The document outlines a gamified approach to employee development that addresses transparency in career progression and common questions about raises and promotions. It introduces a structured pathway with different training levels, enabling employees to track their progress through health and experience points (hp and xp). The system promotes engagement, retention, and a positive workplace culture, ultimately leading to potential executive positions for those who complete the tracks.

1. Gamifying Employee
Development
Company
WALL

2. #1 Problem
Transparency

3. 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?

4. Basecamp
People
Management
Leadership Task/Project
Management
Expertise
Thought
Leader
Solution:
Gamified Career Paths
THEORY
Orientation (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

5. Basecamp
Technical, financial, wellness,
industry, etc training

6. People
Management
Leadership Tasks Expertise
Thought
Leader
After completing Basecamp, an employee can select a track
Leadership
Basecamp

7. 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

8. LVL 1 - Lead Yourself
LVL 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

9. 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

10. 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)

11. 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

12. Ways to build HP
● Leadership initiatives
o Book studies, L&Ls, Leadership program, etc
● Cultural involvement
o Participating in & organizing events
o Winning in wellness/company challenges
● Completing Personal Improvement Plan
● Helping others
o Training classes, mentoring, get others to participate

13. Raises would be tied to completing a level
and
Promotions would be tied to finishing a track

14. People
Management
Leadership Tasks Expertise
Thought
Leader
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

15. 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)