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Business and HR gamification

Gamification is the use of gaming technologies in non-gaming processes. We will help you create a game project that will help increase employee performance, customer loyalty, increase sales, improve the process of implementing changes or contribute to the transformation of the company.
Actual problems that can be solved using gamification:
* This is not an exhaustive list of our services. Contact us and we will offer the best solution in accordance with the current business objectives
* This is not an exhaustive list of our services. Contact us and we will offer the best solution in accordance with the current business objectives
Stages of work in a gamification project
We can guide your company through the full cycle of work or, in agreement with you, take on certain important stages
1. Description of the problematic and definition of project objectives
  • Meeting with key customers to determine the key and secondary tasks of the project
  • Conducting research to identify hidden problems (if necessary)
  • Reconciliation of quantitative and qualitative targets (+ metrics)
  • Target audience research
2. Conducting a closed survey of employees
  • Focus groups with potential participants
  • Analysis of the portrait of the working day
  • Research on player typology (R. Bartle)
  • In-depth research of employee interaction with the company
  • Employee Journey Mapping (EJM) with problem identification
  • Preparation of a working prototype
3. Development of gamification mechanics and storytelling that will contribute to the achievement of agreed results
  • Description of the target actions of the players — to achieve the set goals
  • Special assignments — to achieve secondary project goals
  • Gamification filling — to take into account different types of employee motivation
4. Preparing the platform for implementation
  • Development of gamification materials design
  • Fixation of functional requirements and implementation of necessary improvements, integrations
  • Transferring the project to the platform
  • Testing
5. Project Organizational Team Training
Full-time training of the customer's employees participating in the project as experts
6. Pilot launch
  • Adapting and loading tasks for players
  • Launching a pilot project to collect feedback from participants and adjust the project methodology to achieve better results
7. Promotional stage of the project
  • Development of a list of activities to involve employees in the game
  • Development of a promotional calendar plan
  • Conducting promotional activities to increase the interest of participants in future projects
8. Launch and maintenance
  • Regular tracking of the relevance of information on the gaming platform
  • Regular meetings with the customer to adjust the progress of the project
  • Regular measurements to determine the effectiveness of the project progress
9. Launching the training program
  • After the first module, collecting feedback from participants and representatives of the Customer on the format and content of the module.
  • If necessary, making changes to the further program.
10. Summarizing
Analysis of statistics during the project
11. Recommendations for further steps and a report to the Customer
During the project, we carefully record the company's growth opportunities and, upon completion, form a list of recommendations. It contains a list of points of application of efforts for further growth of indicators, possible approaches for the development of the company, as well as a list of steps to maintain the results achieved within the framework of the project.
Drawing up and transferring a project report to the customer.
Our cases:
Implementation of values and strategies for sustainable development in the format of gamification

Company: a pharmaceutical company, one of the top 10 largest drug manufacturers, more than 5,000 employees in the state.


  • Strengthen understanding and engagement with company values
  • Increase employee engagement in sustainable development practices
  • Create a corporate volunteering system and implement at least 5 initiatives from employees
  • Increase the number of participants in corporate volunteering programs

Key results:

  • Developed a customized project to promote company values and sustainable development practices
  • 71% of employees are involved in a gamification project
  • The awareness of employees about the values and strategy of sustainable development of the organization increased by 31% from 48% to 87%
  • 6 initiatives from the participants of the game were implemented together with charitable foundations of the city and region
  • The number of participants in corporate volunteering systems increased by 20%

Additional effects:
  • The number of late arrivals of gambling employees decreased by 13% eNPS grew from 63% to 71%
  • The attendance of the corporate portal increased from 38% to 93%
Gamification in recruiting: conducting group interviews
Company: take away Japanese food chain, 8,000 employees

Project audience: 1000+ candidates took part in the interviews, age 18−23

Goal: to conduct an initial assessment of candidates using a group interview and tell about the company, to increase the applicability of candidates from interviews to stores by 9%

Key results:

  • 95% of candidates, after passing the interview, are ready to recommend the company as an employer.
  • The profitability of candidates from interviews for internships increased by 9%.
  • NPS: 80% of candidates are ready to recommend a company
  • Optimization of the interview: thanks to game mechanics, candidates are involved in the interview process, feel relaxed, actively interact with the recruiter and other candidates. The recruiter gets the opportunity to assess the basic skills for working in the institution.
  • Optimization of mass recruitment saved the labor costs of the recruiting team in the qualitative assessment of candidates: from 140 to 560 minutes
Assessment of employees through gamification and the formation of a talent pool
Company: A chain of restaurants with its own production facilities and retail stores, 1,500 employees

Project audience: 600 employees, age 18−23

Goal: in an implicit form for the participants, to assess the competencies of line employees of bakeries in the position of managers, to conduct a program for the development of the top 70 candidates.

Planned results (project in progress):

  • Restaurant employee engagement is projected to increase by 11%
  • We will assess 80% of employees by competencies in the gamification format. We will identify 50 leaders with management potential
  • Based on the results of the assessment and a two-stage selection, a personnel reserve will be formed for the position of a manager from 50 employees of the network
Increased productivity of call center employees
Company: transport logistics, 20,000 employees

Number of employees: 450 employees, age 20−25

Increase the productivity of call center employees (+ 15% average per employee)

Key results:

  • Average productivity of 1 employee increased by 22.4%
  • Seasonal staff turnover decreased by 18% during the project period
Low season referral program development and gamification
Company: retail chain (catering establishments, closed production)

Number of employees: 100 employees, age 21−26

Development and gamification of a referral program during the low season (FIFA World Cup in the summer of 2018).
Key results:
Thanks to the game elements, in 3 months the company managed to attract 327 new employees to the projects using the referral program.
Among our clients