Employee Journey Maps – GFoundry https://gfoundry.com The most advanced engagement & gamification platform Fri, 01 May 2026 08:27:26 +0000 en-GB hourly 1 https://wordpress.org/?v=6.9.4 Impactful Learning Journeys for Employees https://gfoundry.com/impactful-learning-journeys-for-employees/ Tue, 19 Nov 2024 18:22:23 +0000 https://gfoundry.com/?p=28875 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.

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

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

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

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]]> How to create Impactful Learning Journeys for Employees? https://gfoundry.com/5-steps-to-create-an-impactful-learning-journey-for-your-employees/ Tue, 20 Aug 2024 14:12:37 +0000 https://gfoundry.com/?p=16446 The post How to create Impactful Learning Journeys for Employees? appeared first on GFoundry.

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How to create Impactful Learning Journeys?

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

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

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

What is a Learning Journey?

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

What is a good learning journey?

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

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

  • Orientation and Onboarding:
    • Introduction to company culture, values, and mission.
    • Overview of the company’s products, services, and internal systems.
    • Training on necessary tools and software.
    • Meeting team members and understanding team dynamics.
  • Baseline Skill Assessment:
    • Identify current skills and knowledge levels.
    • Highlight gaps or areas for improvement.
  • Personalized Learning Pathways:
    • Based on the baseline assessment, design individual learning paths.
    • Use a mix of online courses, workshops, seminars, and hands-on training.
    • Incorporate a blend of hard (technical) and soft (communication, leadership) skills training.
  • Mentorship and Coaching:
    • Assign mentors to provide guidance and share experiences.
    • Encourage reverse mentoring where younger employees teach senior members about newer tools or methods.
    • Utilize external coaches for specialized training or leadership development.
  • Cross-functional Training:
    • Encourage employees to learn about functions outside their primary role.
    • Facilitates better team collaboration and breaks down silos.
    • Can lead to innovative ideas when diverse skill sets interact.
  • Feedback and Evaluation:
    • Regular performance reviews to gauge progress.
    • Instant feedback tools or platforms.
    • Employee self-assessment and peer reviews.
  • Professional Development Opportunities:
    • Encourage attending conferences, workshops, and seminars.
    • Offer tuition reimbursement or sponsor certifications.
    • Provide opportunities for project leadership or management training.
  • Innovation and Creative Spaces:
    • Set up platforms or events like hackathons or brainstorming sessions.
    • Reward innovative ideas and solutions.
    • Create an environment where failure is seen as a learning opportunity.
  • Networking and Building Relationships:
    • Encourage team building and bonding activities.
    • Foster a culture where employees actively network internally and externally.
  • Leadership Development:
    • Identify potential leaders early on.
    • Offer them specialized training, management courses, and opportunities to lead.
  • Continuous Learning:
    • Update training materials and courses regularly.
    • Encourage employees to keep up with industry trends.
    • Provide access to e-learning platforms, journals, and books.
  • Reevaluation and Adaptation:
    • Periodically reassess the learning journey’s effectiveness.
    • Adapt based on new business needs, employee feedback, and industry changes.

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

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

Learn training module gfoundry
Illustration of a learning journey with various icons representing tasks and achievements in a linear path.

How do I start a learning journey?

1. Strong and valuable content

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

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

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

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

2. Integrating content from different sources

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

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

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

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

3. Monitor and Certify!

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

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

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

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

4. Communication Plan

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

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

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

Know more here.

User interface of the GFoundry platform displaying news articles related to employee experience and OKR methodology.
User interface of a time management quiz featuring a video and productivity tips.

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.

Know more about GFoundry’s Talent Management Solutions here.

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:

  1. 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.
  2. Limited Engagement Tools: Simple e-learning software might lack interactive tools, gamification, and multimedia elements that can make learning more engaging and fun.
  3. 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.
  4. 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.
  5. 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.
  6. 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.
  7. 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.
  8. 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.
  9. 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.
  10. 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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Keep on reading:

Ready to get started?

Take the next step and learn more about how GFoundry can help you.
Book a demo to see our product in action
Create an account to start using GFoundry today
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]]> ALL ABOARD: The Power of Gamification in Natixis’ Onboarding https://gfoundry.com/all-aboard-the-power-of-gamification-in-natixis-onboarding/ Wed, 07 Jun 2023 16:54:44 +0000 https://gfoundry.com/?p=18926 The post ALL ABOARD: The Power of Gamification in Natixis’ Onboarding appeared first on GFoundry.

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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.

João Carvalho - CEO of GFoundryFor 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.

Onboarding with gamification

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

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

Keep on Reading!

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Ready to get started?

Take the next step and learn more about how GFoundry can help you.
Book a demo to see our product in action
Create an account to start using GFoundry today
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The post ALL ABOARD: The Power of Gamification in Natixis’ Onboarding appeared first on GFoundry.

]]> Employee Engagement: what is it, why is it important? https://gfoundry.com/3-reasons-to-invest-in-employee-engagement/ Sat, 13 May 2023 13:57:22 +0000 https://gfoundry.com/?p=15990 The post Employee Engagement: what is it, why is it important? appeared first on GFoundry.

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exemplos onboardingWhat 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!

Diagram illustrating the employee talent curve with color gradients and data points representing talent levels.

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

A diverse group of individuals raising their arms in celebration, expressing joy and enthusiasm in a communal setting.

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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]]> Stay Closer: Performance Evaluation, Onboarding, Learning & Talent Management https://gfoundry.com/case-study-staycloser/ Fri, 04 Nov 2022 23:06:15 +0000 https://gfoundry.com/?p=12837 The post Stay Closer: Performance Evaluation, Onboarding, Learning & Talent Management appeared first on GFoundry.

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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.

Man in a black suit and light blue shirt sitting on a white couch with red cushions, smiling at the camera.
Woitek Szymankiewicz, Closer Consulting Partner
Mobile device displaying an employee profile with user details and achievements for Marta Abreu.

Performance evaluation

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

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

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

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

Know more about Performance GFoundry’s Evaluation Solutions here.

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

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

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

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

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

Training

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

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

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

Know more about GFoundry’s eLearning and Training here.

 

Onboarding

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

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

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

Know more about GFoundry’s Onboarding Solutions here.

Close-up of a person's hand holding a smartphone showing a question about communication in an e-learning application.
Mobile screen displaying an onboarding session overview with various mission titles and a welcome message.
Screenshots of the GFoundry talent management platform app displaying various evaluation and category options.

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.

User interface displaying engagement metrics, including ENPS score and pulse survey score progression over time.

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]]> Talent management at Cork Supply: a strong commitment to innovation https://gfoundry.com/talent-management-at-cork-supply-a-strong-commitment-to-innovation/ Sun, 02 Jan 2022 14:18:35 +0000 https://gfoundry.com/?p=15540 Discover how Cork Supply implemented GFoundry digital solution  to support a set of HR processes in an innovative way, starting...

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

 

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

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]]> DPD: more motivated drivers = better results https://gfoundry.com/dpd-more-motivated-drivers-better-results/ Thu, 11 Nov 2021 10:54:33 +0000 https://gfoundry.com/?p=15556 The post DPD: more motivated drivers = better results appeared first on GFoundry.

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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:

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 https://gfoundry.com/carglass-go-inside-a-complete-talent-management-solution-with-gamification/ Tue, 19 Oct 2021 12:51:50 +0000 https://gfoundry.com/?p=17130 The post Carglass | Go Inside – a complete Talent Management solution with Gamification appeared first on GFoundry.

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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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]]> Employee Onboarding Journey Maps Examples https://gfoundry.com/how-to-build-onboarding-missions-with-gfoundry-platform/ Tue, 20 Jul 2021 09:28:23 +0000 https://gfoundry.com/?p=14575 The post Employee Onboarding Journey Maps Examples appeared first on GFoundry.

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Building Onboarding Journey Maps: Best Practices

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

Discover some of our clients' onboarding solutions!

The challenge of a new era: Remote Onboarding

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

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

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

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

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

What are the benefits of successful onboarding?

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

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

A practical example

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

Another practical example

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

Did You Know?

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

Why invest in pre-Onboarding Journey Maps?

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

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

Phase 1

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

Phase 2

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

Phase 3

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

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]]> The Learning Journey https://gfoundry.com/the-learning-journey-2/ Wed, 15 Apr 2020 11:33:28 +0000 https://gfoundry.com/?p=14119 The post The Learning Journey appeared first on GFoundry.

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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.

Illustration of a learning journey with various icons representing tasks and achievements in a linear path.

Read more: How to create Impactful Learning Journeys for Employees?

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