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Peer Recognition: The Definitive Guide to Implementing a Culture of Continuous Praise

admin — Thu, 09 Jul 2026 07:51:47 +0000

The Invisible Power of Peer Recognition

In the modern corporate ecosystem, team motivation and commitment are frequently treated as the exclusive responsibility of managers. However, this traditional model hides a deep structural flaw: managers cannot be everywhere. Top-down recognition, while valuable, systematically fails to capture the “invisible work” – the small daily wins, the silent help on a complex project or the positive attitude toward a difficult client.

This is where peer-to-peer recognition emerges as the most underrated and powerful tool for scaling organizational motivation. By definition, peer recognition occurs when co-workers validate, celebrate and publicly praise each other’s effort, without any hierarchical intervention or approval. It is about democratizing praise, transferring the power of appreciation to those who share the day-to-day trenches.

Credibility from the Ground

The effectiveness of horizontal recognition lies in its unquestionable authenticity. Praise coming from a colleague who intimately understands the technical or emotional challenges of a specific task is, in the overwhelming majority of cases, perceived as more specific and credible than generic praise from top management. When a peer says “your data analysis saved our presentation”, the psychological impact is immediate and profound.

Peer recognition turns praise into a daily, decentralized habit immune to bureaucracy, capturing the real value that sustains the company’s daily operation.

By deconstructing the myth that validation must flow exclusively from the top down, organizations unlock a massive potential of psychological safety. Employees stop working merely to impress management and start genuinely collaborating for collective success, knowing that their effort will be seen and valued by those standing beside them.

Why Decentralize Praise? The Direct Impact on Retention

The transition from an exclusively hierarchical recognition model to a decentralized system is not just a matter of cultural modernization; it is a strategic imperative with a direct impact on the business bottom line and on talent retention. When praise is democratized, the tangible benefits multiply at a speed that traditional management simply cannot keep up with.

Top-Down vs. Peer-to-Peer

Comparative analysis of organizational recognition models

Traditional Model

Top-Down

Focused on hierarchy and formal evaluation.

Frequency (Annual/Monthly)

Visibility (Limited to management)

Impact

More Engagement

Modern Model

Peer-to-Peer

Focused on collaboration and daily effort.

Frequency (Daily/Continuous)

Visibility (Entire team)

Comparison of critical dimensions in talent management.

Exponential Increase in Volume and Relief for Management

By empowering the whole team to recognize, the frequency of positive feedback increases exponentially. Instead of waiting for the semi-annual performance review, the employee receives validation in real time. At the same time, this represents critical relief from the pressure on managers. Leaders stop being the sole bottleneck of motivation, allowing them to focus their energy on the team’s strategic development and on removing operational obstacles.

Organic Reinforcement of Culture and Impact Data

When peers recognize behaviors that are intrinsically aligned with the company’s values, organizational culture is reinforced horizontally, in a natural and continuous way. It is not a poster on the wall, but actions lived and celebrated. The numbers support this thesis unequivocally: according to Gallup data, doubling weekly recognition in an organization can increase productivity by 9% and reduce absenteeism by 22%. In a large company, this translates into savings in the order of millions of euros in unplanned absences and unwanted turnover.

The Implementation Playbook: From Concept to Daily Practice

Understanding the value of peer recognition is only the first step. The real challenge for HR Directors lies in execution. A poorly structured program can quickly fall into oblivion or, worse, generate cynicism. To ensure that praise becomes a daily and sustainable habit, a rigorous implementation playbook supported by the right technology is required.

1. Define Clear and Aligned Criteria

Recognition should be neither random nor purely transactional. To have strategic impact, it must be intrinsically linked to the company’s core values or to specific competencies (hard and soft skills). If innovation is a core value, employees must know that they can and should recognize colleagues who present out-of-the-box solutions. This clarity turns recognition into a behavioral compass for the entire organization.

2. Ensure the Right Tool (Mobile-First)

The greatest enemy of adoption is friction. Abandoning email, complex forms or the static intranet is crucial. It is imperative to adopt a digital platform, preferably mobile-first, that puts recognition one click away on the phone. If the process takes more than 30 seconds, spontaneity is lost and the praise never gets recorded.

3. Promote Social Visibility

Recognition must live in a public feed (a social wall) where other colleagues can see, comment on and amplify the praise. This network effect generates positive contagion. When an employee sees a peer being recognized for a collaborative attitude, the likelihood of replicating that behavior increases dramatically. Visibility turns an individual moment into a collective victory.

4. Invisible, Bureaucracy-Free Moderation

It is necessary to establish common-sense rules and ensure monitoring by HR, but without creating bureaucratic approval processes. If a piece of praise has to be approved by a manager before being published, the initiative dies at birth. Moderation must be invisible, acting only after the fact in case of obvious deviations, ensuring that the platform remains a safe and dynamic space.

The Impact of Continuous Recognition

How democratizing praise transforms critical business metrics

Productivity

+9%

Direct increase in output

Absenteeism

-22%

Reduction in unplanned absences

Attrition Risk

-31%

Higher retention of core talent

Engagement

Higher likelihood of connection

Source: gallup.com

Impact of doubling weekly recognition

How to Avoid the ‘Friends’ Club’ and Other Frequent Mistakes

Despite the undeniable benefits, implementing peer-to-peer programs frequently raises legitimate concerns among Human Resources professionals. The fear that the system will degrade, losing its strategic purpose, is real. However, with the right safeguards, these risks are easily mitigated.

The Popularity Contest Risk

One of the most common fears is the formation of a “friends’ club”, where the same colleagues praise each other merely out of sympathy or to accumulate points, ignoring real merit. To avoid this scenario, the platform should limit the number of recognitions an employee can give to the same peer within a given period. In addition, requiring praise to be linked to a specific competency or value acts as a natural filter against trivialization.

Fighting Empty Recognition

Banning vague praise such as “thanks for existing” or “you’re the best” is essential. Corporate recognition requires context. Employees must be educated to explain: what was done, how it was done and what impact it had on the business or the team.

As the Harvard Business Review argues in the article “The Feedback Fallacy“, feedback is most effective when it is specific and oriented toward concrete behaviors, helping people recognize what they did well and repeat those practices in the future.

The Critical Role of Leading by Example

If managers and directors do not use the tool to recognize their peers (other directors) and their teams, the initiative will quickly lose traction. Leadership has to be the first to adopt the system, demonstrating that public recognition is valued at the highest level of the organization. Top-down adoption of the peer-to-peer tool legitimizes its use across the entire base.

Monitoring Patterns and Silos

HR should use the platform’s analytical data to identify anomalous patterns. It is possible to detect organizational silos (departments that only praise themselves and never interact with other areas) or identify chronically forgotten employees (who never receive recognition). This data enables surgical interventions, such as interdepartmental team-building activities or alignment sessions with direct managers.

The GFoundry Approach: Social Recognition Allied with Gamification

The theory of continuous recognition only comes to life when supported by a technological infrastructure designed specifically for engagement. GFoundry materializes peer-to-peer best practices through an integrated ecosystem that turns praise into a rewarding, measurable habit aligned with talent development.

360º Recognition Module

At the heart of this dynamic is GFoundry’s Recognition Module. The platform allows any employee to award a star and a public comment to a colleague, categorizing the praise into two fundamental dimensions: Soft Skills (e.g. empathy, leadership, resilience) or Hard Skills (e.g. mastery of a specific software, project management). This categorization ensures that recognition is not just a “thank you”, but a concrete validation of competencies.

Integration with the Gamification Engine

GFoundry’s true differentiator lies in its native gamification. Giving and receiving recognition generates automatic triggers in the Gamification Engine. Employees earn badges (digital medals) and virtual coins (Virtual Coins) for actively participating in the culture of praise. This game mechanic creates a positive reinforcement loop: recognizing others becomes as rewarding as being recognized, driving the organic adoption of the platform.

From Digital to Real with the Marketplace

Virtual motivation gains real-world impact through the Market module. The virtual coins accumulated through peer-to-peer recognition can be exchanged in a fully customizable internal Marketplace. Employees can redeem extra vacation days, company merchandise, experience vouchers or even convert their coins into donations to social causes supported by the organization. Praise turns into a tangible benefit.

Competency Mapping with AI (Gi)

Recognition in GFoundry is not an isolated data point; it feeds the organization’s intelligence. The endorsements received from peers feed the platform’s AI engine (GFoundry Intelligence – Gi). This data helps design the organization’s Skill Coverage Heatmap, identifying hidden talents validated by colleagues. Based on this, the AI suggests personalized development plans and training content (via Gi Learn), linking daily recognition to the strategic management of careers.

Turning Recognition into an Organizational Habit

Peer recognition is not an HR campaign with a start and end date; it is a profound paradigm shift in the way the organization values, retains and develops its talent. When implemented correctly, it breaks silos, relieves the burden on leadership and creates a work environment where excellence is celebrated daily by those who understand it best: colleagues themselves.

Technology as a Strategic Enabler

Technology is the indispensable enabler of this transformation, but the clarity of the criteria and alignment with corporate values are the engine that ensures the program’s long-term relevance. Without an agile platform, recognition gets lost in the noise of the day-to-day. Without clear values, it becomes empty. The combination of both is what generates measurable results in retention and productivity.

Start Simple and Scale

For organizations taking their first steps, the recommendation is to start simple. Launch the initiative with a pilot group or focus recognition on a core company value during the first quarter. It is essential to measure engagement and team sentiment through Pulse Surveys (available in GFoundry’s Engagement Thermometer) and, based on the data, scale gamification and rewards progressively.

If your organization is looking to modernize its internal culture and turn recognition into a real performance engine, GFoundry offers the complete infrastructure to do so. From the Recognition Module to the Gamification Engine and Gi’s artificial intelligence, we have the tools to connect your team’s talent. Book a demo with our team and discover how we can boost your organizational culture today.

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Recognition at Work: The Complete Guide to Motivate and Retain Teams

admin — Wed, 08 Jul 2026 19:43:36 +0000

The End of Empty Praise: Recognition as a Predictive Metric

Talent loss does not happen on the day the resignation letter is handed to Human Resources. It happens months earlier, in a silent and gradual process of emotional and cognitive disengagement, often labelled quiet quitting. At the heart of this erosion of organizational commitment lies, almost invariably, a systemic failure: the absence of recognition at work.

The Hidden Cost of Missing Recognition

For decades, recognition was treated as a feel-good initiative, a soft skill relegated to the bottom of operational priorities. However, behavioral data science (People Analytics) has proven that recognition is, in fact, a leading indicator of organizational health. When an employee stops being recognized for their discretionary effort, their engagement level drops sharply, dragging productivity and innovation down with it.

The Fallacy of the Annual Review

Organizations continue to rely on annual performance reviews to validate the merit of their teams. This reactive model fails outright at retaining high-potential talent. Feedback deferred in time loses its effect as behavioral reinforcement. Praise delivered six months after a critical project has been completed sounds like a mere calendar formality, devoid of emotional or strategic impact.

Recognition is not an annual event; it is the continuous flow of social capital that keeps the organizational network cohesive and resilient.

Recognition as a Proxy for Social Capital

In the knowledge economy, recognition works as the currency of social capital. Whoever neither gives nor receives recognition is, from the standpoint of social network analysis (SNA), isolated. This isolation is the first clinical symptom of attrition risk. It is imperative to shift the paradigm: recognition at work must be measured, analyzed and managed with the same analytical rigor, frequency and seriousness as financial, sales or product adoption metrics.

The Psychology Behind Recognition: Far More Than Financial Rewards

To design a recognition system at work that effectively retains talent, it is necessary to understand the psychological mechanisms that govern human behavior. Intuition tells us that financial rewards solve motivation problems, but behavioral science shows that the impact of money is ephemeral and, in many cases, counterproductive for complex cognitive tasks.

Self-Determination Theory

Self-Determination Theory, developed by Deci and Ryan, posits that intrinsic motivation depends on satisfying three basic psychological needs: autonomy, competence and relatedness (belonging). Effective recognition acts directly on these three axes. When a colleague publicly praises the resolution of a complex problem, they are validating the individual’s competence and reinforcing their relationship with the team, generating a level of commitment that no financial bonus can replicate in the long run.

Behavioral Economics and the Extinction Curve

Behavioral Economics warns us of the dangers of purely transactional recognition. Systems that merely exchange points for gifts suffer from the “extinction curve” phenomenon. Initially, there is a spike of interest driven by novelty and the extrinsic reward. However, the brain quickly adapts, the reward loses its perceived value and the desired behavior fades away. True recognition must focus on signaling mastery and purpose, not just on accumulating points.

Negativity Bias and the Losada Ratio

The human brain is evolutionarily wired to give more weight to negative events than to positive ones – the so-called negativity bias. In the workplace, a single criticism or toxic interaction can destroy weeks of motivation. To counterbalance this effect, research suggests the need for multiple positive reinforcements.

Gallup studies on workplace engagement and performance show that the most effective teams tend to benefit from frequent interactions, recognition and positive feedback. In parallel, Gallup/Workhuman research on recognition indicates that cultures where recognition is frequent and meaningful strengthen engagement, retention and employee well-being, helping to reduce factors associated with burnout.

Social Signaling

Public recognition has a dual function: it validates the person receiving it and educates those observing it. Social signaling allows the organization to demonstrate, in practice, which behaviors and values truly matter. When leadership or peers publicly recognize cross-departmental collaboration, they create a powerful behavioral nudge that aligns the entire organizational culture with strategic objectives.

The Recognition Index: How to Predict Staff Churn

The transition from intuition-based Human Resources management to an approach grounded in People Analytics requires adopting predictive metrics. Recognition at work, when digitalized and measured, provides one of the richest datasets to predict the future behavior of the workforce, namely the risk of staff churn.

Traditional Approach vs. People Analytics in Recognition

The evolution of talent management through behavioral data

Dimension	Traditional Approach (HR)	People Analytics Approach
Frequency	Annual (Performance Review)	Continuous / Real Time
Main Metric	Satisfaction Index (Survey)	Peer Recognition Index / Churn Risk
Reward Focus	Transactional (Financial Bonus)	Social Capital, Mastery and Belonging
Intervention Moment	Reactive (Exit Interview)	Predictive (Alert at 60 days without feedback)

Source: Predictive retention models based on Behavioral Science.

Social Network Analysis (SNA) in Organizations

Social Network Analysis (SNA) applied to the organizational context makes it possible to map how information, influence and support flow informally between teams. By analyzing the patterns of who recognizes whom, it is possible to identify informal leaders (people with high betweenness centrality), detect departmental silos (low inter-group connectivity) and, critically, identify employees who are drifting to the periphery of the network.

The Peer Recognition Index as an Early Warning

The Peer Recognition Index is a vital metric. Behavioral data reveals a clear pattern: employees who receive no documented form of recognition for more than 60 days show a direct and pronounced correlation with a drop in engagement. This social silence precedes formal disengagement by several months, offering People & Culture leaders an invaluable window of opportunity to intervene before the decision to leave is made.

The Heightened Risk for High Performers

Interestingly, the absence of recognition disproportionately affects High Performers (high-performing employees). These professionals have strong intrinsic motivation, but also a high expectation of reciprocity from the organization. When their exceptional effort is normalized and ignored, a sense of being undervalued sets in rapidly. The loss of a High Performer due to lack of recognition is what data science classifies as “regrettable attrition” – a highly costly and entirely avoidable loss.

The Impact of Continuous Recognition

How a feedback culture affects business results

Source: gallup.com

Churn Risk

-31%

Reduction in teams with recognition

Productivity

+14%

Increase in operational output

Social Isolation

-40%

Lower likelihood of leaving

Talent ROI

Return per recognized employee

Aggregated data on the impact of peer-to-peer recognition systems on talent retention.

The Democratization of Feedback: The Power of Peer Recognition

One of the biggest strategic mistakes in designing recognition programs at work is relying exclusively on direct managers. The top-down model, where only the manager has the authority or the tools to recognize merit, creates operational bottlenecks and severely limits the impact of the feedback culture.

The Leadership Bottleneck

Middle managers are frequently overloaded with operational and reporting demands. It is humanly impossible for a leader to observe every positive micro-behavior, act of collaboration and small daily triumph that occurs within their team, especially in hybrid or remote work models. When recognition depends solely on the manager, the vast majority of discretionary effort goes unnoticed, generating frustration and demotivation at the base.

Psychological Safety and Pro-Social Behavior

The democratization of feedback through Peer-to-Peer systems solves this bottleneck and builds what research published in Harvard Business Review, led by Amy Edmondson, defines as Psychological Safety. Horizontal recognition creates an environment where it is safe to share ideas, admit mistakes and take interpersonal risks. Moreover, behavioral data shows that the act of giving recognition is as powerful as receiving it: employees who frequently give recognition exhibit robust pro-social behavior and are 40% less likely to leave the company.

The Unmatched Authenticity of Peer Feedback

Recognition among colleagues has a unique quality: the authenticity of the trenches. Praise coming from a peer who shares the same operational challenges, who understands the technical complexity of a task or who witnessed the extra effort on a critical project, often carries greater emotional weight than generic praise from top management. Peer-to-Peer recognition validates effort with a level of specificity and empathy that leadership can rarely replicate, transforming the organizational culture in an organic and sustainable way.

From Theory to Practice: How GFoundry Materializes a Recognition Culture

Understanding the behavioral science behind recognition at work is only the first step. The real challenge for HR Directors is scaling this science to hundreds or thousands of employees consistently. This is where technology acts as the execution engine, turning cultural intentions into actionable data and daily routines.

GFoundry’s Social & Feedback Module

Through GFoundry’s Social & Feedback module, recognition stops being an invisible event and becomes a measurable digital asset. The platform makes it possible to monitor critical metrics such as Recognition given and Recognition received. This visibility allows talent leaders to quickly identify culture ambassadors – those who actively build social capital – and, at the same time, detect employees at risk of social isolation before churn occurs.

Gamification with Purpose: Far More Than Points

GFoundry integrates a native Gamification Engine that elevates recognition beyond mere transaction. The use of Badges (virtual medals) on the platform does not work as an empty points system, but as a powerful social signaling tool aligned with the company’s values. Data shows that well-designed gamification drives pro-social behavior: users who display badges on their profile are 2.3x more likely to be active givers of recognition to their peers, creating a virtuous cycle of positive feedback.

GFoundry Intelligence (Gi) and the Culture Pulse

The platform’s cross-cutting artificial intelligence, GFoundry Intelligence (Gi), cross-references recognition data with Pulse Survey results to generate the Culture Pulse. This leading indicator makes it possible to detect cultural deviations in real time. If a team reports high stress levels in climate surveys but maintains a healthy flow of peer recognition, the necessary intervention is focused on workload management, not on team cohesion. AI contextualizes the behavioral data.

The Manager Effectiveness Index

Finally, the platform uses recognition patterns to feed the Manager Effectiveness Index. By analyzing the engagement delta and the fluidity of recognition within a team, Human Resources can identify leaders who need support in developing their soft skills. This approach is not punitive; it is diagnostic. It allows mentoring and training programs to be directed at the exact managers who are creating bottlenecks in the flow of social capital, ensuring that leadership acts as a facilitator, not a blocker, of the recognition culture.

Your Action Plan for the Next 30 Days

The transition to a data-driven recognition culture does not require immediate total disruption, but rather consistent and intentional steps. For People & Culture leaders who want to halt silent disengagement and increase retention, inaction is not an option. Success depends on quickly moving from strategy to execution.

Audit and Baseline Definition

The first step is to carry out a rigorous audit of the current state. Map how recognition flows (or does not) in your organization. Is there exclusive reliance on the top-down model? Are annual reviews the only formal moment of feedback? Next, establish your baselines. Set a clear goal for your company’s Peer Recognition Index – for example, ensuring that every employee gives and receives at least two documented recognitions per month.

Launching a Peer-to-Peer Pilot

Don’t try to change the entire company in a single day. Select two or three teams (ideally one with high engagement and one with retention challenges) to launch a peer recognition pilot. The goal is to remove friction: the act of praising a colleague should take less than 30 seconds and be publicly aligned with organizational values. The visibility of this pilot will create the social proof effect needed for global adoption.

Predictive Monitoring and Next Steps

Schedule monthly reviews focused exclusively on social isolation data. Use these sessions not to look at the past, but to intervene proactively with employees who have fallen off the recognition radar in the last 60 days. It is within this time window that talent is saved.

To operationalize this strategy without overloading your Human Resources team, having the right technology is essential. GFoundry, through its Social & Feedback, Gamification and AI (Gi) modules, makes it possible to automate the collection of behavioral data and turn recognition into an engaging and predictive digital journey. We invite you to talk to our team and request a demo to discover how we can help your organization retain its best talent through the power of continuous recognition.

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Comparison of the Best Internal Communication and Intranet Platforms

admin — Sun, 17 May 2026 15:16:54 +0000

The End of the Static Intranet: Why Communicating Is No Longer Enough

The paradigm of traditional corporate communication has collapsed under the weight of digital irrelevance. For decades, organizations poured millions into static intranets that worked as little more than document repositories and one-way news boards. The result today is a silent crisis of alignment: according to Gallup’s State of the Global Workplace, 79% of employees worldwide are not engaged, which proves unequivocally that simply broadcasting information top-down builds neither culture nor commitment.

The Chronic Failure of Legacy Intranets

The core problem with traditional intranets lies in their passive architecture. Platforms designed exclusively to host HR policies or publish management announcements suffer from chronically low recurring adoption rates (DAU – Daily Active Users). When internal communication is treated as a silo isolated from the Marketing or Communications department, the platform becomes an occasional destination, visited only when there is an administrative obligation.

Internal communication is no longer a channel for distributing news; it has become the central nervous system of Talent Management and the Employee Experience.

The Paradigm Shift: Action-Oriented Communication

The evolution of the market demands a redefinition of what it means to “communicate” in the modern workplace. For employees to return daily to a corporate platform, communication must be intrinsically tied to action. Reading a new guideline should flow naturally into peer-to-peer recognition, continuous feedback, and career development.

The central thesis for Chief Human Resources Officers (CHROs) and L&D leaders is clear: information alone does not retain talent. The future belongs to digital ecosystems where communication is the trigger for engagement, turning passive readers into active participants in the organization’s culture.

The Platform Spectrum: From Pure Communication to Talent Management

To make an informed technology decision, HR and IT leaders need to map today’s market, which is fragmented into three distinct categories. Understanding where each platform sits on this spectrum is the first step to avoiding redundant investments and ensuring alignment with the organization’s strategic objectives.

Category 1: Technological Legacy and Document Productivity

In this category we find solutions such as Microsoft Viva, built on SharePoint. These are platforms deeply rooted in document productivity and the existing IT ecosystem. While they offer native integration with everyday work tools, they are frequently criticized for their rigidity. Creating engaging experiences in these environments is complex, requiring heavy reliance on IT teams for setup, maintenance, and updates, which strips agility away from the HR and Communications departments.

Category 2: Modern Social Intranets

Platforms such as Workvivo, Simpplr, LumApps, Staffbase, and Unily dominate this category. Their great achievement was importing the fluidity of consumer social networks (with feeds, likes, comments, and shares) into the corporate environment. They excel at creating a sense of community and giving employees a voice. Their structural limitation, however, is that they often operate in isolation from core HR processes. They solve the communication problem, but not the one of talent development.

Category 3: Holistic Engagement Hubs

The third category, led by platforms such as GFoundry, represents full convergence. These Holistic Hubs use internal communication (the Engage Hub) merely as the gateway to a complete Talent Management ecosystem. Within a single B2B SaaS platform, communication merges with onboarding, e-learning, performance reviews, OKR management, and innovation.

The Cost of Fragmentation: Acquiring a Category 2 tool solely for communication forces the company to buy additional software for an LMS (Learning Management System), goal management, and 360º assessment.
Digital Fatigue (App Overload): This fragmentation breeds exhaustion in users, who are forced to switch between multiple applications with different logics and credentials, diluting the ROI of every tool involved.

Direct Comparison: The 7 Best Platforms on the Market

Choosing the ideal platform demands a factual and rigorous analysis of each solution’s capabilities. The market offers excellent tools, but each was designed with a specific DNA that dictates where it shines and where it shows structural limitations.

Workvivo & Staffbase: A Focus on Social and the Frontline

Workvivo (acquired by Zoom) stands out for its vibrant, highly intuitive social feed, making it ideal for building a culture of celebration. Staffbase, in turn, is the undisputed leader in communication for frontline workers (deskless workers), effectively replacing old paper newsletters with a direct mobile app. Both, however, share a limitation: they lack deep engines for LMS, career management, and performance reviews, forcing integration with heavy external HR systems.

Simpplr, LumApps & Unily: Corporate Portals and Enterprise Scale

These three platforms are strong in customizing corporate portals and in using AI to help communications teams create content. Unily, in particular, serves large global corporations (enterprise scale) exceptionally well, with complex governance needs. The flip side is their architectural complexity and the high cost and time of implementation, which create significant barriers for organizations seeking agility.

Microsoft Viva + SharePoint: Fragmented Omnipresence

Microsoft Viva is ubiquitous thanks to Office 365 licensing. However, the user experience suffers from severe fragmentation across multiple distinct modules (Connections, Engage, Learning, Goals). Organic adoption is typically low without strong top-down enforcement, and the interface, while familiar, rarely sparks the enthusiasm or emotional engagement needed to transform culture.

GFoundry: The All-in-One Talent Management Platform

GFoundry sets itself radically apart by being not just an intranet, but a complete Talent Management Platform. It unites the Engage Hub (social wall, news, communities) with more than 12 modules that can be activated progressively. Its key differentiator is native interconnection: reading a news item in the feed can generate virtual coins, become part of an onboarding Mission, or connect to a strategic OKR – all powered by a cross-cutting gamification engine.

Core Feature Comparison

Analysis of the 7 leading platforms on the market

Criterion

GFoundry

Workvivo

Simpplr

LumApps

Staffbase

Unily

MS Viva

Social Communication & Feed

✓ High

~ Fragmented

Advanced Native Gamification

✓ Advanced

✗ Basic

~ Medium

✗ Basic

Contextual AI (Trained)

✓ Yes (Gi)

~ Generic

✓ Yes

✗ No

✓ Yes

✓ Copilot

Performance Management/OKRs

✓ Native

✗ No

✓ Viva Goals

Native LMS/Microlearning

✓ Native

✗ No

✓ Viva Learning

Peer-to-Peer Recognition

✓ Native

✓ Yes

~ Basic

✓ Yes

~ Via Viva Engage

360° Assessment & Feedback

✓ Native

✗ No

~ Limited

Onboarding & Digital Journeys

✓ Native

~ Basic

~ Via Viva Learning

Native Mobile App (iOS & Android)

✓ Yes

✓ Specialty

✓ Yes

~ Via Teams

Virtual Coins & Marketplace

✓ Native

✗ No

Pulse Surveys / eNPS

✓ Native

✓ Yes

~ Basic

✓ Yes

~ Viva Glint

Communities & ERGs

✓ Yes

~ Basic

✓ Yes

~ Viva Engage

Multi-tenant / Multi-company

✓ Native

✗ No

~ Limited

✓ Yes

~ Complex

AI-Powered Skills Mapping

✓ Native

✗ No

~ Limited

Articles & News

✓ Native

✓ Yes

✓ Viva Connections

Event Management

✓ Native

✓ Yes

~ Via Teams

Document Management with Versioning

~ Basic

✗ No

~ Basic

~ Via SharePoint

✗ No

~ Integration

✓ SharePoint

Native White-Label App

✓ Native

~ Limited

✓ Yes

✗ No

People Directory

✓ Native

✓ Yes

✓ Microsoft 365

Innovation & Idea Management

✓ Native

✗ No

The Impact of Moving to an Integrated Hub

A comparison of adoption metrics between legacy intranets and holistic engagement platforms.

Traditional Intranet

21%

Daily Active Users (DAU)

Announcement Read Rate

HR Program Adoption

Impact

+3.5x

Increase in Engagement

Engagement Hub (e.g., GFoundry)

74%

Daily Active Users (DAU)

Announcement Read Rate

HR Program Adoption

Source: Industry Benchmark (Sector Average) · 2024

The Differentiator of Gamification and AI in Internal Communication

Platform adoption is not decreed; it is earned. This is where the deep integration of game mechanics and artificial intelligence completely transforms the effectiveness of internal communication, elevating it from an administrative process to an engaging daily experience.

Structural Gamification vs. Superficial Gamification

True gamification goes far beyond awarding “points for reading an article”. GFoundry’s Gamification Engine is structural and cuts across the entire platform. It lets HR managers create structured Missions with clear steps. For example, reading a new internal compliance policy unlocks a specific Badge, which in turn generates Virtual Coins. These coins can be spent in an internal Marketplace to unlock real benefits, such as extra holiday days, vouchers, or donations to social causes.

The impact of these mechanics on business KPIs is measurable. Reference clients, such as DPD Portugal, use gamified competitions integrated with external data (via API) to boost team performance and reduce operational incidents, proving that communication, when gamified, drives direct results in operations.

GFoundry Intelligence (Gi): Contextual and Secure AI

While other platforms use generic AI merely to help managers draft posts faster, GFoundry raises the bar with GFoundry Intelligence (Gi). Gi acts as an advanced conversational assistant, trained exclusively on the organization’s own documents and policies, ensuring there are no hallucinations based on external internet data.

Practical Applications of Gi: An employee can ask in the platform’s chat: “Can I work remotely during Christmas week?”. Gi instantly analyzes the employee handbook and internal policies, answering with precision, citing the source document, and strictly respecting that user’s profile permissions.
Gi Admin for Managers: It lets leaders ask natural-language questions about internal communication and intranet usage, for example: “Which content drove the most interaction among employees this month?”, generating on-demand reports with anonymized data.

Use Cases: Which Platform Is Right for Your Reality?

Selecting the ideal platform should not be based solely on feature catalogs, but on your organization’s digital maturity and strategic objectives. Studies by McKinsey & Company show that the proliferation of disconnected tools is one of the biggest obstacles to effective digital transformation. Here is a practical and honest guide to steer your decision:

When to Choose Niche Solutions

Choose Staffbase if your sole and exclusive goal is to replace the paper newsletter with a simple, one-way communication app for factory workers or retail staff, with no intention of managing their professional development, training, or performance reviews on the same platform.
Opt for Microsoft Viva if your organization has a strict, non-negotiable “Microsoft tools only” policy, has a robust, dedicated IT team to manage the complexity inherent to SharePoint, and does not consider gamification or the mobile-first experience to be strategic priorities.
Choose Workvivo if leadership’s focus is strictly to create a “corporate Facebook” environment for sharing social moments and informal celebrations, with no need for a connection to OKRs, individual development plans (IDPs), or skills mapping.

When to Choose GFoundry

Choose GFoundry if you are looking for a holistic, transformational approach. It is the logical and ideal choice for companies that understand that modern talent demands a unified experience. If your goal is to centralize Internal Communication, peer-to-peer Recognition, E-learning (LMS), Innovation Management, and 360º Assessment in a single Mobile-First App – powered by contextual AI and native Gamification – GFoundry is the solution that delivers the greatest ROI and the fastest adoption by employees.

The Future Is Integrated: How to Take the Next Step

Keeping internal communication isolated in a technology silo is, in today’s landscape, a missed strategic opportunity. The true Return on Investment (ROI) in the employee experience only emerges when the news feed is organically connected to continuous recognition, daily learning, and tangible career growth.

An Audit of the Current Reality

The practical recommendation for any HR leadership is to start with a relentless audit of your current intranet. If the daily active users (DAU) rate is below 30%, your platform is failing to create habits. It is serving as a dead archive, not a culture engine. The transition to an integrated model is not just a software upgrade; it is a shift in how the organization values its people’s time and attention.

The GFoundry Methodology

To ensure that technology adapts to the company’s culture (and not the other way around), GFoundry applies a proven 5-layer methodology in the implementation of its projects:

Strategy: Alignment with business objectives and HR pain points.
Data: Seamless integration with existing core systems (ERP, CRM).
Experience Design: Creating intuitive, mobile-first journeys (Missions).
Gamification: Applying intrinsic and extrinsic motivation mechanics.
Artificial Intelligence: Personalization at scale through Gi.

The future of work demands tools that respect the complexity of human talent. Book a demo with the GFoundry team to discover, in practice, how our platform can transform your company’s fragmented HR processes into a unified, engaging, and hyper-personalized digital experience.

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The 12-Month Gamification Strategy: The ‘Wave Logic’ Approach to Continuous Engagement

admin — Sat, 11 Apr 2026 14:31:52 +0000

The End of Isolated Actions: An Introduction to the ‘Wave Logic’ Methodology

Today’s corporate landscape faces a silent disengagement crisis. According to Gallup’s State of the Global Workplace, around 79% of employees worldwide are unmotivated or actively disengaged. To tackle this reality, many organizations invest in talent platforms and launch gamification campaigns. The problem? The overwhelming majority of them amount to isolated actions – a big launch in January, followed by a deafening silence for the rest of the year. The result is a fleeting adoption spike that quickly fades, generating what is known as “gamification fatigue”.

Sustainable engagement is not built on a single initiative, but rather through a continuous orchestration of stimuli. This is where the ‘Wave Logic’ methodology comes in. The central premise of this approach is that human motivation requires variation. A truly effective gamification program must be designed as continuous, themed waves, alternating the focus between different dimensions of the employee experience – from pure performance all the way to well-being, passing through innovation and social responsibility.

The Annual Structure and the Role of the Gamification Engine

Implementing ‘Wave Logic’ takes shape as a 12-month calendar, where each month takes on a distinct anchor theme. This monthly rotation renews the community’s interest and ensures that different employee profiles (the more competitive, the more social, the more learning-focused) find peak motivation moments throughout the year.

True corporate gamification is not a one-off game; it is behavioral design applied to the continuous talent journey, orchestrated in an invisible yet ever-present way.

For this strategy to work without overloading Human Resources teams, an agile technological infrastructure is essential. At GFoundry, the Gamification Engine acts as the conductor of this symphony. As a cross-platform engine, it lets you activate and deactivate dynamics across different modules (such as Learn, Goals or Innovation) in a seamless way. Employees don’t need to switch platforms or learn new rules; the interface stays the same, but the challenges, missions and rewards evolve every month, keeping the ecosystem alive and dynamic.

Quarter 1: Alignment, Recognition and Learning (January to March)

The first quarter of the year is the critical moment to set the tone, align expectations and equip teams for the challenges ahead. The ‘Wave Logic’ strategy kicks off with an intense focus on goal clarity, quickly transitioning to team cohesion and culminating in the acquisition of new skills.

January: New Year Challenge and KPI Alignment

The year begins with the theme of Goals and KPIs. Using GFoundry’s Competitions and Goals/OKRs modules, organizations can turn the traditional (and often tedious) goal-setting process into a dynamic challenge. By integrating data via API or XLS files, you can create multi-KPI competitions with real-time leaderboards. Employees earn points and badges not only for hitting business targets, but also for completing early milestones, such as submitting their individual OKRs on time. This approach ensures that strategic alignment happens quickly and with a high adoption rate.

February: Team Appreciation Week

After the initial pressure of objectives, February introduces a wave of positive reinforcement focused on team recognition. Activating the Recognition module makes it possible to promote the sharing of success stories in the platform’s social feed. Creating a “Team of the Week” program is supported by awarding Star Badges (public recognition with constructive feedback) and Soft Skills endorsements. This peer-to-peer dynamic strengthens bonds of trust and creates a visible repository of organizational best practices, essential for talent retention.

March: Learning Month and Continuous Upskilling

With teams aligned and cohesive, March focuses on learning. The Learn module takes center stage, energized by gamified micro-learning. The platform’s artificial intelligence, through Gi Learn, lets L&D managers generate complete courses and quizzes in seconds from PDFs or specific topics. Employees accumulate points and badges for completing learning paths or for sharing their own knowledge (peer-learning). It is at this stage that the seamless flow of the virtual economy becomes evident: the points accumulated over these three months start to generate real purchasing power in the Marketplace, consolidating the habit of daily platform use and demonstrating the tangible value of engagement.

Quarter 2: Well-being, Ideation and Socialization (April to June)

As spring progresses, operational fatigue often begins to set in. The second quarter of the ‘Wave Logic’ strategy is designed to diversify the stimuli, stepping away temporarily from pure business metrics to focus on mental health, collective creativity and an informal team spirit. This break from routine is vital to prevent burnout and sustain organizational resilience.

April: Health and Wellness Campaign

April is dedicated to physical and mental well-being. Using the Tasks module, HR teams can create daily to-do lists focused on healthy habits (such as active breaks or hydration), where self-reporting completion generates small rewards. In parallel, the Surveys module is activated to monitor the pulse of team well-being anonymously. For more physical engagement, GFoundry’s Gamification API can integrate data from external fitness apps, creating step-count challenges with departmental leaderboards, promoting healthy competition and combating a sedentary lifestyle.

May: Innovation Tournament

With energy renewed, May channels the focus toward creativity through an internal tournament in the Innovation & Ideas module. The organization defines innovation cycles with opening and closing dates, focused on solving real business problems. Gamification acts here as an accelerator: specific badges are awarded for submitting ideas, for constructive comments and for community votes (likes). Ideas pass through an evaluation funnel managed by a panel of judges, and the proposals that reach the “Success” status earn high-value rewards in the Marketplace, proving that internal innovation is valued and rewarded.

June: Summer Social Events

With summer approaching, June focuses on socialization and breaking down corporate formality. The GFoundry platform adapts to this lighter tone by energizing Tribes (informal interest communities) and using Contests. The Comparisons module becomes particularly useful for quick themed votes (e.g.: “What’s the best vacation destination?” or “What’s the playlist for the virtual happy hour?”). This deliberate alternation between the structured rigor of innovation in May and the lightness of socialization in June is the heart of ‘Wave Logic’: it prevents exhaustion, humanizes the digital experience and deeply strengthens Employer Branding.

Impact of Continuous Gamification vs. Isolated Actions

Comparison of results at 6 months of implementation

Isolated Launch

Rapid Fatigue

Initial spike followed by a sharp drop in engagement.

Active Adoption Rate (Month 6)

Knowledge Retention

Impact

+3x

Higher Retention

‘Wave Logic’ Strategy

Sustained Engagement

Stimuli renewed monthly keep the platform alive.

Active Adoption Rate (Month 6)

Knowledge Retention

Source: HR Industry Average / Corporate Gamification Benchmarks

GFoundry · Engagement & Gamification

Engagement isn’t a campaign. It’s a 12-month rhythm.

GFoundry’s native Gamification Engine orchestrates missions, badges, KPI competitions and a rewards marketplace across every module, so each monthly wave lands on the same platform and sustains engagement year-round.

Discover GFoundry

Purpose, Mentorship and Individual Spotlight (July to September)

The third quarter spans the summer period and the critical return to work in September. It is a phase where the pace of business may slow down temporarily, offering the ideal window to invest in long-term initiatives: social responsibility, deep career development and reinforcing the sense of belonging. The ‘Wave Logic’ strategy focuses on giving purpose to daily action.

July: Community Engagement Drive

July is the month of volunteering and social impact. GFoundry facilitates this dimension by activating ERGs (Employee Resource Groups) in the Internal Communication and Intranet module. Tribes turn into organizing hubs for social causes. The most powerful element of this wave is the link to the Marketplace: employees are encouraged to convert the virtual coins they accumulated in the first half of the year into real donations to local NGOs or company-supported causes. This mechanic transforms individual effort (points earned through performance or learning) into a tangible collective impact, elevating the purpose of work.

August: Mentorship Program Launch

Taking advantage of the lower density of operational tasks, August is the ideal moment to launch or renew the corporate mentorship program. GFoundry’s Mentoring Software uses artificial intelligence to match profiles, skills and goals, automatically suggesting the pairs with the greatest affinity. To keep mentorship from getting lost in a lack of structure, the Gamification Engine orchestrates Missions (guided journeys) in the App. Mentors and mentees follow a clear script, supported by the 70/20/10 methodology, where they earn badges for holding feedback sessions, completing suggested micro-learning and applying knowledge in real-world contexts.

September: Employee Spotlight Series

The strong return in September calls for an injection of motivation. The focus turns to the individual spotlight. Using the News and Articles Feed, the organization shares career stories, achievements and the “B-side” (personal interests) of employees. The People Directory is promoted to discover hidden talent, and a new wave of peer-to-peer recognition is encouraged. To make sure these initiatives are resonating with the team, the Engagement Thermometer module gathers real-time data through Pulse Surveys, measuring metrics such as Personal Development and Alignment, allowing HR leaders to adjust the intensity of campaigns based on concrete data, as recommended by the best practices of the Harvard Business Review in continuous talent management.[/vc_column_text][/vc_column][/vc_row]

Quarter 4: Impact, Gratitude and Celebration (October to December)

The last quarter of the year is traditionally focused on closing the books and delivering final results. From a talent management perspective, it is the moment to capitalize on cross-functional collaboration, express gratitude for the collective effort and celebrate the achievements before restarting the cycle. ‘Wave Logic’ reaches its climax, bringing together all the mechanics used throughout the year.

October: Innovation Hackathon

To solve the year’s last big challenges, October promotes an Innovation Hackathon. Unlike May’s tournament (more focused on individual ideation), this initiative requires the formation of cross-departmental teams (organized into Tribes) to solve complex problem statements. The Innovation & Ideas module is used together with the Learn module, which provides the contextual micro-learning (e.g.: agile methodologies or design thinking) needed for the challenge. Gamification rewards inter-team collaboration, breaking down organizational silos in the home stretch of the year.

‘Wave Logic’ Annual Calendar at GFoundry

Summary of the orchestration of modules and initiatives by quarter

Quarter 1: Alignment

Focus on KPIs and L&D

Set goals, recognize teams and drive early learning.

Core Modules Activated

Competitions, Goals, Learn, Recognition

Quarter 2: Well-being

Health and Innovation

Prevent burnout with health challenges, creative ideation and social events.

Core Modules Activated

Tasks, Innovation & Ideas, Comparisons

Quarter 3: Purpose

Mentorship and Community

Launch of AI-powered mentorship programs and volunteering campaigns.

Core Modules Activated

Communities, Mentorship, Thermometer

Quarter 4: Celebration

Gratitude and Impact

Hackathons, massive thank-you campaigns and annual rewards.

Core Modules Activated

Marketplace, Gamification Engine, Gi Talent

The Gamification Engine acts as a cross-cutting layer across the 12 months.

November: Giving Thanks Campaign

November is dedicated to gratitude. The organization launches a massive campaign in the Recognition module, encouraging the sending of Star Badges with public thank-you messages to colleagues, leaders and mentors who made a difference throughout the year. This mechanic not only lifts morale during a high-pressure phase, but also generates a massive volume of data about the informal networks of influence within the company.

December: Year-End Celebration and Data Consolidation

The year closes with a focus on celebration. The Gamification Engine publishes the annual leaderboards and usage statistics. It is the moment to make special rewards and Digital Vouchers available in the Marketplace for the top performers, connecting digital effort to real-world experiences (tickets, dinners, extra vacation days). At the same time, in the backoffice, Gi Talent (GFoundry’s predictive behavioral analytics engine) consolidates the data from 12 months of interactions, classifying employees into talent profiles and generating crucial insights to prepare the strategy for the following year.

Operationalizing the Strategy: The Gamification Engine as the Conductor

Designing a 12-month strategy on paper is only the first step; the real competitive advantage lies in the ability to operationalize it without friction. At GFoundry, the Gamification Engine provides the exact tools to turn this calendar into an automated and measurable reality.

The Backbone of Missions (Cross-Module Journeys)

To ensure the monthly campaigns are not seen as isolated tasks, administrators should structure each month as a Mission. Missions in GFoundry allow you to create cross-module journeys with clear Milestones. For example, the “Learning Month” mission might require the employee to read a PDF (Learn module), complete a quiz and then ask their manager for feedback on the new skill (Feedback module). This interconnection turns passive content consumption into practical, verifiable actions.

Trigger Configuration and the Virtual Economy

Intelligent reward management is vital to avoid inflation in the virtual economy. The backoffice lets you configure specific Triggers for each action. An advanced tactic is mixing visible badges (for public celebration and status) with silent badges. The latter allow points and virtual coins to be awarded for smooth progression in missions without flooding the user with constant visual notifications. Calibrating the allocation of coins over the 12 months ensures that the Marketplace stays attractive and sustainable all the way to December.

Real-Time Monitoring and Adjustment

An annual strategy cannot be rigid. Continuous use of the Engagement Thermometer makes it possible to monitor the eNPS and the 9 organizational climate metrics in real time. If the data indicates a dip in “Work-Life Balance” in May, the HR team can bring well-being dynamics forward or adjust the intensity of the innovation tournament.

From Strategy to Execution

The ‘Wave Logic’ approach proves that engagement is not an event, but a continuous ecosystem. By orchestrating different GFoundry modules – from Learn to Recognition, through Innovation and Mentorship – organizations are able to keep their workforce motivated, aligned and constantly developing throughout the entire year. If you want to transform your company’s talent management into an engaging, results-driven digital journey, talk to our team and schedule a personalized demo of the GFoundry platform.

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The End of App Fatigue: A 2026 Strategic Blueprint to Unify Internal Communications and Silence Digital Noise

David Martins — Sat, 14 Mar 2026 18:48:14 +0000

The Collapse of the Digital Ecosystem: Why 2026 Demands a New Approach

The forced transition to remote and hybrid work at the start of the decade preserved business continuity, but it also left organizations with a toxic legacy: the uncontrolled accumulation of software, commonly known as tool sprawl. In 2026, what was once seen as digital agility has turned into an unsustainable corporate labyrinth. Companies added chat platforms, intranets, benefits portals, performance systems, and well-being apps, creating a fragmented ecosystem that suffocates the very workforce it was meant to empower.

The Fallacy of Digital Productivity

There is a mistaken belief among senior leadership that the proliferation of communication channels results in stronger strategic alignment. The data proves exactly the opposite. Today, around 68% of employees report feeling severely overloaded by the number of applications they must use in their day-to-day work. This “App Fatigue” is not merely a technological inconvenience; it is a critical barrier to strategy execution. When information is spread across half a dozen different platforms, leadership messages become diluted, digital noise increases, and operational focus collapses.

True technological consolidation is not achieved simply by eliminating applications, but through the transition to a unified ecosystem that respects the employee’s cognitive capacity.

Budget Pressure and Boardroom Urgency

Beyond the human impact, 2026 also brings undeniable financial pressure. Boards and Chief Financial Officers (CFOs) are demanding rigorous audits of software licensing costs (SaaS). Maintaining redundant tools – one application for climate surveys, another for recognition, a third for internal communication, and a fourth for training – is no longer justifiable. Budget pressure is forcing Chief Human Resources Officers (CHROs) and Chief Information Officers (CIOs) to work together to centralize ecosystems, reduce licensing costs, and at the same time improve the employee experience.

The Hidden Cost of Context Switching

To understand the true scale of App Fatigue, it is essential to quantify the financial and productivity impact that digital fragmentation imposes on organizations. The phenomenon of context switching occurs whenever an employee is forced to interrupt their workflow in one application to search for information, respond to a message, or complete a task in another platform. This constant friction creates a severe cognitive tax that drains teams’ mental energy.

The Cognitive Tax and Its Impact on EBITDA

Behavioral studies and productivity analyses, frequently discussed in leading publications such as the Harvard Business Review, show that the human brain can take up to 23 minutes to fully regain focus after a digital interruption. In a corporate environment where professionals switch between team chat, the corporate intranet, and HR portals dozens of times a day, the result is an estimated loss of up to 40% of daily productivity. This waste of productive hours has a direct and measurable impact on company EBITDA, turning a usability issue into a critical financial risk.

Quantitative Diagnosis: The Annual Cost of Context Switching

Estimated financial impact based on productivity loss caused by digital fragmentation (assuming an average cost of €25/hour).

Mid-Sized Company (500 Employees)

€1.2M / year

Estimated financial cost of lost focus.

Lost Hours (2h/week per person)

Risk

High

Burnout & Turnover

Large Enterprise (2000+ Employees)

€4.8M+ / year

Severe impact on operating profitability.

Lost Hours (2h/week per person)

Note: Conservative calculation model focused only on cognitive recovery time. Does not include redundant licensing costs.

The Breakdown of Strategic Communication

Beyond the productivity loss, there is a direct correlation between digital fatigue, rising burnout levels, and lower talent retention. When employees are submerged in irrelevant notifications, they develop a kind of “digital blindness.” The noise prevents critical leadership messages – about new goals, cultural change, or security updates – from effectively reaching the operational base. Internal communication stops being a vector of alignment and becomes just another source of anxiety on the employee’s screen.

The Necessary Evolution: From Static Intranets to Systems of Engagement

Changing the internal communication paradigm requires more than a simple software upgrade; it requires a deep architectural transformation. Replacing one chat tool with another, or redesigning the corporate intranet homepage, does not solve the root of the problem. Traditional intranets fail because they were designed as Systems of Record – passive information repositories where documents go to die. In 2026, the requirement is to build a System of Engagement.

The Architecture of a System of Engagement

A System of Engagement acts as a unified and intelligent layer that brings together communication, performance, recognition, and learning into a single seamless journey. Instead of forcing employees to go looking for information, the platform delivers the right context at exactly the right moment. This consolidation removes the historical silos between Human Resources (focused on talent), Internal Communication (focused on messaging), and Operations (focused on execution), creating a single source of truth and interaction.

Architectural Comparison: The Consolidation Paradigm

Structural differences between passive repositories and dynamic talent platforms.

Traditional Intranet (System of Record)

Passive

Focused on storage and compliance.

Information Flow (One-Way)

Adoption (Forced / Low)

Evolution

Mobile-First

GFoundry (System of Engagement)

Dynamic

Focused on action, behavior, and gamification.

Information Flow (Two-Way)

Adoption (Organic / Gamified)

Hyper-segmented personalization replaces generic communication, ensuring relevance.

Including Deskless Workers

Another critical factor in this evolution is accessibility. A large percentage of the global workforce does not sit at a desk – the so-called deskless workers, such as retail, logistics, or healthcare teams. For these professionals, an intranet accessible only through a VPN on a laptop is useless. The importance of a fluid, mobile-first user experience (UX) is non-negotiable. A true System of Engagement lives on the employee’s mobile phone, ensuring that corporate communication, micro-learning modules, and peer recognition are always just a tap away, democratizing access to company culture.

The Impact of HR Platform Consolidation

Results observed in the transition to unified Systems of Engagement.

Source: mckinsey.com

Productivity Increase

20-25%

Less time spent searching for information

SaaS Cost Reduction

Up to 30%

Elimination of redundant licenses

Digital Burnout Risk

-45%

Drop in cognitive overload

Organic Adoption

3x Higher

With gamification and mobile-first UX

Industry benchmark metrics for the consolidation of communication and talent management tools.

The GFoundry Engine: An Intelligent System of Engagement to Reduce Organizational Noise

GFoundry’s value proposition in addressing digital fatigue lies not only in aggregating features, but in the way those features are orchestrated into a coherent, contextual, and continuous work experience. Rather than simply offering isolated tools, GFoundry functions as a true System of Engagement, designed to connect communication, learning, recognition, performance, and execution in a single digital journey. The objective is no longer merely to publish information, but to create relevance, context, and action.

From a Fragmented Platform to a Unified Journey

In an organizational environment marked by scattered channels, notifications, and applications, the main challenge is not the lack of information, but the difficulty of turning it into meaningful engagement. GFoundry responds to this problem through an integrated architecture that organizes the employee experience around what is most relevant to their role, moment, and goals. Instead of forcing each person to navigate between multiple systems and disconnected messages, the platform centralizes critical interactions and transforms fragmented processes into a fluid, intuitive, action-oriented journey.

Artificial Intelligence and Contextual Relevance

One of the central pillars of this model is GFoundry Intelligence (Gi), which makes it possible to personalize the experience proactively. As many analysts have argued, the future of employee experience lies in replacing static portals with intelligent systems that deliver useful context at the right moment. Gi analyzes profiles, skills, interactions, and priorities to ensure that each employee receives communications, content, and requests tailored to their reality. As a result, an operational employee, a manager, or a specialist technician is no longer exposed to the same undifferentiated volume of information. Noise is reduced at the source, and the experience becomes clearer, more useful, and more actionable.

Intelligent Experience Orchestration: connection between internal communication, training, recognition, goals, and feedback in a unified and consistent experience.
Relevant Personalization: delivery of content, tasks, and interactions based on individual context, avoiding excessive notifications and mass communication.
Continuous Engagement: creation of regular participation cycles through feedback, recognition, and follow-up, strengthening the connection between the employee voice and the organization’s evolution.

In this context, gamification elements may exist as complementary mechanisms for activation and adoption, but they are not the center of the value proposition. The real differentiator lies in GFoundry’s ability to function as an organizational engagement layer that transforms dispersed systems, fragmented messages, and isolated processes into an integrated, intelligent, and results-oriented experience.

Auditing Tool Sprawl: How to Justify the Centralization Budget

Recognizing the need for a System of Engagement is only the first step; the real challenge for HR and IT leaders is building a solid business case that justifies the investment to the board. In a demanding economic environment, the transition to a unified platform cannot be presented as an additional cost, but rather as a rigorous strategy for financial optimization and risk mitigation.

Step 1: Mapping and Identifying Redundancies

The plan begins with a ruthless audit of the current ecosystem. It is common for organizations to discover that they are paying for multiple applications that essentially do the same thing. The mapping exercise should identify clear overlaps in functionality: the company may be paying for one license for a climate survey app, another for a peer recognition platform, a separate LMS (Learning Management System) for training, and an expensive intranet for communication. Documenting this scenario reveals the immediate financial waste.

Step 2: Calculating the ROI of Consolidation

Budget justification is based on two return on investment (ROI) metrics. The first is direct savings (hard savings) resulting from the cancellation of redundant software licenses and the reduction of maintenance costs for complex integrations. The second is productivity recovery (soft savings). By eliminating context switching and centralizing processes in GFoundry, the hours previously lost to inefficient navigation are returned to the company’s core operation.

Step 3: Strategic Alignment Between HR and IT

For the business case to be approved without hesitation, it must speak the language of multiple stakeholders. The Chief Human Resources Officer will focus on the gains in engagement, improvements in organizational climate, and talent retention. At the same time, the Chief Information Officer (CIO) will validate the proposal by highlighting improvements in data governance, stronger information security (by reducing the attack surface created by multiple apps), and the sharp reduction in technical support tickets related to access issues and forgotten passwords. GFoundry therefore positions itself as the perfect point of convergence between technological efficiency and excellence in people management.

The 90-Day Operational Plan for Digital Unification

Eradicating App Fatigue requires disciplined execution. Replacing digital chaos with a unified experience does not happen overnight, but it can be achieved safely and structurally through an actionable 90-day roadmap designed to minimize operational disruption and maximize adoption from the very beginning.

Phase 1: Diagnosis and Alignment (Days 1-30)

The first month is dedicated to laying the strategic foundation. The project team should finalize the license audit and define success KPIs with the key stakeholders (e.g. daily adoption rate, reduction in internal emails, average onboarding completion time). This is the phase in which the organization decides which legacy systems will be deactivated and which core systems (such as the ERP or payroll software) will require integration with the new platform.

Phase 2: Configuration and Journey Design (Days 31-60)

With the objectives defined, the next step is configuring the System of Engagement. Using GFoundry’s modular architecture, the priority modules are activated (Internal Communication, Recognition, e-Learning). The critical focus here is the design of gamified journeys: creating welcome missions, structuring the rewards catalog, and training the AI algorithms to ensure that, on launch day, the platform already delivers immediate and hyper-personalized value to each employee segment.

Phase 3: Launch and Monitoring (Days 61-90)

The final month marks the practical transition. A phased rollout (soft launch) with a group of internal ambassadors is recommended, followed by the global launch. As the new platform gains organic traction, the official deactivation of redundant platforms begins. Continuous monitoring through analytical dashboards makes it possible to measure in real time the reduction in digital noise and the increase in authentic engagement, dynamically adjusting missions and content.

The transition from a fragmented ecosystem to a unified System of Engagement is what makes it possible to eradicate digital fatigue and align teams around shared goals. In practice, technological consolidation with GFoundry makes it possible to centralize internal communication, learning, and talent management, as demonstrated by Claranet through the creation of Planet, an internal aggregation platform that revolutionized its talent management, or by DPD Portugal, which used the goals and gamification module to align and motivate geographically dispersed drivers. For HR and IT leaders, this means replacing dozens of redundant licenses with a single coherent digital journey, reducing costs and increasing organic adoption. Discover how we can unify your employee experience and schedule a demonstration of our platform.

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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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Strategic Microlearning: The Science of Learning in the Flow of Work

admin — Fri, 02 Jan 2026 15:43:35 +0000

Beyond Short Videos: Redefining Microlearning

The traditional image of corporate training – closed classrooms, eight-hour sessions and lengthy manuals – is in rapid decline, not for lack of content value, but because it is incompatible with the cognitive and operational reality of the modern workforce. However, reducing a two-hour course to a five-minute video is not microlearning; it is simply short content. True microlearning is a pedagogical methodology designed for the attention economy, where each learning unit focuses on a single performance objective, consumable and immediately applicable.

In an environment where employees are interrupted, on average, every 11 minutes, the ability to absorb complex information in one go is drastically reduced. The concept of Learning in the Flow of Work, popularized by Josh Bersin, argues that training should be available at the exact moment of need – the so-called “just-in-time”. It is not about studying for a future test, but about accessing a knowledge nugget to solve an immediate problem, whether that is how to give constructive feedback or how to operate a new feature in the CRM.

The critical distinction lies in intentionality. “Chunking” takes a long course and divides it into smaller parts; native microlearning is designed from the ground up to be self-contained. Each module should have a beginning, middle and end, delivering complete value in under 10 minutes. Mobile technology and employee experience (EXP) platforms are the enablers of this strategy, allowing learning to leave the traditional LMS (Learning Management System) and live on the employee’s phone, accessible during a bus commute or a coffee break.

The Attention Economy and Learning

Single Focus: Each unit addresses only one concept or skill.
Immediate Accessibility: Content should be findable in fewer than 3 clicks.
Rich Format: Video, audio, interactive infographic or quiz, adapted to the consumption context.
Independence: The employee does not need to have consumed the previous module to understand the current one.

The Neuroscience Behind the Effectiveness: Why Does It Work?

The effectiveness of microlearning is not just a matter of logistical convenience; it is deeply rooted in how the human brain processes and stores information. The biggest enemy of corporate training is the “Forgetting Curve”, described by the psychologist Hermann Ebbinghaus, which shows that, without reinforcement, the human brain discards around 80% of new information within 30 days. The traditional “binge-learning” model fails precisely because it overloads short-term memory without creating the neural pathways needed for long-term retention.

This is where Cognitive Load Theory comes in. Our working memory has a limited capacity. When we bombard an employee with hours of content, we trigger a cognitive overload that prevents knowledge from transferring to long-term memory. Microlearning respects this biological limit, delivering information in manageable doses that the brain can effectively process, encode and store. According to Harvard Business Review, the ability to maintain attention and retain information is significantly amplified when content is relevant, short and spaced out over time.

The Role of Spaced Repetition and Dopamine

The secret to retention lies in Spaced Repetition. Instead of presenting a concept just once, microlearning reintroduces the topic at strategic intervals – a day later, a week later, a month later. This forced recall effort strengthens synapses, turning volatile knowledge into a lasting skill. In addition, microlearning taps into the brain’s reward system. Completing a small learning unit triggers a quick release of dopamine, creating a sense of accomplishment and progress. Unlike the mental fatigue associated with full-day workshops, these micro-wins encourage the employee to return to the learning platform voluntarily, creating a virtuous cycle of continuous development.

Macrolearning vs. Microlearning: Choosing the Right Tool

It is crucial to dispel a common myth: microlearning is not here to replace macrolearning. Both are distinct tools in the L&D (Learning & Development) toolbox, serving different pedagogical purposes. Macrolearning remains indispensable for acquiring deep skills, career changes or complex domains that require immersion and broad context. Nobody learns to lead a team or to program in Python with 3-minute videos alone. Macrolearning builds the foundation; microlearning ensures maintenance and application.

The decision between one and the other should be based on the performance objective. If the goal is to teach a new organizational culture or a complex technical skill from scratch, macrolearning is the way. If the goal is to reinforce a procedure, update a policy or provide support in a moment of doubt, microlearning is superior. The most effective approach is often hybrid: using a structured course (Macro) for the theoretical base and a continuous campaign of knowledge nuggets (Micro) to fight forgetting and ease the transfer into daily practice.

Strategic Comparison: Macro vs. Micro

Criterion

Macrolearning

Microlearning

Primary Objective

Acquiring new, complex and deep skills.

Reinforcement, performance support and solving immediate problems.

Typical Duration

Hours, days or weeks (courses, workshops).

2 to 10 minutes per unit.

Moment of Application

Planned, outside the daily flow of work.

Just-in-time, embedded in the daily routine.

Production Cost

High and slow to update.

Low, agile and easy to update.

Long-Term Retention

Low without reinforcement (Forgetting Curve).

High, thanks to spaced repetition and focus.

Source: Comparative analysis of L&D methodologies.

From a financial standpoint, microlearning offers a competitive advantage in agility. While a macrolearning course can take months to restructure, a microlearning nugget can be created and distributed in hours to respond to a market shift or a new regulation.

Impact on Knowledge Retention

Comparison between traditional one-off training and microlearning with spaced reinforcement.

Traditional Training

20%

Retention after 30 days

Without reinforcement

Gain

+60%

Effectiveness

Microlearning + Reinforcement

80%

Retention after 30 days

With spaced repetition

Source: ATD (Association for Talent Development) · Data based on Ebbinghaus’s Forgetting Curve and cognitive reinforcement studies.

GFoundry · Learning & Development

Make learning stick in the flow of work

GFoundry turns microlearning theory into daily practice: AI-built courses, mobile-first delivery, spaced reinforcement and gamified missions that fight the forgetting curve and embed knowledge where work actually happens.

Implementation and Gamification Strategies

To operationalize microlearning, it is not enough to cut long videos into pieces. You need to design native content for agile digital formats. Interactive videos, where the user makes decisions that change the outcome, dynamic infographics, 5-minute podcasts and quick quizzes are formats of choice. The golden rule is “Mobile-First”: if the content is not readable or navigable on a phone screen, the adoption rate will drop drastically. The modern employee expects a user experience (UX) similar to that of the social networks they use in their personal life.

Gamification emerges here as the critical engagement engine. Turning the learning journey into a system of missions, points and badges is not about infantilizing the process, but about using behavioral psychology to drive action. Platforms that integrate microlearning with game mechanics can significantly increase completion rates. For example, creating a “weekly mission” where the employee must complete three knowledge nuggets to unlock a reward or climb a team ranking creates a sense of urgency and community.

Personalization and Social Learning

Artificial Intelligence (AI) elevates this strategy by enabling personalization at scale. Instead of assigning the same course to everyone, algorithms can suggest specific knowledge nuggets based on the skill gaps identified in each individual’s performance review. In addition, Social Learning should be encouraged: allowing employees themselves to create and share micro-content (such as a short video of an experienced salesperson explaining how they closed a difficult deal) democratizes knowledge and values internal talent. According to data from LinkedIn Learning, the opportunity to learn from peers and personalization are two of the biggest motivators for workplace learning.

Common Mistakes to Avoid When Creating Micro-Content

Despite its apparent simplicity, microlearning implementation often fails due to design errors. The most frequent mistake is “Salami Slicing”: taking a one-hour training video and arbitrarily cutting it into 10 parts of 6 minutes each. This results in fragments without context, without an introduction and without a conclusion, leaving the employee confused and frustrated. Microlearning requires that each piece be self-sufficient and make sense on its own.

Another trap is the lack of strategic context. Scattered micro-content that does not connect to a larger skill or a real business problem becomes noise. The employee may consume the content, but if they do not see how it helps them reach their goals, the learning does not translate into behavior. Visual quality is also non-negotiable; in a world used to high-quality productions on YouTube and TikTok, corporate videos with weak audio or static slides are quickly rejected.

“Microlearning without impact assessment is just the consumption of corporate entertainment.”

Finally, you should avoid notification overload. While “nudges” are useful for reminding people about training, too many alerts can lead to fatigue and people turning notifications off. The strategy should be one of pull through relevance and gamification, not just push through constant emails.

The Future of Corporate Training Is Agile

The future of corporate training is moving toward even greater granularity, evolving from microlearning into “nano-learning” – fragments of information lasting seconds, delivered via chatbots or virtual assistants at the exact moment of doubt. This organizational agility allows companies to update their training materials in real time, responding to crises or market opportunities at a speed impossible under the traditional model.

The return on investment (ROI) of this approach is tangible: less time away from the workstation, reduced production costs and, above all, immediate application of knowledge that directly impacts business KPIs. Generative Artificial Intelligence will play a central role, enabling the automatic creation of quizzes and summaries from technical documentation, reducing the effort of L&D teams. In short, microlearning is not a passing trend, but a necessary response to the evolution of work and human cognition.

From Strategy to Execution with GFoundry

Implementing a culture of continuous learning requires more than short content; it requires a platform that embeds microlearning into the daily flow of work through gamification and artificial intelligence. GFoundry operationalizes this vision by turning training into engaging missions, fighting the forgetting curve with personalized journeys. Examples such as AppyBrain show how GFoundry’s technology can create gamified learning experiences that increase retention and engagement. Likewise, Cork Supply used the platform to upskill geographically dispersed teams, overcoming time-zone and language barriers with agile, accessible content. For leaders looking to modernize their L&D strategy, GFoundry provides the infrastructure needed to convert micro-moments of learning into macro business results. Book a demo to see how these dynamics can be applied in your organization.

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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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GFoundry vs Sesame: Which Platform Is Best for Your Talent Strategy?

admin — Mon, 02 Jun 2025 22:03:28 +0000

The Digitalisation Dilemma: Operational Management or Employee Experience?

The digital transformation of Human Resources has reached a turning point. If, over the past decade, the absolute priority was to dematerialise bureaucratic processes – eliminating paper, automating payroll and digitalising attendance tracking -, today the challenge is substantially more complex. HR leaders now face the pressing need to manage the employee experience and ensure talent retention in a highly competitive market. It is in this context that the need arises to distinguish between operational management tools, such as Sesame, and talent management and employee experience platforms, such as GFoundry.

An organisation’s technology choice is not merely an IT decision; it is a reflection of its culture. Opting for a tool focused exclusively on time tracking and document management signals a culture of compliance and monitoring. On the other hand, investing in a platform that integrates gamification, continuous development and goal alignment suggests a commitment to team autonomy and growth.

In this comparison, we analyse two solutions with distinct purposes. Sesame has established itself as a solid reference in the management of time, shifts and administrative tasks – the so-called HR ‘back-office’. GFoundry, in turn, positions itself as a Talent Management and Employee Experience ecosystem, using artificial intelligence and gamification to transform the way people work and learn. The aim of this analysis is not to declare an absolute winner, but rather to clarify which technological architecture best serves your company’s strategic objectives: administrative efficiency or high performance and engagement.

Philosophy and DNA: Administrative Efficiency vs. Strategic Motivation

To make an informed decision, it is crucial to understand the DNA of each platform. Sesame was designed with a utilitarian focus: simplifying the administrative life of personnel departments. Its strength lies in attendance management, overtime control, holiday management and the centralisation of legal documents. It is an operational efficiency tool, designed to ensure that the company meets legal and procedural requirements with as little friction as possible. The user experience is functional and direct, geared towards executing specific tasks (clocking in, requesting days off).

In contrast, GFoundry was designed with a philosophy centred on human behaviour and motivation. The platform serves not only to record data, but to influence performance and strengthen corporate culture. Through a modular approach, GFoundry makes it possible to build a tailored ecosystem that integrates performance evaluation, training (LMS), recognition and internal communication. The user experience (UX) is immersive, using social and gamification dynamics to encourage frequent and voluntary use, turning processes that are usually seen as obligations into engaging experiences.

This distinction is visible in the flexibility of the architecture. While Sesame offers a self-contained HR management package, ideal for SMEs that need to quickly digitalise the basics, GFoundry acts as a transformation partner, allowing modules to be activated as the organisation’s maturity evolves (starting, for example, with Onboarding and evolving towards complete Talent Management).

Focus and Depth Comparison

Comparative analysis of each platform’s core capabilities.

Feature / Area

Sesame

GFoundry

Time and Attendance Management

Advanced (Core)

Basic / Integration

Gamification and Engagement

Non-existent / Basic

Native and Structural

Performance Management (OKRs/KPIs)

Checklists / Simple Evaluation

Advanced and Integrated

Learning & Development (LMS)

Limited

Complete (with AI)

Employee Journeys

Administrative Processes

Experience Journeys

Contextual AI (Gi assistant)

Non-existent

Native (trained on your data)

AI-powered training role-plays

Non-existent

Native

People Intelligence (analytics + attrition risk)

Operational reports

AI-powered predictive

Note: Classification based on the functional depth and strategic focus of each solution.

Engagement and Gamification: Where GFoundry Transforms Culture

One of the biggest challenges of traditional HR platforms is low voluntary adoption. Employees use them only when they are required to. This is where GFoundry establishes its greatest competitive advantage: native gamification. Unlike solutions that add game elements as an afterthought, GFoundry uses gamification as the engine of the platform. Mechanics such as missions, badges, point systems and a rewards store are not just for entertainment; they are behavioural tools designed to align individual actions with the company’s objectives.

Social Recognition and Continuous Feedback

A feedback culture is vital to talent retention, especially among younger generations. While Sesame focuses interaction on hierarchical approvals, GFoundry democratises recognition. The platform enables continuous feedback and peer-to-peer recognition, allowing employees to celebrate achievements and reinforce positive behaviours in real time. This social recognition creates a sense of belonging and visibility that purely administrative software cannot replicate.

Employee Journeys: Guiding Instead of Managing

Another significant GFoundry innovation is Employee Journeys. Instead of presenting employees with a static repository of manuals and policies, the platform makes it possible to design interactive journeys. Whether in an Onboarding process, a leadership training programme or an innovation initiative, the employee is guided step by step through missions and challenges. This approach reduces the anxiety of new employees and ensures that information is consumed and understood, increasing the effectiveness of training and integration programmes. Studies by Deloitte indicate that companies with strong onboarding processes improve new-hire retention by 82%, a figure that validates the importance of investing in the experience from day one.

Critical Talent Retention Factors

Learning opportunities and culture weigh more than administrative management.

Learning and Growth Opportunities

94%

Company Culture and Values

77%

Recognition and Feedback

68%

Sample: Global Professionals

Source: LinkedIn Learning · Workplace Learning Report

Talent and Performance Management: Evaluate to Develop

The way an organisation evaluates performance says a great deal about its vision of talent. Sesame offers competent performance evaluation features based on questionnaires and checklists. It is a functional approach, useful for maintaining a historical record and meeting the formal requirements of annual evaluation. However, for companies seeking to drive high performance, this static view can be limiting.

GFoundry proposes holistic and continuous performance management. The platform integrates goal-setting (whether SMART goals or OKRs) with competency evaluation and development. The major advantage lies in the interconnection of the modules: if a performance evaluation identifies a gap in a specific competency (e.g. negotiation), the platform can automatically suggest training content or development missions to close that gap. This turns evaluation into a starting point for growth, rather than a final judgement.

In addition, the ability to manage Individual Development Plans (IDPs) in a visual and dynamic way gives managers and employees clarity about the future. Talent management ceases to be a bureaucratic form-filling process and becomes a continuous dialogue about career, potential and succession, supported by real performance and engagement data gathered throughout the year.

From Control to Development: Approaches Compared

Fundamental differences in people management methodology.

Sesame (Operational Focus)

Management & Control

Focus on compliance and record-keeping.

✓ Task checklists
✓ Rigorous attendance
✓ Standard annual evaluation
✓ Document repository

GFoundry (Strategic Focus)

Growth & Talent

Focus on evolution and motivation.

✓ Dynamic OKRs and KPIs
✓ Continuous 360º feedback
✓ Integrated Learning Paths
✓ Visual Succession Plans

GFoundry’s Leap: Artificial Intelligence at the Service of People

Since the first version of this comparison, GFoundry has taken a decisive leap: artificial intelligence has gone from being a detail to becoming a central layer of the platform — GFoundry Intelligence (Gi). This is where the gap from a purely operational tool like Sesame becomes most evident: it is no longer about recording what happened and becomes about anticipating and acting.

Gi — AI Assistant

Trained on your company’s documents. It answers employees’ questions citing the source and respecting permissions, and creates training content in seconds.

Training role-plays

Employees practise negotiation, difficult feedback or customer service with an AI persona that stays in character, with competency assessment.

People Intelligence

Natural-language questions about teams, organisational health dashboards and predictive attrition risk — with personal data protected.

From assistant to coach: what GFoundry’s AI does in practice

The Gi is a secure conversational assistant, trained exclusively on each organisation’s data — with no internet hallucinations. The AI role-plays give employees a space to practise critical conversations as often as they need, with immediate feedback. And the Admin Chatbot with People Intelligence lets managers query people data in natural language and see, in advance, which teams are at risk — something that attendance and document management software, by definition, does not do.

While Sesame records what has already happened — hours, absences, documents — GFoundry uses AI to understand what is about to happen and help act in time.

Verdict: Which Solution Makes Sense for Your Company?

The choice between Sesame and GFoundry should not be based solely on a list of features, but rather on your company’s moment and vision. Both are robust tools, but they serve distinct purposes in the business ecosystem.

When to choose Sesame

Sesame is the logical choice for organisations whose main pain point is administrative and where control is the priority. If your company manages teams with complex rotating shifts, needs strict time tracking down to the minute and is primarily looking to digitalise the bureaucracy of the personnel department, Sesame fulfils that function effectively. It is an excellent back-office tool for ensuring that basic HR operations run flawlessly.

When to choose GFoundry

GFoundry is the ideal solution for organisations that have already moved beyond the purely administrative management phase and are looking to leverage their human capital. If your goal is to increase engagement, reduce voluntary turnover, align teams with the business strategy and create a culture of continuous learning, GFoundry offers the platform you need. It is particularly powerful for companies in growth or transformation, where talent retention and motivation are critical success factors.

The question of scalability is also decisive. As companies evolve, the concern stops being just “who came to work” (attendance) and starts focusing on “who is generating value and how can we develop them” (talent). GFoundry supports this growth, making it possible to integrate data from other systems (such as ERPs and payroll software) to act as the single front-end of the employee experience, centralising everything that is relevant to the person in a gamified and intuitive interface.

Conclusion: The Future of People Management Is Experience

In short, the distinction is clear: Sesame solves operational pains; GFoundry solves business and people challenges. In a labour market where emotional salary and the opportunity for development weigh as much as financial compensation, investing in tools that employees genuinely enjoy using is no longer a luxury but a strategic necessity.

GFoundry’s ability to transform tedious processes into stimulating journeys, through careful UX and intelligent gamification, offers a real competitive advantage. Companies that adopt these technologies are not just modernising HR; they are building a strong employer brand and a high-performance culture. The platform’s continuous innovation, especially in integrating Artificial Intelligence to personalise learning and development, ensures that the organisation is prepared not only for today’s challenges, but also for the future of work.

From Strategy to Execution

For leaders looking to transcend administrative management and implement a genuine talent strategy, GFoundry offers the architecture needed to operationalise that vision. Consider the example of Natixis, which transformed its integration process into an immersive gamified experience (‘ALL ABOARD’), ensuring that new talent feels part of the culture from day one. Likewise, DPD Portugal used the platform to align its drivers’ motivation with business results, proving that digital engagement has a direct impact on operational performance. If you are looking for a solution that goes beyond control and drives the growth of your people, request a demo and discover how GFoundry can empower your organisation.

Frequently asked questions

The questions HR leaders ask before deciding between GFoundry and Sesame.

What company size is GFoundry suited for?

GFoundry is used primarily by medium and large companies — typically from a few hundred employees upwards, with multiple teams, geographies or business units. The enterprise plans (Plus and Premium) in fact start at 250 users. For small SMEs with mainly administrative needs, a tool such as Sesame tends to be more suitable.

Does GFoundry replace Sesame?

It depends on the goal. GFoundry was not designed for time clocking, shift management or payroll — it covers engagement, development, performance, culture and AI. Many companies keep Sesame (or other operational software) for the back-office and use GFoundry for talent and the employee experience, integrating the two via API.

Does Sesame do talent management like GFoundry?

Sesame focuses on operational management (attendance, shifts, absences, documents) and includes simple evaluations. GFoundry is a talent management and employee experience platform: native gamification, a complete LMS, OKRs, recognition, mentoring and an AI layer (Gi, role-plays, People Intelligence).

Does GFoundry have artificial intelligence?

Yes, and it is now one of its biggest differentiators. GFoundry Intelligence (Gi) is trained on each company’s documents and includes an assistant for employees, conversational analytics for managers (Admin Chatbot), AI training role-plays and People Intelligence with predictive attrition risk.

Does GFoundry track attendance and schedules like Sesame?

That is not its focus. For time clocking, shifts and payroll, an operational tool such as Sesame is more suitable. GFoundry integrates with those systems and runs the employee experience (onboarding, training, performance, engagement) on top.

Which to choose for a small SME?

If the need is mainly administrative (time clocking, shifts, absences, documents) and the team is small, Sesame tends to be sufficient. GFoundry gains value from medium size upwards, when engagement, training, culture and retention become a strategic priority.

Does GFoundry work in multiple languages and companies?

Yes. It supports 26 languages and a multi-container architecture — several business units, each with its own branding, on the same platform, consolidating data for the parent organisation.

How is GFoundry implemented?

Implementation is supported by a certified GFoundry partner. A first focused go-live (for example, onboarding or a training academy) usually takes a few weeks; full transformation rollouts run in waves. Book a demo for a plan tailored to your case.

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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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Impactful Learning Journeys for Employees

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

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

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

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

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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.

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How to create Impactful Learning Journeys for Employees?

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

How do I start a learning journey?

1. Strong and valuable content

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

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

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

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

2. Integrating content from different sources

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

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

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

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

3. Monitor and Certify!

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

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

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

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

4. Communication Plan

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

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

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

Know more 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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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.

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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.

Create the 21st Century Workplace

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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Employee Recognition Program: 5x ROI and How to Implement It

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

Recognition: companies that invest intelligently have 5x more ROI per employee

The need for approval and recognition is part of human nature. In professional life, where we spend most of our time, this dimension carries disproportionate weight. When someone notices, speaks well of the work, values the achievements – that changes behavior. When no one notices, emotional disengagement begins.

According to Aberdeen Group, best-in-class companies are 22% more likely to consider recognition programs as extremely valuable. And they show 5x more ROI per employee when they implement structured peer-to-peer social recognition programs. This guide shows the 3 recognition scopes, integration with Marketplace of virtual coins, measurable benefits and how to implement with GFoundry.

4 measurable outcomes of Recognition Programs

Not soft. A business lever with clear metrics.

Impact of Recognition Programs

Data from structured programs in best-in-class companies.

Source: Aberdeen Group / Gallup / Workhuman

ROI

Per employee (Aberdeen)

Productivity

+9%

With doubled weekly recognition

Absenteeism

-22%

In companies with active programs

Savings

$12M

For 10,000 employees (Workhuman)

Structured recognition is not nice-to-have. It is one of the investments with the best cost-benefit ratio in HR. Minimal cost; measurable impact in productivity and retention.

3 Recognition scopes

GFoundry’s Recognition Module supports 3 dimensions in parallel – covers almost all contexts.

Scope 1

Peer thanks and feedback

Public stars + comments. Peer-to-peer. Givers and receivers earn badges. More frequent, cheaper, more impactful.

Scope 2

Behavioral skills (soft skills)

Recognize empathy, collaboration, leadership, mentoring. Soft skill tags create an organic team competency map.

Scope 3

Technical skills (hard skills)

Recognize specific technical expertise (Python, SAP, financial analysis). Builds internal talent directory and identifies experts.

Each recognition feeds the employee’s profile. Over time, generates an organic competency map – precious for internal mobility, succession and identifying hidden talent.

The power of Recognition + Marketplace

Pure recognition is powerful. Combined with concrete benefits via Marketplace, it multiplies. That’s where GFoundry’s Marketplace Module comes in.

Mechanic

Virtual coins for recognition

Each recognition awards virtual coins to the receiver. Can be configured by type (peer-to-peer, soft skill, hard skill) and by tier.

Redemption

Customizable catalog

Company defines catalog: vouchers, extra vacation days, experiences, donations to causes. Each company configures based on culture and budget.

Social impact

Donations to causes

Option to exchange coins for company donations to social institutions. Reinforces sense of purpose – especially in Gen Z and Alpha.

Backoffice

Budget control

Budget per department, alerts when budget spent, redemption reports. No surprises at the end of the quarter.

Learn the Recognition & Feedback solution in detail or book a demo to see it applied to your company.

4 steps to implement a Recognition Program

Launching a successful recognition program isn’t technology. It’s cultural design. These 4 steps are the tested approach.

Step 1

Define values to recognize

What do you want employees to do more? Collaborate? Innovate? Care for customers? Map 3-5 values and create aligned recognition tags.

Step 2

Configure Marketplace catalog

3-5 options to start. Always include a social/donation option. Adjust prices so they are reachable in 1-3 months, not 1 year.

Step 3

Launch with visible C-level

CEO and managers are the first to use it. C-level recognitions visible on social wall. Without this sponsorship, the program dies in 3 months.

Step 4

Measure, communicate, iterate

Communicate monthly the number of recognitions, highlighted values, top recognizers. Adjust Marketplace catalog based on feedback.

Key takeaway

Recognition is one of the best ROI investments in HR. The key data: companies that structure recognition programs show 5x more ROI per employee. Not because they pay more – because they create environments where employees produce more and stay longer.

The key is to structure – 3 scopes (peer, soft skills, hard skills), integrated with Marketplace of virtual coins, with leadership by example and continuous measurement. Learn about the Recognition Module or book a demo.

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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).

Useful Information

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KPI Gamification: Turn Your Teams’ Performance into a Game (2026 Guide)

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

Turn KPIs into a game – and watch performance jump

KPI Gamification is the use of game design elements – points, badges, leaderboards, challenges – to make Key Performance Indicators more engaging and motivating. Not magic; behavioral mechanics applied to operational data the company already has.

With the Competitions Module, you create competitions from your own data – sales, calls, deliveries, support tickets – and turn aligned, motivated and resilient teams into the norm. Data flows in via XLS file or external API integration with any platform (CRM, ERP, BI).

What is Gamification – and why it works on KPIs

Gamification is the introduction of game elements (medals, points, rewards, rankings) into non-game contexts. Forbes: gamification increases employee engagement – and beyond a more dynamic environment, it improves interaction between employees, productivity and retention.

Applied to KPIs, the engine works because:

Mechanic 1

Real-time visibility

Each employee sees their progress live – no need to wait for a monthly meeting to know where they stand.

Mechanic 2

Healthy social pressure

Public leaderboards (individual or team) create constant peer recognition. More motivating than abstract targets.

Mechanic 3

Tangible rewards

Medals and virtual coins exchangeable in the Marketplace. The effort has a concrete payoff – not just a metric on a slide.

Learn more about the GFoundry Gamification Engine.

6 use cases by sector

KPI Gamification applies to virtually any sector with measurable data. 6 real-world cases:

Case 1

Sales teams

Monthly competitions on sales volume, contacts made, contracts signed. Medals and rewards for the top performers.

Case 2

Call Centers

Individual or team competitions by contacts made and effectiveness. Organize as teams that aggregate individual scores.

Case 3

Transport & logistics

Minimize delivery incidents. Inverted ranking (least incidents wins). Real case: DPD Portugal – see below.

Case 4

Technical teams (support)

Competitions on troubleshooting volume and speed. Recognize the fastest, most effective fixers.

Case 5

New software adoption

Set adoption targets per team in the new ERP/CRM. Recognize teams that adopt fastest. More info.

Case 6

Onboarding completion

Gamify completion of mandatory onboarding modules. Compete by checkpoints reached. Higher onboarding completion = faster ramp-up.

Real Case: DPD Portugal

DPD Portugal implemented “Post-a-Goal” – a KPI competition for drivers focused on reducing delivery incidents and increasing performance.

Context

Operational challenge

Driver fleet across Portugal with operational KPIs (deliveries per day, incident rate, customer satisfaction). Hard to standardize motivation across distributed teams.

Solution

Gamified competition

Operational data fed via API from operations system to GFoundry. Public rankings per region, medals for top performers, monthly recognition.

Result

More motivated drivers

Performance increase. Decrease in operational incidents. Drivers more engaged with corporate goals.

Learning

Mobile-first

Drivers are deskless – the platform needs to work on a phone. GFoundry’s native app made adoption fast.

4 best practices to make it work

KPI Gamification doesn’t work “because of gamification”. It works when designed properly. 4 rules tested in dozens of implementations:

Rule 1

Pick KPIs the team controls

Gamifying a KPI the team can’t influence directly (e.g. exchange rates) generates frustration. Pick metrics with direct cause-effect.

Rule 2

Balance individual vs team

Only individual = unhealthy competition. Only team = free-riders. Mix the two scopes – and reward both behaviors.

Rule 3

Short, repeated cycles

Monthly or quarterly competitions beat annual ones. Frequent winners; energy doesn’t fade after week 2.

Rule 4

Strong narrative

Don’t call it “Q4 Sales Competition”. Give it a name, theme, story. Engagement multiplies when there’s narrative.

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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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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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CUF / José de Mello Saúde case study →

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Innovation Management in Companies: What It Is, How to Build Culture and Apply with GFoundry

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

What is innovation management

Innovation is the process of adding value through new products, services or ways of working. Managing innovation means designing the system that ensures it happens systematically, not by accident.

In today’s organizations, the ability to innovate is one of the greatest sources of competitive differentiation. But it isn’t built overnight. It requires culture, processes and tools. This guide covers what innovation culture is, 6 building blocks, how to mobilize the whole company through idea crowdsourcing, and how GFoundry structures all of this in one module.

Why it matters: 4 strategic reasons

Innovation culture is not a luxury for big companies. It’s a survival lever.

Differentiation

Competitive advantage

Companies that innovate systematically stand out in the market. Innovation sustains margins.

Adaptation

Response to change

Markets change fast. Companies with innovative culture adapt first and better.

Engagement

Talent involved

Listened-to employees are engaged employees. Open innovation reinforces belonging.

Attraction

Employer branding

Senior professionals look for companies where they can contribute ideas. Innovative culture attracts.

The ability to innovate remains purely human. To date, no system has been able to innovate by itself. The key is still people – and the system that gives voice to their ideas.

6 building blocks of an Innovation Culture

None of these blocks alone creates innovation culture. Together they form the cultural infrastructure.

Block 1

Psychological safety

No fear of failing. Wild ideas are heard, not ridiculed. Failure is part of the process.

Block 2

Time to think

Innovation isn’t born in packed agendas. Dedicated time (e.g. 10% time) signals real priority.

Block 3

Submission channels

Where are ideas submitted? Email to the boss dies. A dedicated platform with community visibility thrives.

Block 4

Transparent evaluation

Submitted ideas need public feedback. Clear funnel of stages: triage, evaluation, pilot, scale.

Block 5

Public recognition

Those who submit useful ideas earn visible recognition – badges, points, mentions, ranking.

Block 6

Execution of winners

Selected ideas go to pilot with budget and deadline. Without this, the innovation program dies in 6 months.

GFoundry’s Innovation Module

The Innovation Module was designed to solve all 6 blocks together – submission channel + evaluation + recognition + execution.

Submission

Idea crowdsourcing

Customizable forms (text, multiple choice, document and photo upload). Individual submission OR co-creation with other platform users. Always available or in specific windows (challenges).

Community

Voting and comments

After submission, ideas become available for the whole community to vote and comment. Community ranking reinforces the best ideas and gives visibility to authors.

Backoffice

Evaluation funnel

HR and managers configure evaluation phases (triage, analysis, pilot). Each idea moves through the funnel with transparency to author and community.

Gamification

Integrated recognition

Badges for submitting, for having ideas voted, for reaching pilot. Virtual coins exchanged in the Marketplace. Public recognition in profile.

Learn about the Innovation Management solution in detail or book a demo to see it applied to your company.

Real case: CUF (José de Mello Saúde) Innovation Points System

José de Mello Saúde (CUF group) implemented an Innovation Points System on GFoundry to value employee contributions. The program structures:

Challenge

Capture frontline clinical innovation

Healthcare professionals on the ground have ideas to improve clinical and administrative processes. Without a channel, they get lost.

Solution

Innovation Module + Points

Points system awarded for submission, positive community voting and idea implementation. Clear evaluation funnel.

Result

Visible and measurable innovation

Program contributes to a culture of continuous improvement. Values individual contributions with visible, measurable public recognition.

Case study

Read in detail

Where to start: 4 practical steps

Step 1

Define the innovation theme

Don’t launch “submit any idea”. Define concrete themes: operational cost reduction, customer experience, sustainability. Focus generates quality.

Step 2

Launch a challenge with deadline

4-6 week windows generate momentum. Always-available kills the program. Communicate as a campaign.

Step 3

Evaluate in public

Communicate funnel decisions to the community. Who went to pilot, who was archived (and why), who won.

Step 4

Implement the winners

Budget + sponsor + pilot deadline. Communicate results of implemented ideas. That’s where the program lives or dies.

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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!

Keep on reading

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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;

Create a free account now to use our OKR’s Software.

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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[layerslider_vc id=”97″]

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)

Keep on reading

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

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

What is an Onboarding Mission in GFoundry

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

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

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

Anatomy of a Mission: Milestones, Objectives and Triggers

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

Structure

Milestones

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

Action

Objectives

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

Visual

Thumbnail and background

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

Preview

Journey Preview

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

Workflow

Save-for-later + Tokens

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

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

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

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

3-Phase Onboarding Structure

When, GFoundry modules involved and expected outcome.

Best Practices 2026

Phase 1

Pre-Onboarding

When: Signing → Day 1

Missions + Forms + Tasks

Kill no-shows; build belonging

Phase 2

Welcome

When: Day 1 → Week 2

Training + Quizzes + Recognition

Culture, people, processes

Phase 3

Role

When: Week 2 → Month 3

Learning + Goals/OKRs + Careers

Reduced time-to-productivity

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

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

The Cost of Weak Onboarding

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

Why investing in Missions matters

Industry metrics that justify structured onboarding.

Source: Brandon Hall Group / SHRM / Gallup

Retention

+82%

New hires who stay

Productivity

+70%

With structured onboarding

Early exit

20%

Happens in the first 45 days

Replacement cost

1.5-2x

Of annual salary

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

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

How GFoundry solves the infrastructure

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

Structure

Pre-Onboarding & Onboarding

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

Content

Gi Learn + Gi Practice

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

Engagement

Gamification Engine

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

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

6 Onboarding Mission Templates by Role Type

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

T-30 to T-0 days

1. Pre-Onboarding

For the interval between contract signing and Day 1.

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

Corporate / R&D / Support

2. Generalist Onboarding

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

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

Sales / Account Mgmt

3. Sales Onboarding

Sales reps and account managers in ramp-up.

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

Engineering / Product

4. Technical Onboarding

Devs, engineers and product teams.

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

Retail / Logistics / Factory

5. Frontline

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

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

Managers and Directors

6. Leadership

Newly hired or promoted managers and directors.

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

Building mission content with Gi: AI applied to Onboarding

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

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

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

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

– Recurring feedback pattern from GFoundry clients

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

Measuring results: Onboarding KPIs and Reports

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

Progress

Completion rate

By milestone, department, role or cohort

Time

Time-to-productivity

Time until the first objective is met

Satisfaction

eNPS D30/D60/D90

Pulse surveys built into the mission

Retention

90-day churn

Segmented by manager, role and cohort

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

4 Companies already running Onboarding with Missions on GFoundry

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

Retail

Carglass – Go Inside

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

Industry

Cork Supply

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

Consulting

Closer Consulting – StayCloser

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

Banking

Natixis – All Aboard

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

Onboarding is a product, not a checklist

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

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

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

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

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

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

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

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

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

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

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

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

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

Cláudia Batista – Talent Development and Learning Manager @ Leroy Merlin

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About GFoundry – The Swiss Army Knife of the talent cycle

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

About GFoundry

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

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

João Gomes – founding partner of GFoundry

From B2C to B2B

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

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

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

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

Important phase

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

Swiss army knife

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

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The Learning Journey

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

What is a Learning Journey?

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

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

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

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

Why is a Learning Journey Important?

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

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

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

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

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

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

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