Post by account_disabled on Mar 5, 2024 4:26:59 GMT 1
Active users are registered on the YUKKA corporate portal. In order to identify gaps in employee knowledge and systematize product training the company decided to take a nonstandard route and hold a knowledge marathon which was supposed to raise the interest of the staff in professional development. In addition with its help the management wanted to strengthen the corporate culture and values. days. Every day the participants took a test to check their knowledge access to which was opened only for a day. Those participants who did not manage to complete it on time were eliminated from the marathon. The first and second day tests were basic so each question was worth one point.
All those who passed them successfully received the badge Country Email List Marathonets. Level . The tests on the third and fourth day were more difficult so each question was evaluated up to five points. After overcoming this section of the path the employees received the badge Marafonets. Level . The fifth day was the most difficult and the weight of each question increased to seven points. Those who crossed the finish line received the Marathonets badge. Level which confirmed their expertise. Badges as an element of gamification and a method of motivation. In addition the system automatically compiled a daily ranking of participants based on the number of points scored and the speed of passing the test. After the completion of the marathon the first ten leaders received not only unique badges but also prizes. The average number of points by teams was calculated according to the same principle.
They could be formed by region city or department. As a result the team with the highest average score received commemorative gifts and the YugContrakt company strengthened intracorporate communications so it's a winwin. Thanks system In addition to plans to implement store audit checklists and direct staff training Union Group is also constantly introducing new tools for employee engagement. After the start of a fullscale invasion this became especially relevant because now the company's employees are scattered not only in different cities but also in countries. For example each employee can send his colleagues five thank yous per month for which internal currency bonuses etc. are accrued. Every month the company calculates the staff efficiency rating. It consists of several links in particular the level of knowledge acquired in the distance learning system and the number of.
All those who passed them successfully received the badge Country Email List Marathonets. Level . The tests on the third and fourth day were more difficult so each question was evaluated up to five points. After overcoming this section of the path the employees received the badge Marafonets. Level . The fifth day was the most difficult and the weight of each question increased to seven points. Those who crossed the finish line received the Marathonets badge. Level which confirmed their expertise. Badges as an element of gamification and a method of motivation. In addition the system automatically compiled a daily ranking of participants based on the number of points scored and the speed of passing the test. After the completion of the marathon the first ten leaders received not only unique badges but also prizes. The average number of points by teams was calculated according to the same principle.
They could be formed by region city or department. As a result the team with the highest average score received commemorative gifts and the YugContrakt company strengthened intracorporate communications so it's a winwin. Thanks system In addition to plans to implement store audit checklists and direct staff training Union Group is also constantly introducing new tools for employee engagement. After the start of a fullscale invasion this became especially relevant because now the company's employees are scattered not only in different cities but also in countries. For example each employee can send his colleagues five thank yous per month for which internal currency bonuses etc. are accrued. Every month the company calculates the staff efficiency rating. It consists of several links in particular the level of knowledge acquired in the distance learning system and the number of.