Download - Gamifying Employee Development

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Page 1: Gamifying Employee Development

Gamifying Employee Development

CompanyWALL

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#1 Problem

Transparency

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Common questions companies won’t answer:How do I get a decent raise?How do I get promoted?How do I get recognized for my work?How do I get more responsibility?How can I plan for long term career growth?How would I be able to become an executive?

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Basecamp

People Management

Leadership Task/ProjectManagement

Expertise

ThoughtLeader

Solution:Gamified Career Paths

THEORYOrientation (Required)Basecamp/General Training (Optional)Mountain Peaks/Specialized Training (Optional)Everest Peak/Executive Training (Optional)

Promotes a grassroots system where the employees are free to

choose how to engage themselves, and gives them the

ability to choose their career path

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BasecampTechnical, financial, wellness,

industry, etc training

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People Management

Leadership Tasks Expertise

ThoughtLeader

After completing Basecamp, an employee can select a track

Leadership

Basecamp

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Leadership Track

Lead Yourself

Lead Small Projects

Lead Ad-Hoc Teams

Lead Large Projects

Lead high-level company strategies

LVL 1

LVL 2

LVL 3

LVL 4

LVL 6

Lead Change ManagementLVL 5

A track has different levels

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LVL 1 - Lead YourselfLVL 1 Test - Lead a Lunch & Learn

Project Components: ● Goal – Learn leadership styles/practices and teach others via a company lunch meeting● Success Criteria – 70% company attendance and 70% NPS rating● Assessment tests to benchmark leadership scores

o Time Commitment: 1 hour● Leadership Readings

o Time Commitment: 5 hours● Leadership Exercises

o Time Commitment: 10 hours Lead Yourself

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Health and Experience Points

60%

80%

John R (LVL 4)Health Points (HP)

Experience Points (XP)

Employees can see their progress via HP and XP

HP is a factor of the employee’s reviews, performance, innovativeness, and emotional intelligence

XP is the progression to the next level

Higher levels would have higher minimum HP requirements

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Moving up the mountain

60%

80%

John R (LVL 4)

XP

Minimum HP to advance to next level

40%50%

60%70%

80%Health Points (HP)

Experience Points (XP)

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HP Calculation

Uses Cy Wakeman’s formula on your annual review

50%Health Points (HP)

If (Performance + Innovation - 3*Emotional Expense) = 0, then HP = 50%

(Room for improvement & new ideas) (3X multiplier since bad behavior is infectious)

(0 means not adding value to the company but also not detracting)

Scores would reset once a year after annual review

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Ways to build HP● Leadership initiatives

o Book studies, L&Ls, Leadership program, etc● Cultural involvement

o Participating in & organizing eventso Winning in wellness/company challenges

● Completing Personal Improvement Plan● Helping others

o Training classes, mentoring, get others to participate

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Raises would be tied to completing a level andPromotions would be tied to finishing a track

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People Management

Leadership Tasks Expertise

ThoughtLeader

After completing all peaks, an employee can select the Thought Leader track to become a thought leader in the industry and join the executive

team after completion.

Leadership

Basecamp

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Benefits• Transparency• Increased employee engagement• Better retention• Happier employees• More freedom and choices• Better culture (people who aren’t a fit will leave on their own accord)