrative systems, pulling necessary data while providing a front-end experience that drives high-frequency usage through gamification and social interaction.

The Power of Unification

By unifying Learning, Performance, Recognition, and Wellbeing, GFoundry eliminates the friction of app-switching. An employee can complete a micro-learning module, receive points for it (Gamification), use those points to unlock a reward, and immediately receive feedback on a related project (Performance)-all within the same session. This ecosystem approach ensures that data flows seamlessly between modules; learning outcomes inform performance reviews, and performance gaps trigger learning suggestions via the GFoundry Intelligence (Gi) engine.

Gamification as the Engine, Not the Paint

Crucially, GFoundry’s gamification is structural, not cosmetic. It uses missions, leaderboards, and badges to drive intrinsic motivation across all modules. Whether it is onboarding new hires through a digital scavenger hunt or driving the adoption of a new software tool, the platform uses behavioral mechanics to make corporate processes engaging. This agility allows HR leaders to launch pulse surveys, innovation challenges, or feedback cycles instantly, bypassing the months-long configuration timelines typical of legacy HCM suites.

Comparative Analysis: Feature Coverage Across Platforms

To visualize the architectural differences, it is helpful to map the functional coverage of each system type. While an HRIS provides the necessary data foundation, and an LMS offers deep course management, only an integrated Engagement Platform like GFoundry covers the full spectrum of the employee experience, from social connection to performance enablement.

The following matrix demonstrates the “feature gap” that exists in traditional stacks. Organizations relying solely on an HCM often find themselves paying for partial, underutilized features, whereas GFoundry provides deep, purpose-built functionality across these domains.

HR Tech Stack Comparison Matrix

Functional coverage across system types

Feature / Capability

HRIS

LMS

HCM

GFoundry

Learning Management (LMS)

✓

Partial

✓

Gamification Engine

Partial

✓

Performance & OKRs

✓

Continuous Feedback (360)

✓

Social Feed & Community

✓

Wellbeing & Health Tracking

✓

Employee Recognition

Partial

✓

Innovation & Idea Management

✓

Onboarding Journeys

Partial

✓

Benefits Marketplace

Partial

✓

Comparison based on standard market definitions of HRIS, LMS, and HCM capabilities versus the GFoundry platform architecture.

Integration: Building an Ecosystem, Not a Silo

Adopting an engagement platform like GFoundry does not necessarily mean ripping out existing infrastructure. In fact, the most robust architectures often involve a “two-speed” IT strategy: a stable, secure System of Record (HRIS) running in the background, and an agile, mobile-first System of Engagement (GFoundry) running in the foreground. This layering approach allows organizations to maintain the security of payroll and compliance data in systems like SAP or Oracle, while liberating the employee experience from the clunky interfaces of those legacy tools.

Integration is the bridge that makes this possible. GFoundry can ingest user data from the HRIS to automate account creation and organizational hierarchies, ensuring that the engagement layer is always synchronized with the single source of truth. This separation of concerns offers a significant strategic advantage: agility. Changing a core HRIS is a multi-year, high-risk project. Adjusting an engagement strategy on GFoundry-launching a new recognition program or a wellbeing challenge-can be done in days. By decoupling the experience layer from the database layer, companies can adapt to market changes and workforce needs without being held back by the rigidity of their ERP.

From Strategy to Execution

The decision to upgrade the HR tech stack should not be driven by a desire for “more features,” but by a need for better outcomes. If the primary challenge is processing taxes and ensuring legal compliance, an HRIS is the correct tool. However, if the challenge is low morale, high turnover, or a lack of alignment on strategic goals, an administrative tool will not suffice. Leaders must recognize that human behavior cannot be managed by a database alone; it requires an environment that fosters connection, recognition, and growth.

The danger lies in expecting an HCM suite to solve an engagement problem. While these suites check the functional boxes for procurement, they often fail the usability test for employees. A consolidated platform that prioritizes the user experience can replace multiple fragmented licenses-LMS, survey tools, recognition software-delivering not only cost savings but also a coherent digital culture. The future of HR technology is not about collecting more data; it is about activating the people behind the data.

To truly move from a system of record to a system of engagement, organizations need a platform that unifies these fragmented processes. GFoundry bridges this gap by integrating onboarding, learning, and performance into a single, gamified ecosystem that employees actually want to use. For instance, Claranet revolutionized their digital employee experience by creating “Planet,” a central hub for talent management, while Leroy Merlin utilized the platform to build SOMA, a comprehensive solution for attracting and retaining talent. By consolidating these functions, leaders can drive higher adoption and measurable business impact. Request a demo today to see how a unified experience can transform your workforce strategy.

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Employee Onboarding 2026: From Compliance to Connection – The Strategic Checklist

Clara Costa — Mon, 12 Jan 2026 17:24:43 +0000

The 2026 Paradigm: Why Old Checklists Fail

The traditional onboarding checklist-a static list of forms to sign and handbooks to read-has become a liability. In an era defined by hybrid work models and fierce competition for specialized talent, the administrative approach to induction is directly correlated with early attrition. We are witnessing the rise of the “Great Regret,” where a significant percentage of new hires question their decision within the first weeks, often due to a lack of cultural integration and role clarity. The cost of this misalignment is not merely the recruitment fee; it is the lost productivity, the morale drag on existing teams, and the erosion of the employer brand.

For 2026, the primary metric for onboarding success is shifting from “Time-to-Hire” to “Time-to-Belonging.” This evolution demands that HR leaders stop viewing onboarding as a logistical hurdle and start treating it as “Experience Architecture.” This model integrates compliance, culture, and connection simultaneously, rather than sequentially. It recognizes that for Gen Z and Alpha talent, a PDF handbook is not just boring-it is a signal of a digital-laggard culture. According to Gallup, only a fraction of employees strongly agree their organization does a great job of onboarding, revealing a massive gap between execution and expectation.

The Shift to Experience Architecture

Experience Architecture requires a fundamental restructuring of the first 90 days. It moves away from the passive consumption of information toward active, social participation. In this paradigm, the goal is not to ensure the employee has read the policy on data security by Day 2, but to ensure they have built the psychological safety required to ask questions, innovate, and collaborate. By leveraging AI and gamification, organizations can automate the necessary bureaucracy while amplifying the human moments that drive retention.

Phase 1: Pre-Boarding – Winning the ‘Ghosting’ War

The period between offer acceptance and the start date is the most vulnerable phase in the employee lifecycle. It is here that “buyer’s remorse” sets in, fueled by counter-offers from current employers or simply the anxiety of the unknown. In 2026, silence during this phase is a strategic error. Effective pre-boarding is designed to validate the candidate’s decision and eliminate administrative friction before they even step into the office (or log in remotely).

Pre-boarding Impact Matrix: 2026 Evolution

Comparing the administrative legacy model against the experience-first approach.

Traditional Approach

High Friction

Characterized by radio silence and Day 1 paperwork overload.

Day 1 Productivity

New Hire Anxiety

Shift

Day -14

Start engagement early

2026 Best Practice

High Connection

App access, digital swag, and peer intros before start date.

Day 1 Productivity

New Hire Anxiety

Source: Industry benchmarks on pre-boarding engagement impact.

Automating the Bore, Amplifying the Core

The most effective strategy is to clear the administrative deck before Day 1. Secure portals should allow new hires to upload documents, select benefits, and order equipment weeks in advance. This ensures that the first day is dedicated entirely to culture and connection, not bureaucracy. Furthermore, the “Drip Feed” technique is essential: rather than overwhelming the new hire with a massive welcome packet, organizations should use mobile apps to send micro-content-a 30-second welcome video from the CEO, a bio of their manager, or a digital voucher for coffee.

Buddy 2.0: The Digital Peer Mentor

The traditional “buddy system” often fails due to lack of structure. The 2026 version, “Buddy 2.0,” facilitates a digital coffee chat prior to arrival. This peer mentor is not the supervisor but a cultural guide, tasked with answering the “stupid questions” about dress code, lunch norms, and communication styles. By establishing this connection early, the new hire walks in on Day 1 already having a friend, significantly reducing social anxiety.

Phase 2: The First Week – Gamifying Cultural Immersion

Once the employee arrives, the challenge shifts to cultural immersion. The old method of handing over a 50-page employee handbook is ineffective; retention of such passive information is near zero. Instead, forward-thinking companies are gamifying the discovery of company culture. This involves turning the orientation process into a series of interactive missions that compel the new hire to explore the organization actively.

From Reading to Doing: The Digital Scavenger Hunt

Imagine replacing the “Org Chart Review” with a digital scavenger hunt where the new hire must “Find the person who manages the sustainability project” or “Take a selfie with a member of the product team.” These missions, tracked via a mobile app, force social collisions that might not happen organically in a hybrid environment. Completing these tasks can unlock badges or points, tapping into the intrinsic human desire for achievement and progress. This approach transforms the new hire from a passive observer into an active participant in their own integration.

Micro-Learning Bursts

Compliance training is mandatory, but it doesn’t have to be miserable. The 2026 standard breaks down complex regulatory and safety training into 5-minute micro-learning bursts. These bite-sized modules can be consumed on a mobile device between meetings, respecting the learner’s cognitive load. Research from LinkedIn Learning consistently shows that employees prefer self-directed, bite-sized learning opportunities over long-form classroom sessions. By spacing this learning out over the first week, retention rates improve, and the “firehose effect” of information overload is mitigated.

Structuring Social Collisions

In a hybrid world, serendipity is dead; it must be engineered. The first week should include mandatory but informal touchpoints with cross-functional teams, not just direct supervisors. These are not formal briefings but “social collisions” designed to build a network. Gamification can support this by rewarding the new hire for scheduling 15-minute introductions with key stakeholders outside their immediate vertical, ensuring they understand the broader ecosystem of the company.

The Cost of Poor Onboarding

Why strategic induction is a financial necessity.

Source: Gallup / SHRM

New Hire Turnover

20%

Occurs in first 45 days

Productivity Gain

+50%

With standard onboarding

Retention Impact

69%

More likely to stay 3 years

Replacement Cost

1.5x – 2x

Of annual salary

Data reflects industry averages for organizations with structured vs. unstructured onboarding programs.

Phase 3: The 30-60-90 Day Roadmap – Performance Alignment

The transition from “new hire” to “contributor” is a delicate process that requires structured milestones. A vague “see how you settle in” approach often leads to misalignment on expectations. The 30-60-90 day framework provides the necessary scaffolding for success, moving the employee through distinct phases of learning, application, and independence.

Milestone Success Tracker

Key objectives for the first quarter of employment.

Source: HR Best Practices 2026

Day 30: The Sponge

Absorption

Focus: Culture & Tools

Day 60: Contributor

Application

Focus: First Wins

Day 90: Independence

Autonomy

Focus: Full Output

Feedback Loop

Pulse Check

Automated at each stage

Note: Each phase should conclude with a formal review of these specific objectives.

Day 30: The Sponge Phase

The first month is defined by low pressure on output and high pressure on input. The objective is to understand the “how” and “why” of the organization. Success metrics here are not about revenue generated or code written, but about tool proficiency, understanding team dynamics, and completing initial training modules. Leaders must protect new hires from being pulled into execution mode too early, which can lead to burnout and errors.

Day 60: The Contributor Phase

By the second month, the training wheels begin to come off. The employee should be securing their first “small wins”-manageable projects that allow them to apply what they have learned. This shifts the dynamic from consumption to contribution. It is critical during this phase to provide real-time feedback. Waiting for a 90-day review to correct a course deviation is too late; micro-corrections now prevent bad habits from solidifying.

Day 90: The Independence Phase

At the 90-day mark, the employee should be fully autonomous. This milestone is also the ideal time for the first formal “Stay Interview.” Instead of asking “how is it going?”, managers should ask specific questions about long-term intent: “Is the job what you expected?” and “Do you see a future here?” AI-driven pulse surveys can precede this meeting, flagging any drops in engagement scores so the manager can address them proactively.

Tech Stack 2026: AI Agents and Engagement Platforms

Executing a high-touch onboarding strategy at scale is impossible without the right technology. In 2026, the onboarding tech stack has moved beyond simple HRIS checklists to include AI agents and integrated engagement platforms. These tools do not replace the human element; they liberate it by handling the repetitive, low-value tasks that consume HR bandwidth.

AI Concierges and Chatbots

New hires have hundreds of questions, from “What is the Wi-Fi password?” to “When is payroll cutoff?” Answering these manually is an inefficient use of HR time. AI Concierges-intelligent chatbots trained on internal knowledge bases-can answer these queries 24/7 instantly. This reduces frustration for the new hire, who gets immediate answers, and frees up the HR team to focus on complex cultural integration issues.

Personalized Learning Paths

One size fits no one. Modern platforms use AI to analyze a new hire’s role, background, and skills gap to curate a custom training playlist. Instead of a generic “Introduction to Marketing” for everyone, a senior hire might get “Advanced Brand Strategy,” while a junior hire gets “Marketing Fundamentals.” This personalization demonstrates that the company values the individual’s specific career trajectory.

The Centralized Experience Platform

The most significant shift is the move toward centralized platforms like GFoundry, which combine performance, learning, and engagement into a single app. Fragmented systems-where learning is in one portal, benefits in another, and performance goals in a third-create cognitive friction. A unified “super-app” approach allows the employee to see their onboarding missions, training progress, and social feedback in one dashboard. This centralization also provides HR with rich data, moving beyond “completion tracking” to analyzing behavioral data, such as social connectivity graphs, to predict retention risks early.

From Strategy to Execution

Onboarding is the bridge between a promising candidate and a loyal high-performer. The “Great Regret” has proven that a transactional approach-focused solely on compliance and paperwork-is a financial leak that modern organizations can no longer afford. The ROI of a “Belonging-First” strategy is measurable: it manifests in higher retention rates, faster time-to-productivity, and a stronger employer brand that attracts future talent.

Leaders must audit their current process against the 2026 standard. Does your pre-boarding excite or ignore? Is your first week a lecture or a game? Is your 90-day plan a vague hope or a structured roadmap? The cost of upgrading your onboarding technology and strategy is a fraction of the cost of replacing a single failed hire. By investing in the architecture of experience, you are investing in the long-term stability and performance of your workforce.

GFoundry transforms the precarious first months of employment into a structured, engaging journey that drives retention. By leveraging the Onboarding Missions module, companies can replace static checklists with interactive challenges that guide new hires through culture and compliance simultaneously. A prime example is Natixis (ALL ABOARD), which utilized GFoundry’s gamification engine to revolutionize their integration process, turning a standard corporate procedure into an immersive narrative. This approach not only accelerates time-to-productivity but also fosters immediate social connection. If you are ready to modernize your employee lifecycle, request a demo to see how these solutions work in practice.

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Compensation and Benefits: Why They Matter More Than You Think

Clara Costa — Fri, 20 Jun 2025 17:59:47 +0000

What are compensation and benefits?

“Compensation” and “benefits” refer to the package of rewards provided by employers to their employees in exchange for their services.

Compensation and benefits are an important part of the employee experience. They can help attract and retain top talent, motivate and engage employees, and improve employee satisfaction.

When designing a compensation and benefits package, it is important to consider the needs of the employees and the overall goals of the organization. The goal is to create a package that is attractive to employees, but also affordable for the organization.

How GFoundry Can Help:

GFoundry’s comprehensive Talent Management Platform is designed to support organizations in navigating these challenges by offering tools that enhance the effectiveness of compensation and benefits strategies.

Through GFoundry’s gamification engine, companies can create dynamic and engaging reward systems that align with their compensation and benefits packages. Employees can earn badges, virtual coins, and other recognitions for achievements, contributing to a more motivating and rewarding work environment.

Moreover, GFoundry’s platform allows for seamless integration with existing HR and business intelligence systems, providing valuable insights into employee performance and satisfaction. These insights can inform compensation and benefits decisions, ensuring that packages are competitive and aligned with employee needs.

GFoundry also offers modules for continuous feedback and evaluation, enabling organizations to adapt their compensation strategies in real time based on employee input and market trends. By promoting a culture of recognition and providing structured paths for career development, GFoundry helps organizations foster a positive employee experience, ultimately leading to higher retention rates and a more engaged workforce.

Some Statistics on Benefits and Compensation in Organisations:

About 80% of employees would rather have new benefits than a pay rise;
72% of employees admit that an increase in non-monetary benefits would increase their job satisfaction;
Companies with more attractive benefits and compensation packages had a 53% decrease in their turnover rate;
79% of employees from Generation Z and Millennials recognise that an increase in their rewards for recognition would increase their connection with the company.

Source: Access Perks Blog

What are the differences between compensation and benefits?

Compensation:
- Direct Compensation: This refers to the monetary rewards given to employees for their work. Examples include:
  - Salary: Regular payment, typically bi-weekly or monthly, that does not vary based on the number of hours worked (for salaried employees).
  - Hourly Wage: Payments made based on the number of hours worked (for hourly employees).
  - Commissions: Payments based on the volume or value of sales achieved.
  - Bonuses: Additional payments beyond the regular salary or wage, often awarded for performance, achieving certain targets, or year-end.
  - Tips: In some industries like hospitality, employees might receive tips from customers for good service.
- Indirect Compensation: Non-monetary rewards but still hold monetary value. Examples include paid time off, sick leave, or breaks during work hours.
Benefits:
- These are non-salary provisions that companies offer to employees to enhance their overall compensation package. Benefits can be legally mandated or provided as a competitive advantage by companies. Examples include:
  - Healthcare Benefits: Medical, dental, vision insurances.
  - Retirement Benefits: Contributions to retirement plans like 401(k) in the US.
  - Insurance: Life insurance, disability insurance, etc.
  - Paid Time Off (PTO): Vacation days, sick leave, personal days, etc.
  - Employee Assistance Programs: Counseling services, legal advice, etc.
  - Educational Assistance: Tuition reimbursement, professional development courses.
  - Company Perks: Gym memberships, discounts, company car, etc.
  - Stock Options: Offering employees the right to buy company stock at a predetermined price.
  - Childcare: Some larger companies might offer on-site childcare or childcare subsidies.
  - Flexible Working Arrangements: Flextime, remote working, compressed workweeks.

Why are compensation and benefits important?

Nowadays, most organisations have a Compensations and Benefits plan for their employees. These are not necessarily just monetary compensations.

The truth is that often a Compensation plan tailored to the needs and tastes of employees can have a significant impact on their motivation and therefore their productivity. Benefits can be linked to completing tasks and achieving certain goals, resulting in employees being more motivated to achieve certain rewards from your organisation.

If rewards are sufficiently aligned with employees’ tastes and profiles, they will feel more challenged and focused on achieving what is proposed. Furthermore, combining a compensation plan with gamification, you can make the employee experience more interactive, dynamic and, above all, rewarding of their effort.

One of the most influential levers a business can pull in achieving these objectives is its compensation and benefits package.

Here’s a closer look at the role of these elements and their far-reaching impacts on an organization:

Attracting high-performance candidates and improving retention

A robust compensation and benefits package acts as a magnet for top talents in any industry. High-performance candidates, often being in demand, can afford to be selective about their employers. Offering competitive salaries combined with a diverse array of benefits not only lures these candidates in but also plays a pivotal role in their decision to stay with the company for the long haul.

When employees recognize that their skills and contributions are being justly rewarded, they’re more likely to remain with the organization, reducing turnover rates and the associated costs of hiring and training new employees.

Motivated team members

Beyond just the basics of remuneration, benefits such as professional development opportunities, health and wellness programs, and flexible work arrangements provide employees with a sense that the company cares for their well-being and growth. This nurtures a motivated workforce, eager to contribute their best to the organization. When employees believe that they are fairly compensated and valued, they tend to push the boundaries of their roles, fostering innovation and driving growth.

Increased loyalty and engagement

An employee’s loyalty isn’t solely determined by their paycheck. Benefits that cater to an employee’s holistic needs – from health to work-life balance to future financial security – speak volumes about the company’s commitment to its workforce. Such provisions foster deeper loyalty, reducing the allure of headhunters and competitors. Moreover, loyal employees often act as brand ambassadors, promoting the company positively within their networks and potentially attracting more talent.

Improved productivity

It’s simple psychology: satisfied and engaged employees tend to be more productive. They are more focused, dedicated, and willing to put in the extra effort to see projects to fruition. By ensuring that the compensation and benefits align with or exceed industry standards, companies set the stage for an environment where employees are keen to deliver their best consistently.

Enhanced workplace experience

Lastly, compensation and benefits greatly influence the overall workplace experience. From the camaraderie formed in team-building events funded by the company to the peace of mind provided by a comprehensive health insurance package, these factors culminate in creating a positive, vibrant workplace culture. When employees are content and feel well taken care of, it permeates every aspect of the workplace, resulting in higher collaboration, fewer conflicts, and an environment conducive to growth.

What are the components of nonfinancial compensation?

Employees are seeking more than just a good salary from their employers. Nonfinancial compensation, which refers to benefits and rewards that are not included in an employee’s basic salary, has become increasingly essential.

These compensations can significantly impact an employee’s satisfaction, engagement, and loyalty to a company. While some of these benefits have a clear monetary value, others are intangible and can still greatly affect an employee’s well-being and job satisfaction.

Benefits with a Monetary Value

1. Healthcare Coverage: While not directly adding to an employee’s paycheck, comprehensive health, dental, and vision insurance coverage can save employees a considerable amount on medical bills.

2. Retirement Contributions: Some companies offer retirement plans like 401(k) or pension plans where the employer contributes a certain percentage of the employee’s salary. Over time, this can lead to significant savings for the employee.

3. Educational Assistance: Offering reimbursements for courses or tuition can save employees thousands of dollars. This benefit not only provides a monetary value but also aids in personal and professional development.

4. Commuter Benefits: Some companies offer transit passes, reimbursements for parking, or even carpooling allowances, reducing the monthly commuting expenses of their employees.

5. Employee Discounts: Discounts on company products or services can save employees money, especially if these are products they use regularly.

Benefits with No Monetary Value

1. Flexible Working Hours: The ability to choose one’s working hours or work in a flexible environment, like remote working options, can greatly increase work-life balance without a direct monetary benefit.

2. Professional Development: Opportunities for training, attending conferences, or simply being given challenging assignments can boost an employee’s career trajectory. While these don’t have immediate monetary implications, they can lead to better career opportunities in the long run.

3. Recognition and Awards: Recognizing employees for their hard work and achievements, even if it’s just through verbal appreciation or awards, can boost morale and motivation.

4. Health and Wellness Programs: Initiatives like gym memberships, counseling services, or even organizing regular health check-ups demonstrate an employer’s commitment to their employee’s overall well-being.

5. Company Culture: A positive, inclusive, and vibrant company culture where employees feel valued and included can be a significant non-monetary benefit. It creates an environment where employees enjoy coming to work and interacting with their colleagues.

6. Work-Life Balance Initiatives: Measures like providing parental leave, counseling services, or even organizing team outings can assist in maintaining a harmonious balance between personal and professional life.

Compensation Metrics and Terms

To manage compensation effectively, it is essential to use key metrics that ensure fairness, transparency, and alignment with organizational goals. Below are some of the most important compensation metrics to track:

Salary Range Penetration

This metric measures an employee’s current salary as a percentage of the total salary range for their position. It helps ensure that salaries are competitive and consistent with the employee’s experience and performance levels.

Compa Ratio

Compa ratio is calculated by dividing an employee’s salary by the midpoint of the salary range for their role. A ratio below 1 indicates that the employee is paid below the market rate, while a ratio above 1 shows they are paid above it. This ensures alignment with market standards.

Range Spread

Range spread refers to the difference between the minimum and maximum pay within a salary range. A larger spread offers more room for salary growth, while a smaller spread can indicate limited progression opportunities within a role.

Range Maximum

The range maximum is the highest salary an employee can earn within their pay grade. It is crucial for managing expectations and planning promotions or salary increases over time.

Personalization of Benefits Packages

Personalization of benefits packages is becoming increasingly important. Employers are moving away from one-size-fits-all models and instead offering customizable options that align with individual employee needs and preferences.

This approach not only enhances employee satisfaction and retention but also allows organizations to address diverse workforce demands, from flexible working hours to mental health support. Also, by leveraging technology, companies can offer tailored benefits that reflect the unique priorities of their employees, creating a more engaged and motivated workforce.

Comprehensive Benefits Packages Tailored for 50 Common Job Functions

Job Function	Example Benefits Package
Accountant	Private pension plan Tuition reimbursement for CPA certification Comprehensive health insurance Flexible working hours
Software Developer	Remote work stipend Professional development courses in new programming languages Health and dental insurance Stock options
Project Manager	PMP certification reimbursement Performance-based bonuses Retirement plan with employer match Flexible working schedule
Sales Manager	Commission-based incentives Company car or car allowance Comprehensive health insurance Life insurance
Customer Service Representative	Health insurance Flexible working hours Professional development opportunities Performance bonuses
Human Resources Manager	Retirement plan with employer match Health and wellness programs Life insurance Flexible working hours
Marketing Specialist	Budget for marketing conferences and courses Health and dental insurance Performance-based bonuses Remote working options
Financial Analyst	MBA or CFA tuition reimbursement Comprehensive health insurance Retirement plan with employer match Bonuses based on financial performance
Administrative Assistant	Health insurance Paid time off Professional development opportunities Flexible working schedule
Operations Manager	Performance-based bonuses Comprehensive health insurance Retirement plan with employer match Leadership training programs
Nurse	Comprehensive health insurance Paid time off and overtime pay Continuing education reimbursement Wellness programs and mental health support
Teacher	Pension plan Health and dental insurance Professional development funding Paid vacation time
Product Manager	Stock options Comprehensive health insurance Professional development budget Flexible working hours
Data Analyst	Professional certification reimbursement Health insurance Remote work flexibility Performance-based bonuses
Business Analyst	Tuition reimbursement for relevant courses Health and dental insurance Retirement plan with employer match Flexible working hours
Graphic Designer	Creative leave and mental health days Health insurance Flexible working hours Budget for design tools and software
Mechanical Engineer	Continuing education and certification reimbursement Health and dental insurance Retirement plan with employer match Performance-based bonuses
Executive Assistant	Health and dental insurance Professional development opportunities Flexible working hours Paid time off
IT Support Specialist	Health and dental insurance Professional certification reimbursement Remote work flexibility Performance-based bonuses
Logistics Coordinator	Health insurance Transport allowance Professional development programs Flexible working hours
Digital Marketing Manager	Marketing conference attendance Health and dental insurance Flexible working hours Bonuses based on campaign success
Electrical Engineer	Continuing education reimbursement Health and dental insurance Retirement plan with employer match Performance-based bonuses
Quality Assurance Specialist	Professional certification reimbursement Health insurance Flexible working hours Performance-based bonuses
Procurement Specialist	Health insurance Professional development opportunities Flexible working hours Performance-based bonuses
Content Writer	Remote working options Health insurance Paid time off Creative leave days
UX/UI Designer	Budget for design tools and software Health insurance Flexible working hours Creative leave and mental health days
Network Administrator	Health insurance Professional certification reimbursement On-call pay Remote work flexibility
Civil Engineer	Continuing education reimbursement Health and dental insurance Company vehicle or travel stipend Performance bonuses
Database Administrator	Health insurance Professional certification reimbursement Flexible working hours On-call pay
Social Media Manager	Budget for social media tools Health insurance Flexible working hours Bonuses based on engagement metrics
Biomedical Engineer	Health and dental insurance Continuing education reimbursement Flexible working hours Performance bonuses
Compliance Officer	Health insurance Professional development opportunities Flexible working hours Retirement plan with employer match
Event Planner	Health insurance Travel allowances Flexible working hours Bonuses based on event success
Web Developer	Remote work stipend Health and dental insurance Professional development opportunities Flexible working hours
Pharmacist	Comprehensive health insurance Professional development opportunities Flexible working hours Bonuses based on performance
Public Relations Specialist	Health insurance Budget for industry events and networking Flexible working hours Bonuses based on campaign success
Legal Counsel	Health and dental insurance Continuing legal education reimbursement Retirement plan with employer match Flexible working hours
Health and Safety Officer	Health insurance Professional certification reimbursement Flexible working hours Bonuses based on safety metrics
Environmental Scientist	Health and dental insurance Fieldwork stipends Professional development opportunities Flexible working hours
Supply Chain Manager	Health insurance Professional development opportunities Company vehicle or transport allowance Performance-based bonuses
Construction Manager	Health and dental insurance Company vehicle or travel allowance Flexible working hours Bonuses based on project completion
Customer Success Manager	Health insurance Flexible working hours Bonuses based on client retention Professional development opportunities
Copywriter	Remote work flexibility Health insurance Paid time off Creative leave days
Clinical Research Coordinator	Health insurance Professional development opportunities Flexible working hours Bonuses based on research milestones
Technical Support Engineer	Health insurance Professional certification reimbursement Flexible working hours On-call pay
Manufacturing Engineer	Health and dental insurance Continuing education reimbursement Performance-based bonuses Flexible working hours
Fundraiser	Health insurance Bonuses based on fundraising goals Flexible working hours Professional development opportunities
Actuary	Health insurance Tuition reimbursement for actuarial exams Flexible working hours Retirement plan with employer match
Real Estate Agent	Health insurance Commissions-based income Flexible working hours Professional development opportunities
Account Manager	Health insurance Bonuses based on client retention Flexible working hours Professional development opportunities

Trends in Compensation and Benefits

The Shift in Organizational Dynamics

The traditional hierarchical structure is becoming increasingly outdated as employees gain more influence within organizations. To adapt, companies must cultivate a culture of trust, autonomy, and empowerment, allowing employees to take ownership and contribute meaningfully to their roles.

Prioritizing Employee Experience

Organizations must prioritize the employee experience by creating positive work environments, offering growth and development opportunities, and providing competitive compensation and benefits. This holistic approach not only boosts satisfaction but also drives performance and retention.

Trends in Compensation and Benefits

Companies are increasingly offering flexible benefits plans that allow employees to customize their packages according to individual needs. Wellness programs, including mental health support and fitness initiatives, are becoming essential. The rise of remote work has led to new compensation models, such as remote work allowances. Pay equity and transparency are gaining importance, with companies focusing on fair compensation practices. Additionally, digital platforms are being leveraged to efficiently manage and personalize benefits packages, reflecting the modern workforce’s expectations.

The Impact of Technology

Technology, including automation, AI, and remote work, is reshaping the workplace. Embracing these innovations is crucial for maintaining competitiveness and operational efficiency in the modern business landscape.

The Evolution of Leadership

Traditional leadership styles are no longer sufficient. Modern leaders need to develop skills such as empathy, adaptability, and a purpose-driven mindset to effectively inspire and motivate their teams in a rapidly changing environment.

Embracing Change and Innovation

Organizations must be agile and willing to adapt to the evolving work landscape. This involves embracing new technologies, experimenting with innovative work structures, and fostering a culture that encourages creativity and continuous improvement.

Investing in Human Capital

Employees are the cornerstone of any successful organization. Investing in their development, well-being, and engagement is critical for long-term success, ensuring that they remain motivated and aligned with the company’s goals.

Purpose-Driven Organizations

A clear and compelling sense of purpose is essential for attracting and retaining top talent. Purpose-driven organizations foster a strong company culture, drive innovation, and create a meaningful connection between employees and their work, leading to sustained success.

3 Steps to create a Benefits and Compensation Programme

Here are 3 steps to help you effectively manage a Benefits and Rewards programme for your organisation:

Step 1: Measure

The first step in awarding compensation to employees who perform in line with your goals is to measure their performance.

Using Competition KPI’s with your data!

With the Competitions Module, you can gamify employee performance data in order to transform it into leaderboards. By giving visibility on the leaderboards, it is possible to implement a culture of healthy competitiveness, so that everyone wants to strive to reach the top!

Using Performance & Evaluation

With the our Performance & Evaluation solutions you can do continuous or one-off assessment to help you achieve goals and objectives throughout the year. In addition to performance evaluation, you can also manage your employees’ Potential and Career Management process. At this stage, responsibility is placed on the managers who are responsible for their teams, having a clear perception not only of each one’s performance, but also a perception of their potential within the organisation.

Using Recognition

Employee recognition isn’t just a nice-to-have. It also supports your organization’s bottom line. GFoundry’s recognition solutions enables peer-to-peer recognition and positive feedback to improve Engagement, powered by GFoundry’s gamification engine. With the GFoundry recognition module, you can endorse someone in your company in three possible ways: Public acknowledgment, Soft Skills Recognition and Hard Skills Recognition.

Step 2: Listen

Before defining what benefits can be given to employees, it is important to understand what benefits employees value the most. Depending on the community of each organisation, there are groups that have different preferences.

Using the Comparisons module

Through the Comparisons Module, you can give voice to the community and identify which benefits employees prefer most! Working through successive comparisons between two elements, employees answer and a ranking of preferences is generated for each employee. At the end, and after having the response of the whole community, a ranking of the organisation is generated, where it will be possible to identify the benefits most requested by employees!

Using the feedback module

Through regular feedback processes, you can see what things your employees value most. The feedback module allows you to create forms with multiple fields that can be segmented by department, job function, geography or any other group of people.

Step 3: Reward

In GFoundry, every action on the platform can be rewarded with a badge. Badges are an important element of our gamification engine that allows users to be awarded 2 very important elements: Points and Virtual Coins.

Points are used to position employees in Leaderboards.

Leaderboards promote a healthy competitiveness between people and teams as they give visibility to who is leading the top of the rankings in certain areas, which may be linked to Training, Recognition, among other modules. Virtual Coins represent the balance that each employee has on the platform, which can be used in the Market Module.

The Market Module works as a store, where the company can offer many benefits and perks that employees can exchange with their coins. Some examples of benefits can be vouchers, extra days of holidays or even contributions to social causes

It is also possible to integrate the virtual world with the organisation’s physical environment. Through Digital Vouchers, the company can distribute codes generated by the platform to various physical spaces, so that employees can exchange them for Virtual Coins. This way, you can manage, in a more agile way, all the benefits that you give to your employees, always having access to what they can earn throughout the year.

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Understanding Job Hopping: Trends, Impacts, and Organisational Strategies

Martin Rocha — Thu, 27 Mar 2025 10:52:40 +0000

Welcome to this episode, where we delve into the increasingly relevant topic of job hopping. In today’s dynamic work environment, the practice of changing jobs frequently has become more common, particularly amongst younger professionals. This episode will explore what exactly constitutes job hopping, which is generally defined as moving between jobs every few years in pursuit of better opportunities, higher salaries, or new experiences. We will also examine how perspectives on this trend have evolved from a negative view associated with instability to a more accepted, even proactive approach to career development.

Our discussion will navigate the current trends and statistics surrounding job hopping, highlighting that millennials and Gen Z are currently the most likely to switch jobs frequently. We will delve into some key data, such as a 2023 LinkedIn survey indicating that a significant percentage of these generations are open to new opportunities within a short timeframe of their current employment. Furthermore, we will consider the average tenure across different age groups and the industries where job hopping is most prevalent. Understanding these trends is crucial for both employees navigating their careers and organisations seeking to understand workforce dynamics.

Finally, this episode will touch upon the reasons behind job hopping, including the pursuit of career advancement, better work-life balance, and increased job satisfaction. We will also explore the impact of job hopping on organisations, both positive, such as fresh perspectives and increased diversity, and negative, including high turnover costs and knowledge drain. Looking ahead, we’ll briefly consider the future of job hopping in light of emerging trends like remote work and the gig economy. Organisations like GFoundry are developing platforms with features such as employee churn prediction and engagement modules to help address the challenges and opportunities presented by this evolving landscape. Stay tuned as we unpack the intricacies of job hopping in the modern workforce.

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The Digital Revolution at Claranet: Meet Planet.

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

Claranet

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

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

The Challenge

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

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

The Search for a Solution

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

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

The Choice of GFoundry

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

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

The Birth of Planet

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

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

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

Impact and Results

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

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

The Future with GFoundry

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

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

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The post The Digital Revolution at Claranet: Meet Planet. appeared first on GFoundry.

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.

The post Impactful Learning Journeys for Employees appeared first on GFoundry.

The Compensation Equation: Attracting and Retaining Top Talent

Clara Costa — Sun, 17 Nov 2024 19:44:06 +0000

This episode explores the critical role these rewards play in the modern workplace, breaking down the different types of compensation and benefits and their impact on attracting, retaining, and motivating employees.

We’ll examine direct compensation like salaries, wages, commissions, bonuses, and tips, along with indirect compensation such as paid time off and breaks.

We’ll also cover the range of benefits that enhance the overall employee experience, from healthcare and retirement plans to insurance, educational assistance, and company perks.

The episode emphasises how a well-designed compensation and benefits programme acts as a magnet for high-performing candidates, leading to improved retention, increased loyalty and engagement, a boost in productivity, and an enhanced workplace experience.

The post The Compensation Equation: Attracting and Retaining Top Talent appeared first on GFoundry.

How to create Impactful Learning Journeys for Employees?

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

How to create Impactful Learning Journeys?

Creating impactful learning journeys for employees involves a strategic approach that begins with understanding the specific needs of both the organization and its workforce. Start by conducting a thorough needs analysis to identify skill gaps and align learning objectives with business goals. Clearly defined objectives ensure that the learning journey is focused and relevant, setting the foundation for success.

Next, design the learning journey by curating diverse content from various sources and integrating it into a cohesive program. Use a mix of e-learning, hands-on training, and collaborative activities to cater to different learning styles. Incorporate elements like gamification and AI-powered tools to enhance engagement and personalize the experience, ensuring that the content resonates with employees and motivates them to participate actively.

Finally, continuously monitor progress and provide regular feedback to keep employees on track. Utilize data analytics to measure the effectiveness of the learning journey and make necessary adjustments. Implement a certification process to recognize achievements, and maintain momentum by updating content and communication strategies regularly. This comprehensive approach ensures that the learning journey not only develops employees’ skills but also drives tangible business outcomes.

What is a Learning Journey?

A learning journey is a structured process designed to guide an individual’s learning experience over a certain period of time. It usually refers to a planned sequence of learning activities and experiences, organized to facilitate progressive skill or knowledge acquisition. The goal of a learning journey is to improve the learner’s competencies, skills, or understanding in a specific area or topic.

What is a good learning journey?

A good learning journey for employees in a company is designed to ensure their continuous growth, development, and alignment with the organization’s goals and objectives. It should cater to individual needs while promoting a collective culture of learning and innovation.

Here are some general models for different contexts for effective continuous growth and learning & development pathways:

Orientation and Onboarding:
- Introduction to company culture, values, and mission.
- Overview of the company’s products, services, and internal systems.
- Training on necessary tools and software.
- Meeting team members and understanding team dynamics.
Baseline Skill Assessment:
- Identify current skills and knowledge levels.
- Highlight gaps or areas for improvement.
Personalized Learning Pathways:
- Based on the baseline assessment, design individual learning paths.
- Use a mix of online courses, workshops, seminars, and hands-on training.
- Incorporate a blend of hard (technical) and soft (communication, leadership) skills training.
Mentorship and Coaching:
- Assign mentors to provide guidance and share experiences.
- Encourage reverse mentoring where younger employees teach senior members about newer tools or methods.
- Utilize external coaches for specialized training or leadership development.
Cross-functional Training:
- Encourage employees to learn about functions outside their primary role.
- Facilitates better team collaboration and breaks down silos.
- Can lead to innovative ideas when diverse skill sets interact.
Feedback and Evaluation:
- Regular performance reviews to gauge progress.
- Instant feedback tools or platforms.
- Employee self-assessment and peer reviews.

Professional Development Opportunities:
- Encourage attending conferences, workshops, and seminars.
- Offer tuition reimbursement or sponsor certifications.
- Provide opportunities for project leadership or management training.
Innovation and Creative Spaces:
- Set up platforms or events like hackathons or brainstorming sessions.
- Reward innovative ideas and solutions.
- Create an environment where failure is seen as a learning opportunity.
Networking and Building Relationships:
- Encourage team building and bonding activities.
- Foster a culture where employees actively network internally and externally.
Leadership Development:
- Identify potential leaders early on.
- Offer them specialized training, management courses, and opportunities to lead.
Continuous Learning:
- Update training materials and courses regularly.
- Encourage employees to keep up with industry trends.
- Provide access to e-learning platforms, journals, and books.
Reevaluation and Adaptation:
- Periodically reassess the learning journey’s effectiveness.
- Adapt based on new business needs, employee feedback, and industry changes.

Lastly, remember to incorporate recognition and rewards into the learning journey. Celebrate milestones and achievements. Recognize employees who display a commitment to continuous learning and growth. This will not only motivate them but also inspire others in the organization.

Don’t forget that you can use our Gamification Engine to do that!

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 about GFoundry’s Talent Management Solutions 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 post How to create Impactful Learning Journeys for Employees? appeared first on GFoundry.

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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AppyBrain: an innovative tool to enhance the learning experience

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

A digital gamified pedagogical tool based on GFoundry technology

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

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

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

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

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

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

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

Inter-class tournaments and a research project

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

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

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

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

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

Who can join and use this solution?

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

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

Ready to get started?

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

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How to improve Employee Engagement and Performance? Your Ultimate Guide

Martin Rocha — Thu, 27 Jul 2023 15:29:10 +0000

Welcome to our handy guide to boost employee engagement. In this post, we’ll share helpful tips and methods to enhance engagement, foster a friendly workplace, and increase productivity and success in your organization.

What is Employee Engagement?

Employee engagement is about how dedicated and committed employees are to their work and the company. Why is it important? Engaged employees are more innovative and focused on customers, leading to higher profits and less employee turnover.

Whose Job Is Employee Engagement?

While leaders play a key role in boosting engagement, it’s not only their job. HR teams, managers, and employees themselves all have crucial roles. HR makes engagement-boosting policies and programs, managers lead and promote it, and each person must choose to be engaged.

What are the 3 dimension of employee engagement?

Employee engagement models vary, but one common one is William Kahn’s 3 dimensions model, which breaks down engagement into:

Physical engagement: The employee’s participation in work.
Cognitive engagement: The employee’s focus on work tasks.
Emotional engagement: The employee’s positive feelings about their work and company.

Factors Impacting Employee Engagement

Employee engagement is influenced by various factors, both internal and external to the organization. Opportunities for growth and development, such as training programs, career advancement, and skill-building initiatives, play a significant role in keeping employees engaged in their roles long-term. A supportive work environment, where employees feel valued, recognized, and empowered, fosters a sense of loyalty and commitment. Additionally, work-life balance and flexible policies that accommodate employees’ personal needs contribute to higher engagement levels.

Why Current Programs Aren’t Improving Employee Engagement

Many programs fail because they’re too general, not catering to specific employee needs. They concentrate on perks, not engagement. Real engagement comes from internal motivation, not external rewards.

According to Gallup, the main reason workplace engagement programs fail is that engagement is considered an HR matter. Leaders, managers, and workers don’t own or understand it.

Here are the top 10 drivers of employee engagement, based on employee engagement trends research:

Sense of purpose
Meaningful work
Trust in leadership
Clear goals and expectations
Regular feedback
Opportunities for growth and development
Positive work environment
Work-life balance
Compensation and benefits
Employee recognition

Strategies for Enhancing Employee Engagement

Promoting a Positive Work Culture

Fostering a positive work culture is key for high engagement. Encourage open communication and regular feedback to make employees feel valued. Recognizing employees’ efforts boosts morale and promotes teamwork and productivity.

Creating a positive work culture

A positive work culture is vital for an engaged, motivated workforce. Encouraging open communication and feedback builds trust. Recognizing and appreciating employees’ efforts boosts morale and creates a supportive atmosphere.

Importance of employee recognition

Recognizing employees boosts engagement and motivation. When employees’ hard work is appreciated, they feel more valued. Recognition can take many forms, like praise, commendations, or appreciation events. Know more about GFoundry’s Recognition solution.

Effective communication for engagement

Clear communication is key for engagement, promoting trust and clarity. Two-way communication, where employees can share their ideas and feedback, makes them feel heard and valued, clarifying their roles and reducing confusion. Read more about Internal Communication GFoundry’s solutions.

Implementing Work-Life Balance Initiatives

Recognizing the importance of work-life balance and implementing flexible policies can significantly impact employee engagement. Encourage employees to maintain a healthy work-life balance by offering remote work options, flexible schedules, and paid time off. A well-rested and balanced workforce is more likely to be energized and focused, leading to increased productivity and job satisfaction. Keep on reading: Employee well-being – the complete guide

Strategies for Enhancing Employee Performance

Engaged employees are often the most dedicated and productive members of any organization. When employees are genuinely engaged, they’re not just working for a paycheck.

They’re working because they believe in the company’s mission and feel a strong connection to its values.

Improving employee performance isn’t just about getting more out of your staff – it’s about giving more to them, in terms of direction, motivation, and the right tools.

Invest in Continuous Training and Development

Regular Workshops and Courses: Offer regular workshops and training courses tailored to your employees’ roles. This helps in keeping their skills sharp and updated.
Using GFoundry for Training and Development: GFoundry platform offers an array of training modules that can be customized to fit your needs. The platform can help streamline the learning process, making it engaging and interactive, thus ensuring better knowledge retention.
Read more about GFoundry’s Development and Training solution.

Invest in Performance & Potential Evaluation

In the ever-evolving landscape of businesses, it’s not just about assessing how well an employee is performing now, but also how much potential they have to grow and adapt in the future.

Performance evaluations provide a snapshot of an employee’s current abilities and contributions, while potential evaluations shed light on their capacity for future roles and responsibilities.

Merging these two evaluations offers a holistic view, aiding in strategic decision-making, from promotions to training programs.

Let’s dive into how to effectively invest in both.

The Importance of Dual Evaluations: Performance & Potential

Objective Feedback: Having systematic evaluations helps provide objective feedback to employees. It demystifies the areas they excel in and where they need improvement, creating a clearer path for personal and professional growth.
Future-proofing the Organization: By identifying those with high potential, companies can ensure they’re cultivating the next generation of leaders and innovators, positioning the business for long-term success.

Steps to Effective Performance & Potential Evaluation

Set Clear Evaluation Criteria: Before you begin any evaluation, define what ‘performance’ and ‘potential’ mean in the context of your organization. These criteria ensure consistency across all evaluations
Use 360-Degree Feedback: Incorporate feedback from peers, subordinates, and superiors. This comprehensive feedback system provides a rounded view of an employee’s performance and potential.
Consider Soft Skills: While technical skills are crucial, don’t forget soft skills. Leadership, adaptability, and teamwork are often indicators of an employee’s potential to grow and take on bigger roles.
Leverage Technology and Platforms: There are platforms designed to assist with evaluations. These tools can streamline the process, ensure objectivity, and offer insights that might be overlooked in manual evaluations.

Integrating GFoundry in the Evaluation Process

Customized Evaluation Templates: GFoundry can help in creating customized templates for evaluations, ensuring that the process adheres to the company’s specific needs and values.
Data-Driven Insights: With GFoundry, you can collect and analyze data, deriving actionable insights from the evaluations. This data-centric approach can highlight trends, pinpointing areas of improvement or showcasing where employees shine.
Continuous Feedback Loop: GFoundry can be set up to provide continuous feedback, allowing employees to be in the know, adjust their strategies, and continually work towards improvement. This dynamic feedback mechanism fosters a culture of continuous learning and adaptation.

How can I engage different types of employees?

By understanding different employee types and their needs, you can create an engaged, motivated workplace. This will increase productivity, creativity, and customer satisfaction.

To create an engaged workplace, you need to understand employees’ individual needs. Provide them with the opportunities and resources they need to be successful.

Here are some specific examples of how you can engage different types of employees:

Employees driven by purpose: Offer them opportunities to work on projects that align with their passions and the company’s mission and values.
Employees driven by challenges: Provide learning opportunities and new challenges. Give them feedback and coaching for growth.
Employees driven by relationships: Foster a positive, supportive work environment. Encourage collaboration and teamwork.

How to engage employees from different generations?

Understanding the different generations of employees in the workforce is crucial to engagement. Each generation has its unique values and expectations.

Baby Boomers (born 1946-1964) are typically motivated by job security and community. They value stability and loyalty, and often work long hours.
Generation X (born 1965-1980) are usually motivated by work-life balance and advancement opportunities. They value flexibility and autonomy, often looking for creative jobs. Millennials (born 1981-1996) are typically motivated by purpose and social impact. They value diversity and inclusion, often seeking jobs where they can make a difference.
Generation Z (born after 1996) are typically motivated by technology and innovation. They value collaboration and teamwork, often looking for jobs that use their creativity and problem-solving skills.

By understanding the different generations and their needs, you can create a workplace where everyone feels valued and engaged, leading to a more productive, creative, and innovative workforce.

Types of Workers in Terms of Engagement

Your company can have three types of employees based on engagement level:

Engaged Employees These employees are enthusiastic, committed, and actively involved in their work. They don’t just do their jobs; they strive for excellence and help the company grow. They take the initiative, propose innovative ideas, and create a positive and collaborative work atmosphere.
Not Engaged Employees These employees are ‘checked out.’ They do the bare minimum and show little enthusiasm for their work. They often feel unappreciated or unchallenged, leading to a weak commitment to their roles.
Actively Disengaged Employees These employees aren’t just unhappy at work; they can harm the company’s culture and productivity. They often feel dissatisfied with their roles, managers, or the company overall, which can stem from various sources. Actively disengaged employees can drain morale and productivity, so addressing their concerns should be a priority.

Transforming Employee Engagement with GFoundry Platform

How can GFoundry help me promote employee engagement?

GFoundry can help promote employee engagement because it offers a comprehensive set of tools and features designed to enhance employee development, foster a positive work culture, and create personalized learning experiences.

Personalized learning with GFoundry

One standout feature of GFoundry is personalized learning. It gives learning materials based on each employee’s needs and style. This means employees get the right training. This helps them stay interested and remember more. By having their own learning path, employees feel more in control. This makes them want to keep getting better.

Gamification for boosting engagement

GFoundry leverages gamification elements to enhance the learning experience and boost engagement. By incorporating game-like elements, such as badges, points, and leaderboards, GFoundry makes learning fun and interactive. Gamification taps into employees’ competitive nature and desire for achievement, driving them to actively participate in learning activities and complete training modules.

Tailoring GFoundry to Your Organization

GFoundry is flexible. You can adjust it to match your company’s special goals and problems. It works for both small startups and large businesses. GFoundry can change as needed. It can easily blend with your current systems and expand with your company. This helps you consistently give great engagement experiences to your employees.

Customizing GFoundry for your organization

GFoundry’s flexibility allows organizations to customize the platform to align with their unique goals, culture, and values. Whether you’re a startup, a multinational corporation, or somewhere in between, GFoundry can be tailored to fit your specific requirements. From branding and interface customization to content curation and reporting preferences, GFoundry can adapt to your organization’s needs, ensuring a seamless and personalized employee engagement experience.

Scalable employee engagement platform

GFoundry grows with your company. This platform can handle more employees and more training as you grow. If you’re adding team members, starting new departments, or going global, GFoundry can easily adjust. Its ability to scale ensures that you can keep offering top-notch engagement to your employees. This holds true no matter your company’s size or how complex it is.

How to measure employee Engagement?

To understand how much your employees care about your organization and its goals, you need both numbers and stories. Here are some ways to measure how engaged your employees are:

1) Employee Engagement Surveys

Surveys are one of the most common methods to measure employee engagement. Tools such as Gallup’s Q12, the Utrecht Work Engagement Scale, or custom surveys can be used.

2) Pulse Surveys

Pulse surveys are fast, frequent updates to check engagement. These small surveys watch for shifts in employee feelings or happiness. This way, managers can handle problems fast. Know more about the pulse survey solution provided by GFoundry.

3) One-on-One Interviews

Managers or HR folks can do one-on-one talks. This can give deeper knowledge about how an employee feels about their job, the company, and how engaged they are.

4) Focus Groups

Like one-on-one talks, focus groups mean a leader talks with a few employees. This can show us the group’s work experience. It can help us understand how engaged the team is in the company.

5) Noticing Behavior

Leaders can look at how employees act to tell if they’re engaged. Happy employees often take the lead, join in with the team, and handle tough times well.

6) Interviews When Leaving

When someone quits, a final talk can give helpful clues. It might not show current team feelings, but it can highlight problems to fix.

7) Using Online Tools

Tools like GFoundry can give helpful data about how employees use it and interact. This can hint at how engaged they are.

8) Looking at Work Results

If workers are more engaged, they often do a better job. Checking work results can show how engaged workers are. GFoundry can assist with this. Now more about orur Performance Evaluation and Career Management solution.

GFoundry’s advanced analytics and reporting features provide valuable insights into your employees’ engagement levels. By measuring engagement metrics, you can identify areas for improvement and track the impact of your engagement initiatives. These data-driven insights enable you to make informed decisions and fine-tune your strategies to maximize employee engagement and overall organizational success.

A brief overview of Employee Engagement

At its core, employee engagement is about the emotional commitment and enthusiasm that employees feel towards their work and organization. It’s not just about satisfaction or happiness; it’s about a genuine connection to one’s work and colleagues. Gallup provides a comprehensive look at this vital concept.

William Kahn, a pioneer in the field, defined employee engagement as the harnessing of organizational members’ selves to their work roles. It’s a multifaceted concept that encompasses motivation, alignment with company goals, and even personal well-being.

But why is employee engagement so important? Engaged employees are more productive, contribute positively to business results, and play a crucial role in customer satisfaction. They’re the lifeblood of a thriving organization, and their impact can be felt across all levels of a business, from the manufacturing floor to healthcare settings.

Measuring employee engagement is a complex task. Surveys are a common method, providing valuable metrics and insights into the organizational climate. But there are also alternative ways to gauge engagement, such as one-on-one interviews, observation, and feedback mechanisms. Forbes offers some innovative methods to explore.

Increasing employee engagement is not a one-size-fits-all endeavor. In sectors like healthcare, strategies might include recognition, clear communication, and fostering a positive work environment. In manufacturing, engagement might be driven by safety, productivity, and innovation. And let’s not forget remote employees, who require specific strategies like regular communication and virtual team-building activities. Harvard Business Review has some great insights on this topic.

Today, various software and tools are available to facilitate employee engagement. From platforms for surveys to tools for recognition, these technologies can be customized to fit an organization’s specific needs. They can even be integrated with existing systems like ERP and business intelligence platforms, making them a versatile asset in the modern workplace.

Leadership, too, plays a vital role in fostering employee engagement. Effective leaders create a culture where employees feel valued, motivated, and aligned with organizational goals. HR strategies can be implemented to raise levels of engagement, and the impact on business performance can be profound.

In brief summary, employee engagement is more than a buzzword; it’s a critical factor in organizational success. From understanding what it is (and isn’t) to recognizing its multifaceted nature, organizations must invest in strategies, tools, and leadership to create a thriving and engaged workforce. The benefits are clear, and the path forward is exciting and full of potential.

Here are some of the most common questions about Employee Engagement and Performance

How does employee engagement affect performance?
Employee engagement directly influences performance by boosting productivity, enhancing creativity, and fostering a more collaborative work environment. Engaged employees are more likely to be invested in their tasks and goals, leading to higher-quality work and fewer mistakes.
What is employee engagement and performance?
Employee engagement refers to the emotional and intellectual commitment an employee has towards their organization, role, and team. Performance, on the other hand, relates to the efficiency and effectiveness with which an employee executes tasks and contributes to organizational goals.
What is the link between employee engagement and performance?
The link between employee engagement and performance is often demonstrated through increased productivity, reduced turnover, and higher employee satisfaction. Engaged employees tend to be more focused and committed, which directly translates into improved performance metrics.
Why is employee engagement important to performance?
Employee engagement is crucial to performance because it creates a virtuous cycle of improvement. Engaged employees are motivated to excel, which boosts their performance; improved performance then leads to more engagement as employees find fulfillment in their achievements.
How can HR measure employee engagement?
HR can measure employee engagement through a variety of methods including employee surveys, performance reviews, 360-degree feedback, and direct observations. Tools like engagement thermometers and advanced analytics platforms can also offer real-time insights.
What are the key indicators of high employee engagement?
Key indicators include high productivity, low absenteeism, proactive communication, strong peer relationships, and a demonstrated commitment to organizational goals and values.
How does employee engagement impact customer satisfaction?
Engaged employees are more likely to be attentive, proactive, and dedicated to providing excellent service, leading to higher levels of customer satisfaction and loyalty.
What strategies can HR employ to improve employee engagement?
Strategies may include regular feedback sessions, employee recognition programs, opportunities for career development, and fostering a strong organizational culture.
How does engagement vary across different roles within an organization?
Engagement can vary based on the nature of the work, level of autonomy, and team dynamics. For example, front-line employees might be highly engaged because of direct customer interaction, while back-office staff may require different kinds of motivation.
What is the relationship between employee engagement and employee retention?
Higher engagement levels are often correlated with lower turnover rates, as engaged employees are more likely to be satisfied in their roles and less likely to seek opportunities elsewhere.
How do remote work conditions affect employee engagement and performance?
Remote work can both positively and negatively affect engagement and performance. While it offers flexibility, it may also lead to feelings of isolation or disconnection if not managed effectively.
What role does leadership play in fostering employee engagement?
Leadership sets the tone for organizational culture and engagement. Effective leaders actively communicate, recognize achievements, and facilitate opportunities for professional growth.
How does organizational culture influence employee engagement?
A positive organizational culture that aligns with an employee’s values can greatly boost engagement. Conversely, a toxic culture can be a significant deterrent to engagement.
What are the long-term benefits of maintaining high employee engagement?
Long-term benefits include increased productivity, higher employee retention, improved organizational culture, and ultimately, a stronger bottom line.
How can technology be used to enhance employee engagement?
Technology can facilitate remote work, offer platforms for recognition and reward, and provide analytics for measuring engagement. Gamification and AI can also personalize experiences to boost engagement.
What role does feedback play in employee engagement?
Regular, constructive feedback can boost engagement by helping employees understand their strengths and areas for improvement, making them feel valued and heard.
How does employee engagement correlate with innovation within the organization?
Highly engaged employees are more likely to be proactive, take risks, and come up with innovative solutions, contributing to the organization’s growth and adaptability.
What are the financial implications of low employee engagement?
Low engagement can lead to reduced productivity, higher turnover, and increased recruitment costs, which all impact an organization’s financial performance.
What is the impact of employee engagement on team dynamics?
Engaged employees often contribute to a more cohesive, collaborative, and productive team environment.
Can employee engagement be too high? If so, what are the drawbacks?
Excessively high engagement could potentially lead to burnout, as employees may overextend themselves, neglecting work-life balance.
How does work-life balance contribute to employee engagement?
A balanced work-life environment allows employees to recharge, reducing stress and boosting engagement when they are working.
What are the most effective rewards and recognition programs for enhancing employee engagement?
Effective programs are often personalized, timely, and tied directly to specific achievements or behaviors that the organization wishes to encourage.
How can employee engagement initiatives be customized for different generational groups in the workforce?
Different generations may have varied preferences for communication, rewards, and career development. Customizing engagement initiatives to cater to these differences can be more effective.

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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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Cultural transformation in companies: what is it and how to do it?

Gabriel Costa — Thu, 08 Jun 2023 08:00:12 +0000

What is cultural transformation?

Cultural transformation is the process of changing the culture of an organization in order to make it more aligned with its strategic goals. This can involve a change in values, beliefs, behaviors and processes.

Cultural transformation can be a challenging process, but it can be very rewarding. When successful, it can lead to significant improvements in organizational performance, such as increased productivity, improved customer satisfaction and reduced costs.

Cultural Transformation is also a complex and extremely strategic process for many organizations. Being inserted in a context where change is the watchword of the day, it is common that companies themselves also have to adapt their internal structure to be able to withstand these changes – whether positive or negative.

The culture should also be aligned with the strategic objectives of the organization. This should be the enabling basis for achieving the defined objectives. Therefore, if the culture does not support the business strategy to achieve the desired results, then it should be reviewed and adapted as soon as possible.

Furthermore, as the external and internal environments change over time, so should the culture be adapted and reinforced when necessary.

There are several reasons that may indicate the need to implement a Cultural Transformation process, such as:

Changes in the Internal Structure
Changes in the Business
Changes in the Strategic Objectives
Changes in the Market where the company operates
Changes in the socioeconomic context

However, the process of Cultural Transformation is not simple. On the opposite side, changing the collective behaviour of an organizational structure is extremely complex and should always be planned for the medium/long term.

There are several steps that organisations should take during a cultural transformation process and they are mostly linked to 3 main phases.

1. Assessment Phase

At this stage, it is important to conduct an internal study in order to understand how the employees perceive the organization’s culture. It is crucial that the assessment is as detailed as possible in order to have a reliable diagnosis. The result of the assessment will be a current snapshot of the company’s culture.

2. Definition Phase

After the Assessment phase, it is possible to define which changes need to be implemented. When the organisation defines which culture is desirable to be observed internally, a comparison is made with the current picture, and guidelines are drawn to enable a cultural adjustment. This adjustment should be made taking into account the objectives of the organisation itself.

3. Implementation Phase

Finally, there is the most practical phase of this process: its implementation. The activities that will allow an adjustment of the organization’s culture should be defined. It is important to bear in mind that this process does not happen overnight or from one week to the next. On the contrary, it is a process that may take some time before new collective behaviours can be observed.

How can GFoundry support my organization in the process of Cultural Transformation?

GFoundry is a digital solution that boosts employee engagement through its gamification engine. Taking a holistic view of all phases of Talent Cycle management, the platform can support essential processes in the management of Talent in your organization.

During the Cultural Transformation process, and being in a phase of Implementation and dissemination of culture with people, it is essential to define how communication will be done. More than just communicating the values with which the company communicates, culture itself goes a bit further.

Internal Communication

Collective behaviour is influenced by the company’s internal communication, which should be aligned with the culture to be implemented. In this way, internal communication becomes an essential factor to successfully carry out a Cultural Transformation process within the organization. Therefore, all interactions that take place between the company and the employee should respect the previously defined standards, so that it is possible to disseminate the values correctly.

Through a solution like GFoundry, you can be in direct contact with employees in a simple and agile way, while at the same time disseminating the values that you want to transmit to all employees.

News Feed

One of the main components linked to internal communication at GFoundry is the News Feed. On the homepage, users can access news posted by their organization (which can be filtered by groups of people). These News items may include content such as internal events, new employees joining, or even themed content related to important days.

Depending on the organization’s strategy, messages can be defined that will be transmitted over time in order to reinforce the intended messages.

Push Notifications

Another essential tool to communicate with employees are push notifications. For example, if you want to implement a culture of closeness, you can send notifications that make the employee feel closer to the organisation, with inspirational stories or messages that encourage a pleasant organisational climate.

Being simple and agile, you can send short messages instantly, which can be filtered for groups of employees.

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Keep on reading: HR Trends: What Will HR Look Like Next Year?

If you would like to find out more about how can GFoundry support your Culture Transformation process, contact us and book a demo!

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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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Navigating Digital Transformation: A Deeper Dive into Transforming Processes and Mindsets

Clara Costa — Mon, 05 Jun 2023 14:31:34 +0000

Understanding Digital Transformation

Digital transformation goes beyond merely adopting digital tools for business operations. It involves a radical rethinking of how an organization uses technology, people, and processes to fundamentally change business performance. GFoundry can be your perfect partner in this journey, providing solutions focusing on four key pillars: Gamification, Social, Cloud, and Mobility.

Holistic Approach: Unifying Processes and Experiences

GFoundry champions a holistic perspective on employee talent management. Its diverse range of modules addresses a wide array of business and HR obstacles. These modules form a cohesive, holistic experience layer that integrates into a broader context, augmenting the potential of individual processes. By combining the fun of Gamification, the networking potential of Social elements, the convenience of Mobile access, and the insights offered by Analytics, GFoundry creates a user experience that is engaging, rewarding, and conducive to enhanced performance and engagement.

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Connect systems, tools and data to empower your workforce in an increasingly digital world! Know more here!

Successful Digital Transformation Strategies

Employee-Centric Model: Driving Engagement and Productivity

GFoundry’s solutions are designed around the employees, the most valuable assets of an organization. The platform encourages an open and interactive environment, enabling personalized career development paths, facilitating social interactions, and promoting a culture of feedback and communication. These features not only uplift employee satisfaction and retention rates but also boost productivity, fostering a culture of continuous learning and innovation that drives digital transformation.

Mobile-First Strategy and Gamification: Reinventing Work

With the workplace progressively untethered from physical spaces, mobile access has become a crucial element in driving efficiency and maintaining continuity. GFoundry’s mobile-first strategy ensures accessibility, letting employees perform their tasks anytime, anywhere. The gamification engine of GFoundry injects an element of fun into work, encouraging engagement and boosting productivity.

Integration: Bridging the Gap between Old and New

GFoundry stands out with its ability to blend with existing platforms like ERPs, business intelligence platforms, and chat apps. This compatibility ensures a seamless transition during the digital transformation process, fostering data consistency, minimizing manual tasks, and enhancing decision-making by providing actionable insights derived from comprehensive data analytics.

Transforming Mindsets: The Cultural Aspect of Digital Transformation

Beyond integrating digital tools, digital transformation involves evolving mindsets. GFoundry helps foster a culture of adaptability, openness, and perpetual learning. Its gamified experiences help employees see their roles as exciting challenges rather than monotonous tasks, thereby facilitating the internalization of the organization’s broader objectives.

Revolutionizing Workplaces

Transformation is not an optional pursuit but a necessity for survival and growth. GFoundry offers a platform that transcends merely digitizing processes—it transforms mindsets and elevates the overall work experience. By gamifying work, promoting an open and innovative culture, and focusing on employee-centric experiences, GFoundry ensures that your organization’s digital transformation journey is not just successful, but also enjoyable.

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Leveraging GFoundry’s Innovative Approach for Enhanced Business Efficiency and Employee Engagement – A Data-Driven Perspective

Digital Transformation Market Growth

According to MarketsandMarkets, the digital transformation market was expected to grow from USD 469.8 billion in 2020 to USD 1009.8 billion by 2025, at a Compound Annual Growth Rate (CAGR) of 16.5% during the forecast period. This underscores the growing importance of digital transformation in businesses worldwide.

Productivity Improvements

A study from the Capgemini Research Institute found that 63% of organizations that had implemented digital transformation efforts reported significant improvements in organizational efficiency and business operations.

Improved Customer Experience

The same Capgemini study found that 58% of organizations experienced better customer satisfaction after implementing digital transformation initiatives.

Gamification Impact

According to a study by TalentLMS, 89% of employees feel more productive when their work is gamified, and 88% say they feel happier at work.

Mobile Usage

As of 2021, 70% of web traffic happened on a mobile device (CIODive, 2021), highlighting the importance of a mobile-first strategy in today’s business operations.

Cloud Computing Adoption

By 2022, up to 60% of organizations will use an external service provider’s cloud-managed service offering, which is double the percentage of organizations from 2018 (Gartner, 2020).

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Working with Human Technology with Ray.BBDM

David Martins — Wed, 31 May 2023 13:53:25 +0000

Last May 23, GFoundry participated in the Fórum RH 2023 with its partner Ray.BBDM.

A digital experience was created for all participants, using the GFoundry platform, which consisted of completing a 4-step mission, with challenges such as watching a video, completing a quiz, completing a set of tasks, and filling out a form to gauge the digital maturity of the participants.

Each of the achievements was rewarded with points and virtual currency. The virtual c0ins could be used to exchange for items in the “Marketplace”, such as discounts on GFoundry projects, consulting services, among others.

In addition to these dynamics, a digital forum was created that allowed the audience to follow the panel “HR as talent advisors for digital transformation” and interact with the speakers.

RAY.BBDM is a leading Human Resources consulting company, created in 2022 as a result of the merger of two companies, RAY Human Capital and BBDM Consulting Services.

It offers customized Talent Acquisition, Assessment and HR Tech Consulting services, using the GFoundry platform to implement projects in the area of talent management and digital engagement.

It is part of the Odgers Berndtson Group, a global reference in Leadership & Talent with presence in 66 offices and 32 countries, operating as a second brand in the areas of Talent Acquisition, Assessment and HR Tech.

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Learn more here: innovation management

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Innovation promotion and management at José Mello Saúde – Case study

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

Innovation Management in Healthcare Case Study

About José Mello Saúde’s Innovation promotion and management program

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

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

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

Innovation with gamification – badges & points

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

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

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

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

Learn more here: gamification

Recognition Dynamics

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

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

Learn more here: recognition

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Employee Engagement: what is it, why is it important?

Clara Costa — Sat, 13 May 2023 13:57:22 +0000

What is Employee Engagement?

Employee engagement is defined as the level of emotional and psychological connection with the company. This connection impacts the relationship with their jobs, their colleagues, and with the organization as a whole. The concept of Employee Engagement has been a hot topic among Human Resources professionals, and is the subject of studies in various aspects, since it is directly related to the well-being and satisfaction of a company’s employees, crucial for their best performance. There are several reasons why you should invest in Employee Engagement. Recognising its value and importance, GFoundry gathered 3 of the most relevant reasons:

1. It is an investment in Productivity

A Gallup study has shown that engagement is an extremely important factor for the productivity of an employee, and even of the teams themselves. This study showed productivity to be around 17% higher in teams that are more aligned and motivated in the organization. In addition, other factors were observed in more aligned and motivated teams, such as higher profitability and customer satisfaction, as well as lower turnover and absenteeism. By investing in engagement, you will be impacting the entire business, and the motivation of all your employees. Productivity can (and should) be measured by setting (and controlling) goals. This process is of crucial importance for managing talent in an organization, and is directly related to the Performance Evaluation of teams and their members. With GFoundry, it is possible to make this process more interactive, giving the employees the possibility of having access, in real time, to the state of completion of the objectives, and subsequently, to the results of their Performance Evaluation.

2. It is an investment in reduction of Turnover

Employee turnover is a common phenomenon in companies, because people change their motivations, goals and even personal ambitions. However, a lower engagement with the organization is directly related to an increase in employee turnover, caused by a lack of alignment and a lower motivation. In the process of an employee leaving, the vacancy will have to be filled. In addition to the resources needed for the recruitment of a new person, resources must be allocated to their training, so that they can perform their duties. With GFoundry, through the results obtained from the Engagement Thermometer module, it is possible to evaluate 9 relevant metrics to measure the motivation and alignment of teams. For example, if a certain team in your organization has a low score on the Feedback metric, action may be needed to correct an existing problem, and thus positively impact employee motivation, consequently reducing turnover.

3. It is an investment in Recruitment

Word-of-Mouth is very powerful, especially for companies that are committed to the well-being of their teams. Therefore, the employee Net Promoter Score* has been gaining relevance in the management of talent in organizations, with efforts being made to try to maximise the number of Promoters in the company, playing a determining role in attracting talent. Additionally, employees who are aligned tend to participate more actively in the organization’s recruitment processes, recommending profiles that they feel are suitable both for the desired roles and for the company as a whole. Finally, the recruitment experience can also be impactful and gamified, having a direct positive impact on your organization’s image. Through Missions, at GFoundry, you can create paths that candidates can take, from getting to know the organization, to quizzes to test their knowledge, or even form submissions. With this, it is possible to create Recruitment Journeys that will differentiate your organization as a talent recruiter, providing an innovative experience for your candidates.

Can GFoundry help me with my employees’ engagement?

Of course it can! GFoundry, as a solution for Employee Engagement, is the ideal tool to work on the engagement of your employees. We transform the entire cycle of talent management of your employees in an impactful experience, through our gamification engine, improving their motivation and connection with the organization. From attracting new talent, through Onboarding processes rich in content and experiences, promoting recognition and feedback throughout their journey, GFoundry covers all crucial stages in the Talent Management within your organization. Through the modules in the platform, it is possible to enrich the experience of your employees, making it inspiring, impactful and gamified!

What is eNPS?

The Employee Net Promoter Score (inspired by the Net Promoter Score to measure the connection with customers) aims to measure the degree of alignment and connection of employees with the organization. The ideology behind it is simple: if you enjoy working for the company, then you will share that experience with other people. The assessment is made through a scale from 0 to 10, in which the employee is asked whether they would recommend the company as a good place to work. Based on the answer, employees are classified into 3 personas:

Detractors (rating between 0 and 6): Employees who could negatively influence the image of the organization as a potential employer;
Passives (rating between 7 and 8): employees who do not influence the image of the organization and have no relevant connection with it;
Promoters (rating between 9 and 10): employees who may positively influence the image of the organization as a potential employer.

The eNPS is then obtained through the difference between the percentage of Promoters and the percentage of Detractors, and can vary between – 100 and + 100. Read more: NPS And ENPS: Why And How To Make Measuring Count

Boost Employee Engagement with GFoundry: A Holistic Approach to Motivation and Growth

Employee engagement is one of the most crucial factors in driving productivity, retention, and overall business success. At GFoundry, we recognize that keeping employees motivated and invested in their work goes beyond standard incentives. Our platform is designed to deeply engage your workforce by offering a dynamic and holistic approach to talent management, backed by advanced technology such as gamification, artificial intelligence (AI), and social interaction features. Here’s how GFoundry can help you elevate employee engagement to new heights:

1. Gamification to Motivate and Reward

Gamification lies at the heart of our platform, transforming routine tasks into exciting challenges. GFoundry’s gamification engine allows you to set up milestones, challenges, and rewards that drive engagement. Employees can earn badges, points, virtual coins, and compete on leaderboards, creating a sense of accomplishment and friendly competition. This not only motivates employees to stay engaged but also reinforces a culture of continuous improvement.

2. Personalized Learning and Development Journeys

Our platform helps create customized learning paths, providing employees with the tools they need to grow within the organization. GFoundry’s personalized development plans allow employees to take control of their careers, while the gamified learning modules ensure that participation remains high. Whether it’s onboarding or skill development, GFoundry transforms learning into an engaging, fun experience, making it easier to track progress and development.

3. Real-Time Feedback and Recognition

Recognition is a key component of employee engagement, and GFoundry makes it simple and intuitive. Employees can give and receive real-time feedback and recognition, helping to create a culture of acknowledgment and mutual support. Our recognition tools enable managers and peers to celebrate achievements, reinforcing positive behavior and boosting morale across the organization.

4. Engagement Thermometer – Measure Well-Being

Understanding employee sentiment is crucial to maintaining engagement. GFoundry’s Engagement Thermometer is an innovative tool that measures happiness and well-being in your organization. By collecting continuous feedback, it provides valuable insights into how employees are feeling, allowing you to take proactive steps to improve engagement and overall satisfaction.

5. Enhanced Internal Communication

Effective communication is key to keeping employees informed and engaged. GFoundry’s communication tools foster collaboration, trust, and organizational culture through interest-based groups, announcements, and corporate communication mechanisms. This ensures that everyone stays connected and aligned with the company’s goals, while also promoting a sense of belonging.

6. Social and Collaborative Features

We offer social features that enable employees to connect, collaborate, and share knowledge with their peers. From idea-sharing modules to interactive challenges, GFoundry promotes a community-driven environment where employees feel heard and involved in shaping the company’s future.

7. Tracking Goals and Performance

GFoundry makes it easy for employees to stay on track with their goals. Through our performance management module, employees can set, track, and achieve both personal and team goals. The integration of OKRs (Objectives and Key Results) aligns individual achievements with broader company objectives, ensuring everyone’s contributions are recognized and valued.

8. Data-Driven Insights

With GFoundry, you gain access to powerful analytics that help you understand what drives employee engagement within your organization. Our platform leverages AI and machine learning to analyze engagement patterns, turnover risks, and skill gaps, allowing you to make data-driven decisions to enhance your employee engagement strategy.

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What is enterprise gamification?

David Martins — Tue, 18 Apr 2023 14:32:52 +0000

Enterprise gamification, also known as business gamification, refers to the application of gamification principles and techniques within an organizational setting to drive employee engagement, improve productivity, and achieve business objectives.

It involves leveraging game elements, mechanics, and design principles to transform work-related activities and processes into more engaging and enjoyable experiences.

In enterprise gamification, game-like elements such as points, levels, badges, leaderboards, challenges, and rewards are incorporated into various aspects of the business environment, including employee training, performance management, collaboration, innovation, and customer engagement. The goal is to tap into the intrinsic motivators of employees, such as competition, achievement, and a sense of progress, to enhance their participation and performance.

Benefits of gamification in organizations

Gamification techniques have gained reputation among talent management professionals in organisations. Gamification is defined as the use of game elements and mechanics such as scores, badges, and levels in processes that are not necessarily games. The possibilities for applying gamification techniques in organisations are unlimited. These techniques can be applied to various areas, starting from employee training, to their goals management, and going all the way to the socialisation between different members of teams or tribes. There are many examples of companies that have successfully applied gamification techniques in their internal processes, generating promising results in terms of the connection between the employee and the organization, but also with very positive results in the teams’ general performance. You may consult one of the examples here. Gamification has a considerable impact in 3 extremely important areas in People Management:

1. It has an impact on Employee Engagement

The application of gamification techniques in company processes allows employees to feel more connected to the organisation, since their experience includes a set of formal work activities, along with leisure and more informal activities. Therefore, the dynamisation of contents and activities enables a more interactive and fun environment to be created. Additionally, this connection also allows them to achieve higher performance levels. This dynamisation of contents carried out within the scope of their normal work functions enables the experience of employees to be more interactive and fun, making them more connected to the organisation as a whole. This connection allows employees to obtain higher performance levels (around 17%), also contributing to reducing turnover.

2. It has an impact on Knowledge Acquisition and Retention

The possibility of gamifying the learning content of employees allows, right from the start, for a greater interest in acquiring knowledge due to its differentiating element compared to other types of training. One example of gamification in training content can be through quizzes, where the employee may have to play various levels and/or game modes until they become an expert on the topic. Through game dynamics, the employee will feel constantly challenged, always seeking more information to reach the final goal. In addition, together with the use of the microlearning methodology, it is possible to convert complex and long contents into knowledge capsules, allowing the employee to retain knowledge more effectively.

About Microlearning

Microlearning is a learning approach whose strategy is to deliver relevant content in small, highly focused blocks on the topic to be addressed. It is the ideal way to find quick answers to specific problems.

Key features:

Duration: As the name implies, microlearning is fast. The basic idea is that a training module can be completed in about five minutes. However, there are no hard and fast rules – it is all a matter of need and context.
Focus: each formative module provides a focused answer to a single problem or question.
Variety: microlearning content types include quizzes, video, audio podcasts and other documents.
Optimised for mobile.

3. It has an impact on the organisation’s social well-being

One of the most important components of gamification is the element linked to scores, which can be used in rankings between employees, or even between teams and tribes. Rankings contribute to the stimulation of healthy competitiveness for an organisation, generating stronger interactions between employees, and contributing to their greater productivity. In addition, gamification brings a more fun and interactive element to the employees’ experience, contributing to their well-being in the normal course of their work, while conquering all previously defined objectives.

How can GFoundry be the answer you are looking for?

GFoundry is a digital solution that, through gamification techniques, boosts the engagement and performance of your employees. Through our Gamification Engine, you can apply different game components that reward your employees through their actions within the platform. For example, in the Learn Module, employees can access content such as PDFs, videos or quizzes that award points and virtual coins according to the viewing of that content. The points represent the basis for the rankings of employees, teams and tribes. Virtual Coins represent the available balance that users can use to exchange for items in the Market Module. Some examples of successful use of the Market Module are the possibility for employees to exchange the Virtual coins for company merchandising, vouchers in shops, or even contributions to social causes. Through the gamification of already recurring processes, employees can have a much more interactive experience, impactful and aligned with the general objectives of the organisation. In the end, you can access real-time information about their engagement!

Get to know our Modules and book a demo with us! Read more in this article from BND.

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7 Tips to promote work-life balance

Gabriel Costa — Mon, 10 Apr 2023 09:54:31 +0000

Promoting Work-Life Balance Tips

Work-life balance is a challenge for everyone. Even though each job is different in terms of its hourly demands, the truth is that a large part of the day is filled with professional life. However, the topic has been increasingly discussed within organisations due to increased concern about workers’ mental health. The lack of this balance can lead to problems such as lack of productivity, demotivation, and even the departure of an employee from the organisation, leading to an unwanted increase in turnover. In a pandemic context, with remote work being an option much more used by most people, the line that separates the professional and personal life is no longer the distance between home and office, having converged to the same physical space. With this, it has become even more important to ensure a psychological balance between work and leisure. Therefore, we have gathered 7 tips to work on this topic in your organisation, in order to promote a more sustainable balance for your employees:

1. Make a Diagnosis

Before working on a subject like mental health, it is necessary to make a diagnosis of your company’s current situation. In this diagnosis, it is important to understand how people deal with the separation between their professional and personal life. Some key questions could be about their daily habits, other activities in their life and wellbeing habits. This diagnosis makes it possible to identify the main problems and implement solutions adapted to the real needs of your employees. Furthermore, different teams are made up of different people, with different working methods, who may have different problems for which adapted solutions are needed. With GFoundry, through Contributions, you can share well-being forms that can be filled in by all employees in your organisation. This way you have access to key information about how your people feel, what problems they experience, and what needs they have in their context.

2. Promote education on the topic

Once the issues have been identified, it is crucial to disseminate information on the topic of work-life balance. Some options are organising webinars on work-life balance or sharing newsletters on wellbeing. The aim is to ensure the sharing of tools that employees can use to identify their needs and subsequently take action so that they can improve their wellbeing. At GFoundry, through the Learn Module, besides being able to integrate all your employees’ training content, you can also insert new categories with wellbeing content to which users can have access whenever they need it.

3. Implement well-being activities

Besides promoting knowledge on the subject, it is also crucial to demonstrate its practical side. Promoting physical and/or psychological wellbeing activities allows your employees to pay more attention to their own wellbeing, having healthier lifestyles. Some examples could be joint physical exercise classes (in person and/or online), healthy cooking classes, yoga sessions, among other possibilities – possibilities that may come from suggestions left by your own employees in the diagnosis phase. On the GFoundry homepage there is a News Feed where you can communicate all the scheduled activities, allowing your employees to always be aware of the wellbeing agenda within your organisation.

4. Use flexible working to your advantage

Giving your employees the possibility to have more flexible working hours is an important tool for the well-being of your employees. There are several possibilities regarding flexible working policies in organisations. Whether it is through flexible starting and ending times, the possibility to choose working hours freely or even not having defined working hours but rather objectives to be accomplished, allows your employees to reconcile their professional life with their personal issues in a simpler way. Employees can fulfil their tasks and still be present at important family moments, do physical activity at a time that is more beneficial to them, or enjoy leisure moments that are necessary for their well-being. With GFoundry’s Goals Module, it is extremely simple to manage your team’s objectives through the OKR – Objective Key Results – methodology. Having all your objectives on your mobile phone, and even having access to their completion status, it is much easier for your employees to manage and achieve their goals.

5. Use remote work to your advantage

Together with the flexibilization of work, the possibility of being in telework allows the employee to better manage his personal life conciliated with his professional life. Whether it is because their children are sick, or because a doctor’s appointment has been scheduled for mid-morning, the possibility of being on remote work allows the employee to meet their personal schedule while still being productive for their organisation, and not disrupting the normal flow of work. In addition, some studies show that employees can increase productivity rates by 13% when working from home. GFoundry, being a multi-platform solution, allows employees to access its contents anywhere – either through their computer or through their mobile phones.

6. Promote discussions on the subject

Even more important than promoting a culture of wellbeing and balance, is to implement a culture of open discussion about the issue. Ensuring that people can discuss the issue openly with their colleagues and superiors allows employees to feel comfortable discussing any need they feel, preventing the issue from escalating. Through GFoundry’s Engagement Thermometer, it is possible to constantly and periodically analyse metrics such as work-life balance, alignment, feedback, satisfaction and well-being, among other essential metrics to understand how your teams feel.

7. Lead by example!

Finally, it is important to demonstrate to employees that this balance can and should be promoted by anyone within the organisation. It is not only important that teams use all the tools at their disposal, but that their leaders can also encourage their peers to promote a culture of wellbeing and balance. At the end of the day, employees feel more motivated and productive, ensuring better results for the organisation as a whole. Would you like to promote a better balance between the professional and personal life of your employees with the help of GFoundry? Learn more about our solution and book a demo with us! Read more: How to promote a good work-life balance for employees post-COVID-19

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Promote & manage Sustainable Development Goals

Martin Rocha — Tue, 28 Feb 2023 12:36:11 +0000

What are the Sustainable Development Goals (SDGs)?

The Sustainable Development Goals (SDGs) were adopted by the United Nations in 2015 as a universal call to action to end poverty, protect the planet, and ensure that all people live in peace and prosperity by 2030.

Achieving these goals will require the combined efforts of governments, private organizations and individuals. For this reason, many companies are looking for ways to promote and manage the Sustainable Development Goals within their organizations.

One tool that can help companies do this is GFoundry, an integrated digital platform that can support sustainable development initiatives across the enterprise.

GFoundry is a cloud-based platform that offers a range of features to help companies manage their sustainability initiatives.

Some of GFoundry’s key features that can help your company to promote and achieve Sustainable Development Goals

1. Goal setting and tracking

The platform enables companies to set sustainability goals and track progress toward achieving them.

By setting specific goals and regularly monitoring progress, organizations can ensure they are on track to meet their sustainability goals and helps ensure that efforts are targeted, effective, and lead to better results.

You can use our OKR software module. Know more here.

2. Communication and Collaboration

GFoundry enables employees to communicate and collaborate on sustainability initiatives.

This feature enables the sharing of ideas, knowledge and best practices, leading to more effective and efficient sustainability efforts.

3. Learning and development

GFoundry provides employees with access to sustainability training and learning resources.

This feature can help increase awareness and knowledge of sustainable development goals and best practices, leading to more effective sustainability initiatives.

GFoundry uses a microlearning-based approach. Microlearning is a learning approach whose strategy is to deliver relevant content in small, highly focused blocks on the topic to be addressed.

4. Data collection and analysis

GFoundry platform can collect and analyze data on sustainability-related activities, enabling companies to identify opportunities for improvement and measure the impact of their sustainability initiatives.

Also, we can integrate with almost all most used platforms that you may have, to share data and turn it into knowledge.

5. Gamification

Gfoundry platform offers gamification features that can help motivate employees and increase engagement with sustainability initiatives.

By turning sustainability efforts into a game, companies can make sustainability fun and engaging, increasing employee participation and engagement.

Some more practical examples!

Here are some practical examples of how GFoundry can help promote and manage sustainable development goals in your company:

1. Reducing energy consumption

GFoundry can help companies reduce their energy consumption by setting specific goals for energy savings and tracking progress toward those goals. The platform can also be used to monitor energy consumption data and identify areas for improvement. Employees can be motivated to participate in energy-saving initiatives through gamification features such as challenges, leaderboards, and rewards.

2. Waste reduction

GFoundry can help companies reduce waste by setting waste reduction goals and tracking progress toward those goals. The platform can also be used to collect data on waste generation and disposal so that companies can identify opportunities for waste reduction. Gamification features such as recycling challenges and waste reduction competitions can be used to motivate employees to participate in waste reduction initiatives.

3. Sustainable Procurement

GFoundry can help companies promote sustainable procurement practices by setting sustainable procurement goals and tracking progress toward those goals. The platform can also be used to collect data on procurement practices and identify areas for improvement. Employees can be trained on sustainable procurement practices through the platform’s learning and development features.

4. Sustainable Transportation

GFoundry can help companies promote sustainable transportation practices by setting goals for reducing the carbon footprint of employee transportation and tracking progress toward those goals. The platform can also be used to collect data on transportation practices and identify opportunities for improvement. Employees can be encouraged to use sustainable transportation options such as public transit, carpooling, or biking through gamification features such as challenges and rewards.

5. Employee engagement

GFoundry can help companies engage their employees in sustainability initiatives by providing a platform for communication and collaboration on sustainability-related topics. Employees can share ideas and best practices for sustainability and participate in gamification features such as sustainability contests. The platform’s learning and development features can also be used to train employees on sustainable development goals and best practices.

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Recognition – Companies that invest intelligently have 5 times more ROI per employee

David Martins — Fri, 24 Feb 2023 14:35:36 +0000

Introduction

What is employee Recognition?

Employee recognition refers to the formal or informal acknowledgment of an employee’s behavior, effort, or business result that supports the organization’s goals and values. Recognition can take many forms, including verbal praise, awards, certificates, public acknowledgment, promotions, or other benefits and perks. The primary aim of employee recognition is to reinforce certain behaviors, practices, or activities that result in better performance and positive business outcomes.

Recognition is a fundamental human need and plays a crucial role in the workplace for both the employer and the employee. For the employer, recognizing employees can lead to increased productivity, lower turnover, and higher customer satisfaction. For employees, it can lead to higher job satisfaction, increased motivation, and a better overall work environment.

The act of recognition can be both formal and informal:

Formal Recognition: This often occurs during set intervals, such as during annual award ceremonies, monthly team meetings, or performance reviews. It usually involves tangible rewards such as bonuses, promotions, or certificates.
Informal Recognition: This is more spontaneous and can occur at any time. It can be as simple as a manager publicly praising an employee during a meeting or as elaborate as a surprise celebration for a team that has just completed a major project.

Effective employee recognition is timely, specific, and aligned with the company’s values and goals. It’s not just about rewarding the outcome but also recognizing the effort and behavior that leads to that outcome.

The Importance of Recognition in the Workplace

Employee recognition is not just a nice-to-have; it’s a must-have in today’s competitive business environment. Recognizing employees for their contributions fosters a positive work culture, increases engagement, and ultimately drives business success.

The need for approval and recognition is part of human nature and is present in the various dimensions of life, with great relevance in professional activity where we are naturally more exposed nowadays. If it is legitimate to expect that someone notices, that someone speaks (well) of the subject, the action, the project or the result, as social beings that we are, we feel and it affects us positively if we are valued for the achievements made, if we are recognised for the performances and achievements, and if our talents are recommended.

According to the *aberdeen group, “best-in-class companies are 22% more interested in considering recognition programs to be extremely valuable to their success and it’s easy to see why from the following chart with the ROI of the benefits of adopting peer social recognition programs:”

The Link Between Recognition and ROI

Studies have shown that companies that invest intelligently in employee recognition see up to 5 times more ROI per employee. This is not just a correlation but a causation, as recognition directly impacts employee productivity, retention, and overall well-being.

The Current State of Employee Recognition

Traditional Methods of Recognition

Traditional methods like annual awards or bonuses are becoming less effective. They are often seen as obligatory rather than genuine forms of appreciation.

The Shift to Modern Recognition Strategies

Modern recognition strategies focus on real-time, personalized recognition that aligns with company values and goals. Discover GFoundry’s innovative real-time recognition solutions.

The ROI of Intelligent Recognition

Quantifying the Benefits

Intelligent recognition programs can lead to a 20% increase in employee engagement, which in turn can result in a 15% increase in productivity.

Case Studies and Examples: Companies Excelling in ROI Through Recognition

Google: Peer-to-Peer Recognition Program

Overview

Google, known for its innovative workplace culture, has a peer-to-peer recognition program where employees can publicly acknowledge and reward their colleagues. This program is not just limited to monetary rewards but also includes public praise and other non-monetary benefits.

Impact on ROI

Google has reported a substantial increase in employee engagement and productivity since the implementation of this program. The company has seen a 37% reduction in employee turnover, which translates to significant cost savings and a higher ROI.

Salesforce: #SalesforceOhana Culture

Overview

Salesforce has a unique recognition culture encapsulated in its #SalesforceOhana program. Employees are encouraged to live the company’s values and are recognized for doing so in various ways, including social shout-outs, badges, and even paid time off for volunteering.

Impact on ROI

Salesforce has seen a 21% increase in sales productivity and a 40% reduction in the onboarding time for new employees. This has led to a substantial increase in ROI, making their recognition program a cornerstone of their business strategy.

Hilton Hotels: Catch Me at My Best

Overview

Hilton Hotels runs a program called “Catch Me at My Best,” where guests and employees can recognize any employee for going above and beyond. Recognition cards are publicly displayed, and monthly prizes are awarded.

Impact on ROI

Hilton has reported a 25% increase in customer satisfaction scores and a 22% increase in employee engagement scores since the program’s inception. This has led to increased customer loyalty and reduced employee turnover, significantly impacting ROI positively.

DHL: Employee of the Month

Overview

DHL has a global “Employee of the Month” program where employees are nominated and voted for by their peers. Winners receive a certificate, a pin, and a financial reward.

Impact on ROI

DHL has seen a 15% increase in employee engagement and a 10% increase in customer satisfaction since implementing this program. The program has also reduced turnover rates, leading to lower recruitment costs and higher ROI.

Key Takeaways

Employee Engagement: All the companies saw a significant increase in employee engagement, which directly correlates with higher productivity and, consequently, higher ROI.
Reduced Turnover: Lower turnover rates mean lower recruitment costs, which is a direct contributor to ROI.
Customer Satisfaction: Companies like Hilton and DHL have seen increased customer satisfaction, which leads to customer retention and higher ROI in the long term.

Key Components of an Intelligent Recognition Program

Customization and Personalization

One size does not fit all when it comes to recognition. Customizable programs allow for a more personalized approach, which is more impactful.

Real-time Feedback and Recognition

Immediate recognition is more impactful than delayed recognition. Real-time feedback mechanisms can make this possible.

Integration with Existing Systems

Integrating the recognition program with existing HR and ERP systems can streamline the process and make it more efficient.

The Role of Technology in Intelligent Recognition

Gamification and Employee Engagement

Using game-like elements can make the recognition process more engaging and fun for employees.

AI-Driven Recognition Systems

Artificial Intelligence can help in automating the recognition process, making it more timely and less biased.

Data Analytics and Performance Metrics

Using data analytics can help in measuring the effectiveness of the recognition program, thereby allowing for continuous improvement.

How to Implement an Intelligent Recognition Program

Planning and Strategy

Before implementing a recognition program, it’s crucial to plan out the strategy, including the goals, budget, and resources needed.

Execution and Monitoring

Once the plan is in place, the next step is execution. This should be followed by continuous monitoring to ensure the program is on track to meet its goals.

Continuous Improvement

Based on the data collected, the program should be regularly updated to ensure it remains effective.

Measuring Success: The Engagement Thermometer

What is an Engagement Thermometer?

An Engagement Thermometer is a tool that measures the level of employee engagement and well-being in an organization.

How it Affects ROI

Higher engagement levels as measured by the Engagement Thermometer are directly correlated with higher ROI.

The Future of Employee Recognition

As technology continues to evolve, so will the methods for employee recognition. Companies that invest intelligently in this area will continue to see significant ROI.

Final Thoughts on Maximizing ROI Through Intelligent Recognition

Investing in intelligent recognition is not just good for employees; it’s good for the business. The ROI speaks for itself.

Unlocking the Power of Intelligent Recognition with GFoundry’s Dynamic Solutions

At GFoundry we recognise the importance of these programmes and offer dynamic solutions through a specific module – Recognition – from which the company identifies people (and competencies) and promotes a culture of internal recognition (before the market does so and the best talents leave). We answer questions such as:

Who do I want to publicly recognise?
What attitudes and behaviours should I recommend?
What feedback do I receive?
What is my company’s competence map?

With this module you can create an internal recognition programme in which each employee can recognise and be recognised in the following areas:

Acknowledgement and peer feedback with stars and comments;
Behavioural competencies (the so-called soft skills)
Technical skills (so-called hard skills).

Making skill maps

Have you ever imagined the advantage of making skill maps and using advanced statistics? You can do all the knowledge management of your human capital through analytics, and make more informed decisions.

You can also identify the right people for specific assignments with the available data. Sharing know-how facilitates organic engagement and promotes collaboration for everyone in the business, and this is an important differentiating factor in companies and organisations.

To ensure the success of a recognition programme, we just need an enabling culture with the right tools And because the GFoundry platform is multi-module, all the modules available in the solution can connect with each other. As an example, a recognition programme could easily be linked to an emotional skills training programme using the Learn Module.

The Association with the Market Module and the power of Gamification

Associating the Market Module with a recognition programme can reinforce the effectiveness of actions through the provision of benefits and some privileges.

Virtual coins can be attributed to each user for certain actions or for the achievement of certain goals and objectives, leaving it literally in the hands of employees to exchange them for items available in the Marketplace module, which in this case means complements or prizes provided to employees, such as vouchers, extra days of holidays, leisure experiences, social responsibility actions such as donations or participation in charitable activities, among others that are already part of your organisation’s portfolio.

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What is Learning & Development (L&D)?

Martin Rocha — Fri, 03 Feb 2023 16:45:49 +0000

The definition of Learning & Development (L&D)

Learning & Development (L&D) refers to the process of acquiring knowledge, skills, and competencies by individuals within an organization to enhance their performance and contribute to the overall success of the organization. It encompasses activities and initiatives designed to facilitate learning, training, and professional development for employees.

L&D initiatives are aimed at improving the capabilities and effectiveness of employees at various levels, from entry-level positions to leadership roles. The focus of L&D is not only on formal training programs but also on continuous learning, which can occur through various channels such as workshops, seminars, e-learning platforms, on-the-job training, mentoring, coaching, and self-directed learning.

Much has been said and written about the new way forward with regards to “learning” and the class room paradigm. Whether you adopt the modern school of thought or even take it to a new level with the “Flipped Classroom”, there is no doubt change is in the air. We would go further and state “change is mandatory”!

Education should not be a one-time event but a lifelong experience, it should be less passive and much more “hands on”. Additionally, education must empower students to succeed not just in school but in all scopes of their life.

In order to change behaviours, and especially when we talk about organisations that aim to change an internal behaviour, it takes more than some trainings to change mindsets.

What’s the main keys to influence change

The first key to influence change is through effective Internal Communication. In order to align a mindset throughout the organisation, it is important to have channels in which you can spread messages and content to your employees.

The second key to influence change in behaviours is through the learning experiences that organisations can provide in order to promote certain behaviours and/or ways of working.

Through the concept of Microlearning, you can create knowledge pills that employees have access throughout their time in the organization.

The key to spread learning content is to not fill employees’ time with learning content to acquire in a short period of time, but rather provide them small amounts of knowledge through their journey in the organisation. This way, the retention of the content will be much higher. Also, the addition of gamification elements will increase the engagement of employees when acquiring the knowledge.

How can GFoundry support me in changing Learning & Development behaviours in my organisation?

GFoundry joins these forces of change and believes in creating simple and engaging learning tools. Workplace gamification done well is a fusion of design, psychology, and analytics to create experiences that employees find fun and stimulating, with amazing gains for all!

Through our Learn Module, it is possible to have quizzes, with 4 different game modes, where employees can either test their knowledge on a certain area (for example, the values of the organisation), or they can also challenge their colleagues for battles.

This type of dynamic will increase the interest in consuming this content, but will also promote interaction among the organisation.

Finally, since GFoundry is available on Mobile, you can use Push Notifications to send short messages to your employees in order to reach them in a more effective way.

About Microlearning

Microlearning is a learning approach whose strategy is to deliver relevant content in small, highly focused blocks on the topic to be addressed.
It is the ideal way to find quick answers to specific problems.

Key features:

Duration: As the name implies, microlearning is fast. The basic idea is that a training module can be completed in about five minutes. However, there are no hard and fast rules – it is all a matter of need and context.
Focus: each formative module provides a focused answer to a single problem or question.
Variety: microlearning content types include quizzes, video, audio podcasts and other documents.
Optimised for mobile.

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Pierre Fabre – gamification for marketing and training purposes!

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

The common space to manage talent with proximity

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

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

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

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

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

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

Woitek Szymankiewicz, Closer Consulting Partner

Performance evaluation

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

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

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

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

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

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

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

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

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

Training

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

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

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

Know more about GFoundry’s eLearning and Training here.

Onboarding

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

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

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

Know more about GFoundry’s Onboarding Solutions here.

The thermometer that measures satisfaction

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

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

Know more about GFoundry’s Pulse Surveys Solution here.

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Data Science Certification (DSPA)

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

What is the Data Science Portuguese Association (DSPA)?

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

What is the main objective of the DSPA?

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

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

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

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

Guilherme Ramos Pereira, Executive Director at DSPA

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

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

The Association has as its main objectives:

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

What makes the DSPA application so different and innovative?

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

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

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

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

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KPIs Gamification – Turn your teams’ performance into a game

David Martins — Thu, 31 Mar 2022 13:56:55 +0000

What is KPIs Gamification?

KPIs Gamification is the use of game design elements to make Key Performance Indicators (KPIs) more engaging and motivating. This can be done by using elements such as points, badges, leaderboards, and challenges.

Gamification for KPI Improvement

GFoundry is a leading digital solution for Employee Engagement through gamification. With our gamification engine, you can reward your community by defining goals, creating medals, building an ecosystem of virtual coins, providing competitions for various scopes, among other tools that add game elements to the employee’s journey in your organisation. All these dynamics, when designed with a strong narrative and consistent with the organisational culture, can play an essential role in motivating employees, making their experience in the organisation much more dynamic and interactive.

Challenge: Turn your teams’ KPIs into a game!

With the KPI’s Competitions Solution, you can create competitions using your own data, and make your teams more aligned, motivated and resilient, creating individual, tribe or team dynamics. Competition data can be easily updated through XLS files, or through external data integrations via API with other platforms.

What is Gamification?

Gamification is defined by the introduction of game elements in non-game contexts. Some of these elements may be medals, points, rewards, among other examples. The use of gamification may increase employee engagement. In addition to stimulating a more dynamic work environment, gamification may also contribute to greater interaction between employees, increasing their productivity and performance. In fact, several studies have already proven that increasing employees’ connection with the organisation has a direct impact on their productivity, and also on the probability of employee retention in the medium/long term.

Four examples of competitions using different KPI’s

1. Commercial Teams: measuring sales, contacts and other objectives

Commercial teams in organisations are responsible for sales processes. Therefore, their goals are usually linked to sales volume, number of contacts made, number of contracts signed, among other examples. With GFoundry, you can create monthly sales competitions, where the best performing employees can receive medals and rewards for their performance!

2. Call Centers: measuring the number of contacts and their effectiveness

In call centers, employees have concrete goals regarding the level of contacts they must make or respond to during their work period. Thus, it is important to motivate employees to be efficient in each of their calls. With the GFoundry platform, you can create competitions for the performance of call center employees by the number of contacts made by each one, or even divided into teams. For example, the competition may be organised by teams, in which each team gathers the number of contacts made by each individual member of the team. At the end, the team can be rewarded and recognised for its performance, while at the same time allowing for greater interaction between team members so that they can achieve the desired results.

3. Transports: Measuring performance of the deliveriees

The success of a transport company is measured, in part, by the performance of its deliveries. Therefore, it is essential that the incidences of driver deliveries are reduced to a minimum, so that the level of customer satisfaction is as high as possible. With GFoundry, you can create competitions between drivers for the lowest incidences! This way, the ranking can position the drivers in ascending order of number of incidences per month, ensuring that you can reward and recognise the employees with the lowest number of incidences in their deliveries. You can see the example of DPD Portugal here.

4. Technical Teams: measure the performance of support services

In technical or support teams, the biggest challenges are linked to solving errors and problems in a given technical structure (better known as troubleshooting). In order to motivate employees to solve more errors, and more efficiently, with GFoundry you can create competitions for the highest number of errors solved by each employee in a given period, in which you can reward and recognise the employees with the highest performance. This dynamic can have a significant impact on the response capacity that the technical teams can guarantee to their clients.

5. Onboarding and Adoption of new Software

The GFoundry platform can help you implement an easy-to-use and impactful solution, making your new software adoption easier to achieve. With our gamification engine and the Competitions Module, you can set goals in your new software adoption processes, and reward the people and teams that achieve those goals the fastest. All these dynamics, when designed with a strong narrative and consistent with the organizational culture, can play a key role in motivating and aligning your employees, making your onboarding and adoption experience much more dynamic and interactive. Know more here!

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Employee Referral: What is? What are the benefits?

Gabriel Costa — Tue, 22 Mar 2022 14:46:12 +0000

Supercharge your recruitment with GFoundry’s employee referral programs. Discover innovative strategies for talent acquisition!

What is the importance of an employee referral programme?

For an organisation to maintain its growth rate at adequate and desirable levels, it is important to have the most relevant open positions filled with the appropriate people for the functions they have to perform. Having the right employees for each function makes a huge difference in individual performance and in the performance of the organisation as a whole. One of the actions that can enhance the effective maintenance of all these processes is the implementation of an employee referral programme.

What is an example of an employee referral?

It is a programme that uses as a resource the recommendations of current employees to fill open positions in recruitment processes or even to leverage recommendations for internal movimentations. Examples of an employee referral:

Promotions;
Salary increases;
Changes of Sector;
Changes of Function.

It is common that a referral program does not eliminate the steps established for traditional selection processes, only certifying a recommendation to HR, being a different way to validate a candidate and keep the levels of motivation and involvement of the community at higher levels. Furthermore, associated with a rewards programme, it is common for the employee who refers another professional to receive a reward when the same is validated by those responsible for the process. Read this study to learn more.

Why are employee referrals?

The referrals can come from anyone inside the company who knows someone—either personally or professionally—who they believe would be a good fit for a role.

What are the benefits of referral?

6 advantages of a referral program:

Shorter time to complete the process
Lower cost per hire
More motivated new employee
Increased talent retention
Improvement in the organisational environment
Ability to discover hidden talents

In an immediate way it is possible to increase productivity, motivation, involvement and the feeling of belonging, besides the position being filled with a professional aligned to the cultural fit of the organisation. Read more: Employee Referrals: Key Source for Talented Workers

How do you ask for an employee referral?

1. Communication

Communication is a key element for the success of any initiative. Firstly, it is important to communicate the purpose and objectives of this programme, so that it is clear to employees what the importance of their role will be. In addition, it is crucial to indicate what shape this programme will take in the company: will it be for open positions? Will it be a programme to recommend changes in employees’ positions? Finally, if there is a rewards programme for recommendations that become positive and beneficial to the organisation, it is also important to communicate the benefits to employees. GFoundry has several Internal Communication tools that allow to disseminate content in a clear and agile way. In addition to the News Feed, where there may be more extensive content, with graphic support, push notifications can also positively impact the reach that the communication will have on the organisation as a whole.

2. Management of the Process

The referral process should be simple and intuitive for all employees who want to refer. In GFoundry, you can use the Contributions Module for this purpose. By creating a recommendation form, you can include fields where you collect relevant information about the recommended candidate (e.g., Professional experience, link to their LinkedIn profile, Qualifications…), and their contact information. This way, all information about recommended candidates is centralised and available for the HR team to consult. For employees, this form can always be available so that they can recommend candidates whenever they know of an opportunity.

3. Feedback

In a referral programme, it is crucial to provide continuous feedback to referring employees in order to keep the programme alive, credible and fair. The GFoundry solution has tools geared towards this goal. In the Contributions Module, in addition to the possibility of changing the status of each referral, it is possible to write a justification for closing a process when the proposed candidate does not make sense for the organisation. As an example, in the first instance, a candidate’s recommendation may be pending approval by Human Resources. When the candidate goes through the application screening, the HR team may validate or refuse, and the employee will have access to that result. In this way, you will know whether you can access the reward associated with the programme.

4. Awarding

One of the most effective ways to stimulate employee participation in this type of programme is through rewards. Therefore, it becomes important the design and implementation of a reward dynamic aligned with the objectives and performance of the person that references. Thus, when a candidate proposed by an employee is hired, the referrer should be rewarded. GFoundry, through its powerful gamification engine, allows the attribution of rewards to employees through their actions on the platform. For example, when an employee submits a recommendation for a potential candidate, they may receive initial compensation for their effort. Later, if the candidate becomes an employee of the organisation, the referrer may receive another reward for the success of their recommendation!

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The key trends in HR for 2023

Clara Costa — Thu, 24 Feb 2022 11:15:29 +0000

As a new year begins, and we enter a new phase of the pandemic that has affected all kinds of businesses in recent years, there comes a time to look at what may lie ahead.

In this type of period, when we are at the beginning of a new cycle, both in terms of calendar, society and way of working, it is frequent to share opinion articles on various topics, written by various specialists from different areas.

At GFoundry we are constantly aware of the trends described by specialists, namely those that are directly related to Talent Management in organisations – a subject that is part of our genesis.

That is why we have put together a set of the most mentioned trends described by experts in the field for 2023.

1. A more hybrid workplace

It is inevitable to state that hybrid working models are here to stay.

Despite being a trend already identified by many pre-pandemic studies, the truth is that remote work obligations have accelerated the process.

According to an Accenture study, 83% of employees prefer to have a hybrid working model, in which there is a balance between the use of the office and each employee’s choice of where they prefer to work (Accenture, 2021).

This trend brings challenges to any organisation, especially when it comes to managing their teams remotely. Therefore, it becomes essential to define agile communication channels and processes that allow any employee and manager to keep in touch, and ensure that all tasks are fulfilled.

For this, the use of a platform like GFoundry becomes crucial! Besides allowing a simpler internal communication, through push notifications and news, it also allows, in a very agile way, to manage all the training, the employees’ goals through the OKR (Objective-Key Results) methodology, and also to create and manage processes a little more complex such as Onboarding, Performance and Potential Evaluation, Recognition and Feedback programs, among others. Click here to get to know in detail our solutions!

2. Digital Skills in the Top 10 Essential Skills

If there is one thing that the pandemic has taught us abruptly, it is that nowadays it is extremely necessary to know how to work with digital tools.

Even though there are processes that are inevitably physical, most of today’s functions are linked to digital platforms.

As companies’ technology structures expand, employees are required to learn, very quickly, how to interact with these platforms and how to use them to perform their jobs – which is not always an easy task.

However, a platform like GFoundry can help in this process. Our solution can work as an aggregator of all existing platforms in the organisation. Get to know more here.

With information centralised at a single digital address, it becomes considerably easier for employees to access the entire technology structure of the organisation in one place – without complications.

3. Employee well-being as a priority

Since the most critical pandemic period, the well-being of employees has become a very strong concern for managers.

Even with the gradual return to normality, it is indisputable that investment in the well-being of teams has shown positive results in the performance of organisations.

According to a Gartner study, 94% of companies interviewed have made significant investments in wellness programmes for their employees.

To facilitate the creation of these programmes, GFoundry can be a powerful tool. Through the Learn Module, you can make wellness content available to your employees on a frequent basis!

You can also create initiatives (with or without reward mechanisms) that promote interaction between peers related to the promotion of healthy living habits, the promotion of regular exercise and healthy eating, social projects to raise funds for causes, among many others.

In addition, the GFoundry platform also has free Curated Content made available to all customers, with wellbeing categories available to use and share with employees.

Would you like to discuss these and other trends? Talk to us and book a demo!

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Incorporate data from other platforms into GFoundry

Gabriel Costa — Tue, 04 Jan 2022 15:15:09 +0000

Data Integration with GFoundry: Platforms and Benefits

Nowadays, all organisations need to have an holistic view of the systems that support their activity. Naturally, for the effective management of all the processes that ensure the daily tasks, companies have a wide range of information systems for different purposes.

When it comes to talent management, the trend is no different. The management of people has led to other needs arising, such as the management of their training, the management of their schedules, their tasks, and even more administrative issues, such as salary management.

In organisations with larger structures, the challenges are also greater. Given their complex structure, and even due to the very different needs, it becomes almost impossible not to have several platforms, each one addressing a certain challenge.

This means that, at some point, it becomes a challenge for any employee to have to work with different platforms in order to fulfill everything required in their role. These challenges have led organisations to seek solutions that not only allow them to meet various challenges in a single platform, but also to integrate with other existing platforms.

These details improve the employee experience, as well as making more agile several of the manual data and information transfer processes.

How does GFoundry integrate into a universe of diverse platforms?

At GFoundry we have an holistic view of talent management from A to Z. That is why we have developed a solution that allows us to embrace the many challenges linked to talent management in an organisation, allowing us to increase the engagement of the community as a whole.

Through a multi-module approach, we guarantee an effective response to various challenges, such as Attraction and Recruitment, Onboarding, Learning, among many other examples.

However, and despite GFoundry being able to centralise all these processes and information in an organisation, there are situations in which it will be necessary to have integrations that not only facilitate the transition of information, but also automate the flow of information within the structure.

Therefore, in GFoundry we have integrations with various softwares and platforms that allow us to make the integration process of our solution more agile and efficient.

More detail about SSO & Learn Content integrations:

1. Single Sign-On integrations (SSO) allow users to use their corporate email to access the platform. Not only is it possible to have SSO with Google Suite and Microsoft, but also through LinkedIn.

2. Another type of integrations are external content integrations, which may work in 3 different levels of depth:

A first level of integration through links to other external platforms. On GFoundry, you may include links that direct users to other platforms or websites;
A second level of integration that allows you to have embed learn content, i.e. content embedded in the GFoundry platform. This content can be from Sharepoint, Youtube, Vimeo, or SlideShare;
A third level of integration that represents the integration of data by API. This type of integration allows information to circulate from one platform to another, either at the level of training content that the user is consuming, or at the level of data that is used for our Machine Gaming module.

In the end, with all these integrations, GFoundry can be the experience layer that allows the employee to have a more dynamic and centralized day-to-day, preventing them from losing focus on all the platforms that already exist in the organisation. Furthermore, using the power of gamification, it is possible to increase employee engagement and their connection with the organisation.

Practical example using the different types of integration

With the GFoundry platform you can design paths using Missions. Use your own characters and images that illustrate the stages, needs, goals, thoughts, feelings, opinions and expectations of your employees! Each stage of a Mission can be configured using any module of the GFoundry platform.

Using the example of an Onboarding Mission in GFoundry, we can illustrate the various stages that the user may go through.

In a first stage, and still without being logged in to the platform, the user may access using their Microsoft365 account (which they already use in the company), as well as their password. No additional registration is required!
As soon as they enter the platform, the user accesses their Onboarding mission, which will guide them during their first day in the organisation. In the first stage, they are asked to visit the platform on which the employee can schedule their holidays. Through the link, the employee accesses the platform, schedules their holidays, and when they returns to GFoundry, they receive a medal for having accomplished that task!
In the next step, the employee is asked to watch a video in which the CEO of the organisation presents the Vision, Mission and Values. Since it is a YouTube video, the employee watches the video embedded in GFoundry! Only when they finish the video, they receive a medal thanking them for having fulfilled one more stage of their Mission.
In the third stage of this first day, besides having a set of training courses available on the GFoundry platform, through the Learn Module, the employee will have to comply with a certain list of training courses available on Coursera. The employee accesses their profile, and when they complete their training and return to GFoundry, they receives their training certificate, automatically issued with the data from their course!
In the final step, the employee is asked to visit the Competitions Module. The employee notices that there is a ranking of the people who sell the company’s products the most! After having finished this onboarding process, the employee has a very clear objective: to reach the top of this month’s ranking!

Does the GFoundry platform allow other more complex integrations with other apps?

Yes! You can make workflow automations using your favorite tech tools, from CRM’s to communication apps, to increase engagement and productivity throughout the year.

Messaging and Communication apps

Integrations with messaging and communication apps like Slack and Microsoft Teams, allows your employees to collaborate more effectively and make faster, more informed decisions. It also helps to reduce the risk of errors and inconsistencies, which can lead to costly mistakes.

Empower your data-driven decision making

With GFoundry platform, you can integrate your favourite ERP, like SAP, and centralize your data. It will be much easier to monitor performance and achieve your objectives – without the need for spreadsheet expertise.

Business Intelligence Platforms

Integrations with Business Intelligence platforms like Microsoft Power BI, can give you the ability to collect data from various sources and combine it into a single, unified view. This allows organizations to identify relationships and trends that may not be visible when looking at the data in isolation.

Multiple workflows!

You can create how many connections and workflows, according to your needs!

Example: when an employee finalize a specific evaluation cycle, the system can send a specific data from a GFoundry evaluation report to a Microsoft Power BI dataset.

Then, the workflow can be configured to refresh Microsoft Power BI datasets automatically and send a message on Slack to the manager alerting that a specific dashboard it is updated.

Benefits of using the GFoundry Gamification Engine using the interconnection of multiple applications

With GFoundry, you can benefit from the interconnection of multiple different apps together with our gamification engine, by allowing users to access and interact with the platform through a variety of different apps, rather than just one.

You can generate rewards from actions taken within the GFoundry platform and share them on other Apps OR compensate your employees for achieving goals on other external software!

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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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Innovation management: what it is and how to apply it in your company

Clara Costa — Wed, 15 Dec 2021 11:42:13 +0000

How to create a culture of Innovation with GFoundry?

Innovation is the process of adding value through new products, new services or even new working or production methods. In organisations, it has become essential to ensure a culture of innovation, so that it is possible to keep up with the rapid changes in the markets, in order to build differentiation in relation to the competition. Several leaders state that the ability to innovate is one of the greatest sources of value creation for companies. However, the capacity to innovate is not built overnight. In fact, promoting a culture of innovation is a complex process that requires a large investment from the organisation. Innovation is directly related to generating new ideas, through creativity, and debating different scenarios. These capabilities are purely human capabilities. To date, it has not yet been possible to create technologies that allow to innovate by itself. Therefore, the key to innovation processes remains in people. Innovating requires cultural and mental preparation. In a way, these 2 variables are directly linked. First, it is necessary that the company has a culture of innovation – open to new ideas, able to discuss and constantly seek to do better. Next, it is important that the people themselves feel free to think differently, and even to debate new ideas that add value to what is being done.

Can GFoundry help me build a Culture of Innovation?

Of course! The Innovation Module allows users to suggest ideas in various areas determined by the organisation, which may be available throughout the year or only at specific times. In a simple and intuitive way, users can suggest their ideas by filling in a form with several text fields, multiple choice, besides the possibility of uploading documents and photos. Ideas can be submitted individually or in co-creation with other platform users! After ideas are submitted, they become available for the whole community to vote, or even add comments with suggestions for improvement or feedback. This way, not only does it allow your entire structure to share ideas for new products, new methods and new ways of working, it also gives everyone the opportunity to vote for the best ideas, or even give their contribution through comments. The power of crowdsourcing allows for greater involvement from your entire structure. From the other side, on the ideas’ generation management, which is done in the backoffice, different phases of idea evaluation can be created, in a funnel logic, in order to find the winning ideas. All these dynamics are built in order to bring the community to strategic issues for the organisation, and add value to what is already done. When the culture of innovation is successfully implemented, the impact is mirrored in the results and in the organisation as a whole! Would you like to know more about our modules? Book a demo with us! Read more: Organizational culture and innovation: A literature review

Keep on reading

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G-Breakfast – A technological menu for a networking morning!

Gabriel Costa — Fri, 03 Dec 2021 15:33:31 +0000

Last 26th November, at the Sheraton Lisbon Hotel, in Saldanha, GFoundry organised another G-Breakfast, in partnership with Fórmula do Talento.

The concept of the event was born in the second half of 2021, from GFoundry’s intention to provide a networking moment, in an invitation-only format, between representatives of companies from different areas, over breakfast, while providing them with the possibility of being in touch with GFoundry’s digital solution.

During this breakfast, the participants had the opportunity to get to know each other, to share their biggest challenges in human resources management, and also to learn more about the GFoundry platform and the importance of the role of Fórmula do Talento as a Partner.

The guests were divided between 3 tables, composed by the 3 teams that competed on the platform through dynamics previously prepared by the GFoundry team. This moment was extremely important to demonstrate part of the potential of the platform, but also to demonstrate, in an informal and relaxed environment, that its use is simple, practical and intuitive.

In this way, we thank the companies present for their participation and enthusiasm during the morning.

Furthermore, we also thank the presence and support of our Partner Fórmula do Talento, crucial to explain its role as a specialist in HR solutions as a complement to a platform like GFoundry.

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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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Rear more: The Impact of Content Curation for Personal / Informal Learning

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G-Breakfast – A pleasant moment of networking after lockdown!

Martin Rocha — Mon, 11 Oct 2021 15:08:26 +0000

On the 7th of October, at the HF Fénix Hotel in Marquês de Pombal, GFoundry organized its first G-Breakfast, in partnership with Fórmula do Talento – one of GFoundry’s Partners.

The concept of the event was born from GFoundry’s intention to provide a moment of networking, in an invitation-only format, between representatives of companies from different areas, during breakfast. After a pandemic period, in which all events were held remotely, the balance of having returned to a face-to-face format was very positive.

During the breakfast, the participants also had the opportunity to learn more about GFoundry platform and the importance of Fórmula do Talento‘s role as Partner of the platform.

As the guests were divided between 2 tables, 2 teams were formed to compete on the platform through several previously prepared dynamics.

This moment was crucial to demonstrate the potentialities of the platform, but also to show that its use is simple, practical and very intuitive.

We would like to thank the companies present for their participation and enthusiasm during the morning:

In addition, we also appreciate the presence and support of our Partner Fórmula do Talento, crucial to explain its role as a specialist in HR solutions as a complement to a platform like GFoundry.

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Curated Content applied to Learning and Development

David Martins — Tue, 21 Sep 2021 13:16:33 +0000

Curated Content for Learning and Development

What is curated content?

Content curation is the selection of useful and interesting content, already existing in various sources of information, with the goal of sharing it to a certain audience.

In an extremely digital age, given that the largest base of existing information is on the Internet, digital content curation has become a very common activity by many organizations, companies, groups, and individuals.

Digital content curation tends to be a very complex task, since one will have to search through infinite amounts of information available online, from various sources, to find the content that is useful and relevant. For this research and selection to be as efficient as possible, it is important first of all to listen to the audience and understand what content will be of widespread interest.

Why use curated content in learning and development strategies in organizations?

In an organizational context, it is important to generate your own content related to the company itself, to the functions, and even to the required areas of expertise. This knowledge is internal, intrinsic to each organization and should not be shared with the outside world.

However, the development of Human Capital is not only related to the acquisition of internal knowledge, but should also depend on other types of comprehensive knowledge (such as soft skills, culture knowledge, market knowledge, among others), extremely important for the critical and intellectual enrichment of teams.

It is from this need for knowledge, diversified and common to all organizations, that the concept of curated content is born. The research and selection of content of high interest to organizations makes it possible for any team manager to fill training needs through content already developed and available for immediate access.

Through the combination of different contents (internal or curated from other sources), it will be possible to build training plans that allow continuous and diverse learning for any employee.

With GFoundry platform, in order to make the training plan more dynamic, gamification techniques are used, which aim to reward employees who comply with their individual training plans, encouraging a spirit of healthy competition among the entire structure.

What is GFoundry’s curated content?

At GFoundry, we provide our customers with curated content, for free use, without any associated cost. The curated contents are available in several knowledge areas and have the format of quizzes and videos.

All this content can be moved to any category that is part of the client’s training structure. This way, it will be very simple to combine internal content with content curated by GFoundry in certain knowledge categories defined.

Finally, this content can also be adapted to your organization, having the freedom to easily modify it, either by adding links, videos, or even editing quiz questions.

Fast, simple, effective, and… free!

One of the big challenges in implementing a new corporate learning program is the creation of internal content. The main factors are the cost and time to produce them.

With GFoundry’s curated content, dynamics can be created, immediately, that can be driven by GFoundry’s gamification engine. This engine makes the learning dynamics more interactive and interesting for the users.

Efficient dissemination and easy access is also decisive for the success of learning projects. Therefore, the content can be made available through a web app, and also through two mobile apps: Android and iOS.

Finally, and in order to transport the digital reality to the physical context, it is possible to access the platform’s educational content through QR Codes. For example, with this feature, you can place QR Codes in specific locations in your facilities, so that employees can access a specific training content.

Each employee can adapt their own learning path!

In any organization, the team managers may define training plans for the people they manage, tackling some difficulties they may feel during their professional career.

However, employees will also have their own motivations and ambitions, which may be related to the acquisition of new knowledge and skills.

By promoting a culture of self-development, employees can choose the content that will help their personal and professional development so that they can achieve their goals.

These learning paths will always be adapted to each employee, since it will depend on their duties, their training needs defined by their manager, and also by their personal motivations.

In the end, you will have an Individual Development Plan with a training path adapted to your profile and objectives.

This co-construction of the training plan allows greater autonomy to employees so that they can decide on the knowledge they want to acquire throughout their journey in the organization.

By accessing the GFoundry app, the employee will have access to the Learn Module, where they can access all the content made available by the organization, having the freedom to choose which content will be more appropriate to their functions and needs.

Content recommendation and segmentation

The content provided may not be used by the entire organization, since each employee will have their own functions, objectives and skills.

Thus, it is important to segment the relevant content, to ensure that the most appropriate content is provided to each team and/or structure.

With the help of GFoundry, you can implement a segmentation of the content provided, allowing employees to have access only to the training content that is appropriate to their professional category.

Highlight the most relevant content!

Besides being important to provide relevant content to your employees, it is also essential to be able to communicate that these contents exist and are available for access.

Therefore, on the GFoundry homepage, you can highlight the content that you want to be highlighted, being free to change whenever necessary. This way, you will be able to communicate more effectively the content available to your employees.

Categories currently available with free, ready-to-use content on the GFoundry platform (Videos, Quizzes & PDFs):

Talks & Webinars
Communication
Time management
Empathy
Feedback
Design Thinking
Creativity and Innovation
Management, Collaboration
Marketing and Sales
Health and Wellness
Resilience
Productivity
Data Protection
Coronavirus
General Culture
Music
Basic Life Support
Motivational and Inspirational
Language Learning
Mathematics
Portuguese
Geography
Arts and Letters

FAQs

1. Which GFoundry module allows you to use this curated content feature?

The module that allows you to use this content is the Learn Module, included in all of our subscription plans. See our subscription plans here.

2. Are the curated contents 100% free?

Yes, and they will be available for use by all our clients.

3. How long does it take to make this content available to my community?

Maybe about 5 minutes, depending on the volume and topics to be covered.

4. Does the curated content automatically become available to all users?

No. The responsibility to make the content available, organized and segmented to users or user groups will always be the client’s or its partner’s. (Read more about the importance of the integrator partner in the success of a GFoundry project)

5. Can I organize different contents or courses by different people?

Yes. By different people, or groups of people.

6. Can I complement and bundle GFoundry curated content with my company’s exclusive content?

Of course.

7. Can I implement a learning journey for my entire company with only GFoundry curated content?

Yes, that is one of the great advantages – having immediate access to ready-to-use content.

8. Can I associate curated content to the IDP’s (Individual Development Plans) of each employee?

Yes, when building IDPs, the GFoundry platform allows the association of all types of content to a development plan, including content from external sources.

9. How often does GFoundry add new curated content?

We have a dedicated team that adds content periodically.

10. What kind of curated content do you have?

GFoundry’s curated content is composed of Youtube videos, from some of the best sources and authors, besides quizzes on several topics, and PDFs.

11. Are all the gamification dynamics that Gfoundry allows you to implement available for these contents?

Of course it is! The completion of a course, the viewing of a video, the successful completion of a quiz can give access to medals, points, virtual currency and digital certificates of completion, which can be shared directly on Linkedin.

12. In my company we need content from different areas than what is currently available in your catalog. Can we suggest the incorporation of more content in areas that are useful to us?

Of course, this is one of the strategies we have been following: by listening to our clients’ needs and challenges, we will add content in more relevant areas.

13. Do you have a warning or notification system that lets people know that there is new content on the platform.

Yes, it is one of our most important features. Through the backoffice, push notifications can be configured and sent to the whole community or just to specific groups of people.

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The Impact of the Employee Value Proposition on Talent Attraction

Gabriel Costa — Tue, 14 Sep 2021 16:54:35 +0000

Employee Value Proposition and Talent Attraction

When it comes to developing an EVP, it is often said that there is no “one size fits all” solution. What may work in one organisation may not work in another, easily explained by the fact that each organisation is composed of different people, with different motivations and goals, and who value different benefits. Therefore, the EVP should be adapted to the organisation and also have the flexibility to adjust to the changes that any company goes through in its life cycle. The process of defining the EVP is strategic for People Management, and it is very important to invest time not only in listening to people, but also in aligning what the EVP is with the company’s goals and vision.

The questions that must be answered when defining an EVP are:

What factors motivate my employees to work with me?
What factors motivate a person to apply to my company?
What factors make my employees not want to leave my company?

After a careful analysis and after answering these key questions, the company can implement the necessary mechanisms to ensure that the EVP is applied across the company. This effort should not only occur when the employee is part of the team, but should start right from the talent attraction and recruitment phase. For any company that wants to work with the best talents, it is important to be able to differentiate itself and communicate an EVP that is attractive to its recruitment target. If an organisation can create enthusiasm from the start, the candidate’s experience during the recruitment process (and even afterwards) will be completely different. Moreover, the more a company can tailor its EVP to the ambitions and goals of the talent it is seeking, the more likely it is to attract future high-performance employees.

What is the Employee Value Proposition?

The Employee Value Proposition (EVP) is the package of benefits and compensations that are attributed to the employees that are part of an organisation. This package can be divided into 5 distinct areas:

1. Salary Package

The salary received by the employee at the end of the month. It represents the monetary compensation for their work.

2. Benefits

Benefits are compensations given to employees in non-monetary form, such as extra holidays, health insurance, retirement plans, flexible working hours, among other examples.

3. Career

Career opportunities within the organisation are also part of the EVP, coupled with their professional training, performance evaluation and constant development.

4. Work Environment

The work environment provided to employees is also part of the EVP’s arguments. Their level of autonomy, their relationship with peers, the balance between personal and professional life are some examples linked to the organisation’s environment.

5. Organisational culture

Last but not least, organisational culture also contributes a lot to EVP. The mission, vision, values, leadership practices, are some examples of culture components that impact any employee’s experience. Read more: EVP: Your talent attraction & retention secret weapon

How can GFoundry help me impact Talent Attraction?

The GFoundry solution impacts the experience of employees in all phases of the Talent Management Cycle, from their attraction and recruitment, through their management and development, to their effective departure from the organisation. You can create, through the available dynamics, Recruitment Journeys (or Missions), allowing candidates to enter the environment and the atmosphere of your company in a more interactive, dynamic and digital way, providing a differentiating recruitment experience. By having access to an app where they will be in direct contact with your organisation, candidates will be able to know, in real time, what stage of the recruitment process they are at and, at the same time, access other content made available. In this way, candidates will feel more integrated into the organisation, creating a stronger connection right from the start of their Journey. Through these Missions, you can create Recruitment Journeys, composed of various stages, in which candidates are selected and progress to the following stages of the Journey as they go through the recruitment process.

Some examples of activities that can be included in a Recruitment Journey:

1. Forms Submission / Psychometric Tests

Candidates will be able to fill in a form with their information, their experiences, motivations, education, and will also be able to upload their CV (either in PDF, or in video, via a Youtube link). You will also be able to perform Psychometric Tests. Psychometric tests are evaluation tools used to objectively measure some of the personality characteristics of candidates, as well as their aptitudes, intelligence, skills and behavioural style. The GFoundry platform can integrate in a recruitment mission some of these tests certified by some partner companies and use their results to assist in hiring decisions.

2. Information and Training Content

While candidates are waiting for new recruitment phases (such as a more technical interviews related to their future role), you can provide content (PDF, Video, Quizz, or integrations of other external platforms), where they can acquire the knowledge to successfully advance to the next phase! In addition, providing relevant content about the company can be decisive in increasing the candidate’s motivation, sharing relevant information about the company, about their functions, and even about elements that are part of the EVP, such as Culture and career opportunities.

3. Quiz about the company

Do you want to test candidates’ knowledge about your organisation? You could assign them a quiz so that you can assess key knowledge that candidates should have about the company and the role they are applying for! This allows candidates to have a more interactive learning experience, while giving recruiters access to information about how much knowledge candidates already have about the company.

4. Creativity and Innovation

Do you want to test your candidates’ creativity? Assign them a challenge from your organisation, and give them the possibility to give possible solutions. Additionally, they can also vote on ideas suggested by others, and even comment with suggestions for improvement! This way, you will not only stimulate the generation of new ideas but also allow candidates to interact with each other. In the end, all these candidate interactions can be used for their final evaluation.

The possibilities are endless. Would you like to know more about how GFoundry can impact your EVP right from Talent Attraction? Book a demo with us!

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OKRs: The Ultimate Guide to Setting and Achieving Goals

Clara Costa — Tue, 03 Aug 2021 10:18:45 +0000

Agile OKRs Purpose and Benefits

It ‘s common sense that people improve their performance when they are committed with challenging goals – it’s part of our nature, right? But do employees know what their employers and managers expect from them? According to Gallup, only half of the employees know what outcomes are expected from their work. They refer that “Meeting employee’s achievement needs is important to encouraging high performance. When managers help employees set work priorities and performance goals, they give employees more freedom in meeting these objectives, enabling them to take initiative and work autonomously.” It’s from this gap – organizations focus on their strategic priorities – that OKRs methodology aligns every stakeholder by unfolding objectives for the teams, having them simple and clear for everyone, with scanning metrics designated as “Key Results”.

In practice, using OKRs is different from other goal-setting techniques because of the aim to set very ambitious goals. When used this way, OKRs can enable teams to focus on the big bets and accomplish more than the team thought was possible, even if they don’t fully attain the stated goal. OKRs can help teams and individuals get outside of their comfort zones, prioritize work, and learn from both success and failure. re:Work in https://rework.withgoogle.com/

OKRs framework is implemented with a meaningful communication plan in which the teams acknowledge the strategy, as also:

Demystify what is objectives and explain their purpose;
Establish a comparison between the present organizational framework and its results against the outcomes with OKRs;
Explain how it works from a practical perspective, from the cycle’s definition, what is expected from each one, steps and deliverables, and how people are going to be recognized.

The link between people and this “culture” is directly related to where companies want to be and defining what the path to measure success.

OKR methodology supported with GFoundry platform

GFoundry, as an employee engagement solution, is the ideal tool to support OKRs implementation in the sense that responds to the main key attributes, as following: Simplicity: because its a mobile first solution it demands simple and direct descriptions; Transparency: allows defining objectives as public and share their progress with the stakeholders in real time; Agile and dynamic: super versatile in updates and sharing results, which can be auto declared, manually inserted or automatically, from a data source; Alignment: Sensibilization sessions accessed from content libraries, with different formats types and from the feed news with the main events and information; Feedback and Recognition: Follow up and regular support with access to reward plans and incentives from gamification techniques;

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Some tips and best practices to manage OKR Objectives & Key Results

Objectives should be written with action verbs, with clear terms, tangible and prioritized according to the needs of the business. It’s recommended between 3 to 5 objectives to stay focused, which links with 3 key results.

What are the Key results?

Key results are metrics that show work outcomes produced by an employee to progress on the team objective. The results should be supported by clear evidence (Accounting, CRM´s, ERPs reports, etc) defined in the beginning, with a start point to a finishing one. It’s recommended to adopt the quarter for team cycles, with touchpoints in the middle of the term for feedback and coaching and to decide the eventual refresh or resolution of any objectives settled in the first place. At the end of the quarter an evaluation takes place to prepare objectives for the next quarter on the way to meet the organization strategic goals at the end of the economic year. Remember also that dashboards with some of the most relevant data are fundamental to follow the progress of some indicators:

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What are OKRs?

They are defined as inspiring and ambitious objectives in such a way that they excite people to change and leave their comfort zone;
They are measurable because of their link to key results, easy to measure outcomes accomplishments;
Everybody should acknowledge them. They are communicated to all the organization;
There’s a classification in which 60% to 70% is an acceptable milestone (when higher than this could be that the objective is too easy or poor in ambition).

What OKRs are NOT?

Individual appraisal objectives;
Tasks checklists (else what teams want to accomplish);
Ambiguities or utopies, because the outcomes are like math in the way they allow a great progress on the long term – they are realistic and achievable.

What is GFoundry’s OKR’s Module?

The OKR’s Module is a tool for Goals definition and management that allows the implementation of OKR methodology and can be used by teams and individuals for setting ambitious goals enabling measurable results.

Main features of OKR GFoundry’s module:

OKRs and Initiatives
Roadmap visualization
Due dates
Check-ins Reminders
Statistics with filters
KR’s progress Dashboards
KR’s Activity Stream
Settling objectives and personal challenges;
Settling objectives and professional challenges (smart goals);
Investment system with virtual coins where one can invest in objectives from others;
Objectives mass creation and management system;
Objectives status follow up on a simple and efficient way (start>progress>results);
Full integration with other modules for different purposes (Eg: Recognition, Feedback, Reward Market, Innovation, Performance Appraisal)

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Employee Onboarding Journey Maps Examples

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

Building Onboarding Journey Maps: Best Practices

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 and values. One Journey Maps 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 modules.

Discover some of our clients' onboarding solutions!

Carglass company has implemented an onboarding process with GFoundry. Learn more in this article.
Cork Supply company implemented an onboarding process with GFoundry. Read more in this article.
Closer Consulting company created a fully digital onboarding process. Read more in this article.
Natixis company manages all onboarding of its new employees with GFoundry. Read more in this article.

The challenge of a new era: Remote Onboarding

Teleworking was already a possibility in companies, with a growing trend in recent years, having gained an extraordinary relevance with the SARS-Cov-2 pandemic (better known as COVID-19).

If many companies were already opting for flexible working hours programs, and even for choosing the workplace other than the office, the pandemic accelerated this flexibility, and some companies worldwide have already assumed that remote work will be a constant option for their workers.

This new era of the labour market carries with it many challenges, mainly in what concerns Human Resources management. If before employees shared the same physical space, having a more direct communication without intermediaries, today’s reality presents something different. Between video calls, e-mails and chats, the relationship between employees has become more virtual, directly impacting the relationship with their peers and with the company itself. However, this challenge becomes even greater for new employees joining the organisation.

During the pandemic, most of these new employees saw their onboarding process turn into a completely virtual experience, not going through the typical walk around the office or meeting the colleagues they share a desk with, but rather through online training and video calls for introductions and diving into their new working methods.

At GFoundry, whether the onboarding is 100% physical, 100% virtual, or even hybrid, we believe that it should always provide an impactful learning and integrating experience for all employees.

What are the benefits of successful onboarding?

A successful onboarding can represent an increase of about 25% in the retention rate, having also a significant impact in productivity and in the employee’s alignment with the company and its goals. The missions you can create in the platform have an even greater relevance in the context of online onboarding, assigning a path (visual and structured) that the employee will have to go through until they are fully prepared to take on any challenge in the company.

Since the employee is doing the onboarding remotely, you can use this fact as a variable that enhances their experience, and there are no limits! By having the ability to use GFoundry in both the web version and the mobile app, you can expand the boundaries of what can be done.

A practical example

What if you challenge your employees to take your quizzes, through the Learn Module, while walking in a park in the morning? What if you also asked them for a photographic record of that morning through the Forms Module? Not only would it impact their learning experience, but it would also promote wellbeing and work-life balance.

Another practical example

How about challenging your employees to battle on quizzes, competing for the highest scores according to their knowledge? You will be promoting a more interactive social experience, while fostering a culture of healthy competition among the teams. With GFoundry, you can do that and much more!

Did You Know?

According to Aberdeen Group research, 86% of new employees choose to remain or leave their employer’s in the first 6 months, and there’s 69% probability that they stay for more than 3 years if the company fulfills both a memorable training and onboarding experience. Companies with gamification on their day-to-day practices see a mean increase of 48% on engagement and motivation, also an enhancement of 36% on the turnover rate. Gamification can also be valuable in mitigating some of the onboarding traditional mistakes that are part of the EVP – Employee Value Proposition.

Why invest in pre-Onboarding Journey Maps?

Waiting until Day 1 to start onboarding could be too late!

With GFoundry you can engage your new employees as soon as they sign your job offer until their first working day. It is an excellent opportunity for the organizations to alleviate the fears new hires might have, provide the tools to get started faster, and ultimately make them feel welcome and valued. An effective pre-onboarding strategy can also streamline the onboarding process and prepare employees to handle duties on their first day.

Phase 1

Pre-onboarding – The first phase of onboarding, also called pre-onboarding, begins as soon as a candidate accepts your offer and continues until their first day of joining. This is a very crucial time for your candidates because they are the most uncertain of what lies ahead.

Phase 2

Welcoming new hires – The second phase of onboarding is often dedicated to welcoming new hires to your organization and providing an orientation to help new hires acclimate. It’s necessary to give them a clear picture of your organization before they begin their work.

Phase 3

Role-specific training – The training phase is one of the most important phases of onboarding, and it’s directly correlated with how successful new employees will be at their jobs. A well-drafted new hire training plan will help employees feel welcome by showing that you care about their development.

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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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