HR Pulse




Menu Style


How to make your induction process sustainable

Large organisations have poured energy and money into converting their induction processes into Amazing Race journeys and Master Chef experiences. These are fantastic and create a great start but often after reality kicks in at the workplace the fun soon fades. So how can you make the messages you transmit in your induction process sustainable?

Have you considered gamification?

Induction is a necessary, yet vital, frustration for most companies. It’s the first port of call for your new employees to taste the culture and ethos of the organisation.
The psychology behind gamification drives towards intrinsic motivation. It uses calculated feedback, fun and exposure or visibility in a peer-driven society to enhance and change behaviour. This means that right at the very beginning, your future employees will be introduced to an environment where they work and engage because they want to, because it’s fun and motivating.

The induction examples mentioned above already use gamification mechanisms like quests, random rewards and possibly even leaderboards. However, these are short lived and offer limited long-term value – that’s why the fun fades into the workplace as they all drive towards extrinsic motivation and so when the fun stops, it stops.

The true value will come when you plan for a long-term ‘fun’ strategy. A few other mechanics to ponder on when thinking for long term are:

  • Avatars

Avatars are a way that people (players) distinguish themselves from others. They also help players to connect into their ‘game world’, e.g. your business, company webpage or intranet.

People tend to be more free from reality with an avatar – and can tell their story through its eyes. Consider social media and the trend of people continually updating their profile pictures.

  • XP points (experience points)

XP points ALWAYS trump other points because they drive a person intrinsically. XP points measure the character growth of a person. These build and define people themselves as they are based on personal learning and growth.

If the induction programme is well designed, the XP gained IN the induction programme can totally revolutionise the way the newbies connect in the business. It becomes important to gain learning in, and experience of, the environment because they are rewarded and acknowledged for it.

Using avatars linked to well thought-out XP points, shown on fun leaderboards, could totally revolutionise new employees and their response to the workplace.

So we started by asking questions around induction and its sustainability. We believe that if companies REALLY want value, perhaps the best option is to:

  • Change the way induction is done entirely,
  • Make it a part of everyday life in the workplace,
  • Break it up, 
  • Design for long-term reward with XP points,
  • Allow for employee engagement, and
  • Develop avatars that can be changed and added to as employees grow within their careers.

There is just no limit to creativity and fun here!

Darryn and Bronwyn (husband and wife team) are energised, passionate and excited to teach gamification in a practical and real way, using fun, to link business, education and life. Combined with 19 years of international and national organisational development, behaviour and change management expertise, they love to share and enable business growth into new and uncharted territories. Come and join their adventure! Visit their website at