We see that the quality and quantity of information transfer greatly influences the new colleague’s engagement in the short term. Therefore DEVELOR offers a unified, game-based process for the onboarding of new employees.
The optimization of the onboarding process is achieved through the usage of a modern tablet-game technology. A special educational game programmed on tablets includes different tasks and activities that need to be completed around the company premises with the involvement of fellow newcomers, colleagues or objects aroung them. It combines digital elements with the mechanics of a traditional escape game.
The aim of the game is to get participants to know the business environment in which the organization operates. The activities of the player team are based on the history, values, safety and other selected aspects that every new employee must learn.
An exciting, fun-to-play and technology-supported integration program allows newcomers to have a better understanding of the company, their work, and their colleagues and gain a highly positive and memorable first experience.
Through a collaborative partner, DEVELOR has all the technology, equipment and experts to develop a fully customized, game-based onboarding program for your company.
Let’s talk and build the right solution for you.
Leave your details and we will contact you shortly.
Climate change, natural disasters, energy crisis. We can feel them in our skin. What can we do? Is there anything we can do to mitigate these negative impacts?
The recent reality is not short of challenges. Constant change, uncertainty, rapid adaptation, and dealing with unexpected situations can overwhelm us very quickly if we don’t take care of one of our most important resources – our emotions.
If you aim at establishing an engaging culture and environment or improving current HR and management practices to boost retention, Employee Journey Mapping is a great tool to assess the present state, brainstorm new ideas and plan the implementation in a conscious and attractive manner.
Many leaders assume engagement is a task for top management and HR. But is engagement something that you can only influence from the top? What is the responsibility and opportunity of direct supervisors, middle management, and even employees in enhancing engagement?
Adapt quickly to an ever-changing environment. Find solutions to problems you’ve never encountered before. Promote self-organizing, multifunctional teams. Foster innovaton and creativity. Keep striving for excellence”- Do these expectations seem familiar to you?
More and more people use digital tools and solutions for work and for all aspects of life. How well are we really aware of the opportunities digital technologies offer? How consciously do we select digital tools to become more successful in our work?
Employer branding is often misinterpreted; it is neither Recruitment Marketing nor just the communication as an employer, but the conscious process of positioning and promoting an organization as the employer of choice to a desired target group. One that a company needs and wants to recruit and retain.
The onboarding period and the impressions gathered by a newcomer set the tone for the entire employee-employer relationship. The onboarding experience can ultimately determine if that relationship will be fruitful or painfully short. Loosing talents during the probation period is a real risk for every company.
Highly engaged business units have 12% higher customer advocacy, 18% higher productivity, and 12% higher profitability (source: Gallup). It is not a question any longer that highly engaged workforce is a differentiating factor. But driving engagement isn’t easy and requires a sophisticated approach.