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The Gallup.com study, which covered 142 countries, showed that only 13% of employees feel attached to the organization in which they work. The same
study showed that as many as 24% of employees cultivate a negative mood, creating a negative atmosphere, to the extent that they even sabotage all the
constructive efforts of the organization. The question is how to be competitive with a quarter of the toxic workforce within an organization.
In Serbia, where I actually live and work, the situation is very similar to that described in Gallup's study. The reasons are numerous, so on this occasion I will
single out the most important ones. Young people in Serbia see every job as temporary, because many see their opportunity for higher earnings and better
working conditions in highly developed western countries. This often happens, so we have low motivation, a high level of fluctuation and a low level of
employee competencies. At the company level, this further results in a decline in quality and lower revenue.
The gamified platform that I will present to you solves the problem of motivation of restaurant staff with a focus on their productivity and achievement of
personal goals. Independent of other activities of the company, the application monitors exclusively the efforts of employees in all operational processes
of the restaurant and rewards their personal contribution to the growth of the company.
Worker Productivity = # of customers * (revenue per customer – food cost) / # of workers
By implementing entertainment in work processes, in fact, by encouraging intrinsic and extrinsic motives, we move workers further towards goals in
combination with classic reward programs. The main prize is the opening of a franchise in partnership with workers. Thus, we create an environment in
which workers become significantly more engaged and motivated in all restaurant processes. They have a clear path of development and the opportunity
to achieve through entrepreneurship and good performance as entrepreneurs and stay to live and work in their country.
For this project, I chose a local restaurant chain, DUFF. They are a very popular brand in Serbia, have 15 restaurants and employ over 300 workers.
The primary goal is to include a larger number of restaurants of different brands in this system, with the goal of uniting them into one universal ecosystem,
which will enable all workers within that system to be properly measured, spoted and adequately rewarded.
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NAME EXPLANATION CD
Points Experience points(labor driven + status points): A worker receives XP points based on the hours worked in a particular job position. The number of XP points
earned per hour of work depends on the volume of work (# products sold) and the number of workers in the shift. Performance driven points: Gold - are obtained
depending on the achieved results. By achieving the best result in a specific category, or by breaking through the company plan. We use Gold to unlock higher
levels of education, activating boosters and other benefits within the platform. Exchangeable points: Coins - Through their work and commitment, workers win
coins. The number of coins they can win depends on the level of training, the height of the position in the hierarchy and the XP points earned. Coins are
exchanged for real money and other values in the system. Social points - Lucky points: Once a week, workers can give their colleagues Lucky points. The
number of points they can give is limited. Lucky Points are used by workers to neutralize or reduce work shortages. E.g.: In case up to 5% of the plan is missing,
then workers can pool all their Lucky Points to make up for the shortfall.
2,3,4,6
Level Up Workers are advancing vertically and horizontally. By collecting a sufficient number of Experience points (xp), workers progress horizontally: Grill master level I ...
level II, Salesman level I ... level II, etc. To progress vertically, it is necessary to reach the second level at each workstation, and you also need points that are
obtained thanks to performance in work, as well as certification of acquired knowledge at the internal academy. E.g.: New worker, trained worker, flor manager,
supervisor, restaurant manager, business partner.
2, 3
Attribute Web
Chart
As a worker progresses, he develops in several directions, creating a set of skills that give him greater benefits in the system.
2,3,4,5
Supervisor
Quest
All restaurants in the chain compete with each other for the results achieved in several different categories. The staff of each restaurant has its own name and
coat of arms. In that competition, the supervisors are the attackers. When the Floor manager reaches the highest level, it unlocks the supervisor option and
receives training for that function, which it performs once a week. His goal is to visit other restaurants in the chain and find irregularities in their work, thus
lowering their rating on the leaderboard. He thus wins extra gold points for himself, and the restaurant where he works provides a better position on the
leaderboard. E.g.: - Find the expired food; - Find a worker with a dirty uniform; - Find a list that does not match in 3 different restaurants. - find a surplus /
shortage in the product. Etc. At the end of each month, the workers in the restaurant with the best result receive a special incentive, or otherwise, a reduction in
salary.
1,2,5,7
Leaderboard The leaderboard is multidimensional. Workers compete in several different categories and thus collect points. E.g.: Best average sales per customer of the
month; Most French fries sold; Best traffic Monday ... Etc. 2,5,8
Beat the
mystery
shopper
Mystery shoppers are professional buyers hired by the company. Mystery Shopper visits each restaurant once a week in three different shifts. He evaluates the
overall service of the restaurant. A negative assessment affects the worker's result at the end of the month. In the case of a bad grade that has several levels,
the worker may be denied promotion for a certain period of time, points may be deducted, or both. However, every time a sales plan is reached, the workers
receive a part of the message, which completes the information after seven days when and at what time the mystery shopper will arrive. At that moment, they will
be maximally prepared and will receive the best grades.
2,6,7,8
Waste Quest It is unlocked when a worker becomes a floor manager or restaurant manager. The manager can create a task / challenge, with the aim of getting rid of some
raw materials before the expiration date. For example. Sell 20kg of chicken meat by the end of the day. If the challenge is won, everyone who participates gets
lucky points. Otherwise, waste loss is created.
2,3,5,8
Badges
(Achievement
Symbol)
After graduating from the academy, the worker received a certificate. For greater achievements, achieved victories and records, the worker received recognition
on his profile. At the end of each year, the company issues an official certificate of achievement for each worker. E.g.: Sold over 10,000 milkshakes; Best seller
for the month of May ... Etc.
2,4,5,6
Entrepreneur
quest
When the worker passes the basic training, he gets a virtual restaurant that slowly assembles and installs the equipment necessary for work. The more complex
the restaurant, the greater the benefits. E.g.: One random hour during the shift in which he works realizes 3% of the turnover on the sale of french fries (he has a
fryer), burgers (he has a grill) ... etc. How many hours they will charge and what percentage, it depends on the improvement of the kitchen elements and the
restaurant itself. The total amount is affected by costs. E.g.: Possible gain 500 usd. A window for monitoring the stat minus opens, which if it is not in the
prescribed norm, loses everything. If he breaks the plan in that period, he also unlocks 3 products that give him special bonuses of 10, 30 and 50%, and he has
to choose only one. When a win appears on the screen, he needs to answer a quiz related to that product, such as how many grams of cheese goes into a
stuffed burger, 50, 100, 30g. When the worker reaches the level of floor manager, he unlocks the option my menu, where he can create his three original
products, which he can place to his customers and earn extra coins. He can change the menu once a month and he needs gold for that. The restaurant is
upgraded with gold.
2,3,4,6,7
,8
Mystery Box The Mystery Box (chest) opens after every working day(8h). Wooden - The first three months of work, Silver - after 3 months of work, Gold - after 12 months of
work and Diamond - after 3 years of work. The Mystery box provides pieces of the puzzle that, when assembled, give real values. (Meal from restaurant menu,
laptop, mobile, exotic travel, company car ... etc.)
7
Collection Set
(Prize Pacing)
Workers collect pieces of the puzzle by opening a mystery box (chest), achieving a sales record or a series of victories. Prizes can be theater tickets, mobile
phones, summer vacations, etc... 2,4,6
Training &
Trading
The coaches observe the worker they have trained and, depending on his results, receive incentives and rewards. Restaurants can loan and trade workers with
each other. The performances of all workers are on the trading list. At the end of the year, managers offer better financial conditions to attract better workers,
provided that the worker agrees. During the trade, the benefits are realized by the worker who moves to another restaurant and the coach who trained him. It is
possible to trade only three workers a year.
2,4,5,6
Progress Bar Progress bar training - shows how much is left until the end of the training to move to the next level; Progress bar thermo block, food preparation, waiter, etc ...
Progress bar revenue - shows how much sales need to be achieved on a daily and monthly basis to achieve the sales plan. 2,6
Under
Construction
Construction site shows how much more profit needs to be made from all restaurants to open a new one. The manager who collected the most points becomes
the co-owner of the restaurant. The twenty workers who contributed the most to the opening of the new restaurant from the very beginning receive a special
award. In the second year after opening the restaurant, they receive 1% of the total income. They are joined by the five workers who received the most social
points (Lucky Points) from their colleagues in that period. The percentage may be increased depending on their current results. Also, all workers who have been
in the company for three years and longer participate in the lottery. The ten happiest receive 5% of the total income for the first month of operation of the new
restaurant.
2,4,5,6,7
,8
Grab the
thread
Creating a streak in the achieved results activates the wheel of fortune. The longer the series (5,10,20 ...), the more valuable the rewards. If the streak is
interrupted, it can be cured with Lucky points. E.g.: Correct inventory of goods, realized sales plan, Correct and clean equipment ... Etc. 2,4,7,8
Octalysis Level 1 Certificate - Predrag Stefanovic - Duff.pdf

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Octalysis Level 1 Certificate - Predrag Stefanovic - Duff.pdf

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  • 2. The Gallup.com study, which covered 142 countries, showed that only 13% of employees feel attached to the organization in which they work. The same study showed that as many as 24% of employees cultivate a negative mood, creating a negative atmosphere, to the extent that they even sabotage all the constructive efforts of the organization. The question is how to be competitive with a quarter of the toxic workforce within an organization. In Serbia, where I actually live and work, the situation is very similar to that described in Gallup's study. The reasons are numerous, so on this occasion I will single out the most important ones. Young people in Serbia see every job as temporary, because many see their opportunity for higher earnings and better working conditions in highly developed western countries. This often happens, so we have low motivation, a high level of fluctuation and a low level of employee competencies. At the company level, this further results in a decline in quality and lower revenue. The gamified platform that I will present to you solves the problem of motivation of restaurant staff with a focus on their productivity and achievement of personal goals. Independent of other activities of the company, the application monitors exclusively the efforts of employees in all operational processes of the restaurant and rewards their personal contribution to the growth of the company. Worker Productivity = # of customers * (revenue per customer – food cost) / # of workers By implementing entertainment in work processes, in fact, by encouraging intrinsic and extrinsic motives, we move workers further towards goals in combination with classic reward programs. The main prize is the opening of a franchise in partnership with workers. Thus, we create an environment in which workers become significantly more engaged and motivated in all restaurant processes. They have a clear path of development and the opportunity to achieve through entrepreneurship and good performance as entrepreneurs and stay to live and work in their country. For this project, I chose a local restaurant chain, DUFF. They are a very popular brand in Serbia, have 15 restaurants and employ over 300 workers. The primary goal is to include a larger number of restaurants of different brands in this system, with the goal of uniting them into one universal ecosystem, which will enable all workers within that system to be properly measured, spoted and adequately rewarded.
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  • 12. NAME EXPLANATION CD Points Experience points(labor driven + status points): A worker receives XP points based on the hours worked in a particular job position. The number of XP points earned per hour of work depends on the volume of work (# products sold) and the number of workers in the shift. Performance driven points: Gold - are obtained depending on the achieved results. By achieving the best result in a specific category, or by breaking through the company plan. We use Gold to unlock higher levels of education, activating boosters and other benefits within the platform. Exchangeable points: Coins - Through their work and commitment, workers win coins. The number of coins they can win depends on the level of training, the height of the position in the hierarchy and the XP points earned. Coins are exchanged for real money and other values in the system. Social points - Lucky points: Once a week, workers can give their colleagues Lucky points. The number of points they can give is limited. Lucky Points are used by workers to neutralize or reduce work shortages. E.g.: In case up to 5% of the plan is missing, then workers can pool all their Lucky Points to make up for the shortfall. 2,3,4,6 Level Up Workers are advancing vertically and horizontally. By collecting a sufficient number of Experience points (xp), workers progress horizontally: Grill master level I ... level II, Salesman level I ... level II, etc. To progress vertically, it is necessary to reach the second level at each workstation, and you also need points that are obtained thanks to performance in work, as well as certification of acquired knowledge at the internal academy. E.g.: New worker, trained worker, flor manager, supervisor, restaurant manager, business partner. 2, 3 Attribute Web Chart As a worker progresses, he develops in several directions, creating a set of skills that give him greater benefits in the system. 2,3,4,5 Supervisor Quest All restaurants in the chain compete with each other for the results achieved in several different categories. The staff of each restaurant has its own name and coat of arms. In that competition, the supervisors are the attackers. When the Floor manager reaches the highest level, it unlocks the supervisor option and receives training for that function, which it performs once a week. His goal is to visit other restaurants in the chain and find irregularities in their work, thus lowering their rating on the leaderboard. He thus wins extra gold points for himself, and the restaurant where he works provides a better position on the leaderboard. E.g.: - Find the expired food; - Find a worker with a dirty uniform; - Find a list that does not match in 3 different restaurants. - find a surplus / shortage in the product. Etc. At the end of each month, the workers in the restaurant with the best result receive a special incentive, or otherwise, a reduction in salary. 1,2,5,7 Leaderboard The leaderboard is multidimensional. Workers compete in several different categories and thus collect points. E.g.: Best average sales per customer of the month; Most French fries sold; Best traffic Monday ... Etc. 2,5,8 Beat the mystery shopper Mystery shoppers are professional buyers hired by the company. Mystery Shopper visits each restaurant once a week in three different shifts. He evaluates the overall service of the restaurant. A negative assessment affects the worker's result at the end of the month. In the case of a bad grade that has several levels, the worker may be denied promotion for a certain period of time, points may be deducted, or both. However, every time a sales plan is reached, the workers receive a part of the message, which completes the information after seven days when and at what time the mystery shopper will arrive. At that moment, they will be maximally prepared and will receive the best grades. 2,6,7,8 Waste Quest It is unlocked when a worker becomes a floor manager or restaurant manager. The manager can create a task / challenge, with the aim of getting rid of some raw materials before the expiration date. For example. Sell 20kg of chicken meat by the end of the day. If the challenge is won, everyone who participates gets lucky points. Otherwise, waste loss is created. 2,3,5,8
  • 13. Badges (Achievement Symbol) After graduating from the academy, the worker received a certificate. For greater achievements, achieved victories and records, the worker received recognition on his profile. At the end of each year, the company issues an official certificate of achievement for each worker. E.g.: Sold over 10,000 milkshakes; Best seller for the month of May ... Etc. 2,4,5,6 Entrepreneur quest When the worker passes the basic training, he gets a virtual restaurant that slowly assembles and installs the equipment necessary for work. The more complex the restaurant, the greater the benefits. E.g.: One random hour during the shift in which he works realizes 3% of the turnover on the sale of french fries (he has a fryer), burgers (he has a grill) ... etc. How many hours they will charge and what percentage, it depends on the improvement of the kitchen elements and the restaurant itself. The total amount is affected by costs. E.g.: Possible gain 500 usd. A window for monitoring the stat minus opens, which if it is not in the prescribed norm, loses everything. If he breaks the plan in that period, he also unlocks 3 products that give him special bonuses of 10, 30 and 50%, and he has to choose only one. When a win appears on the screen, he needs to answer a quiz related to that product, such as how many grams of cheese goes into a stuffed burger, 50, 100, 30g. When the worker reaches the level of floor manager, he unlocks the option my menu, where he can create his three original products, which he can place to his customers and earn extra coins. He can change the menu once a month and he needs gold for that. The restaurant is upgraded with gold. 2,3,4,6,7 ,8 Mystery Box The Mystery Box (chest) opens after every working day(8h). Wooden - The first three months of work, Silver - after 3 months of work, Gold - after 12 months of work and Diamond - after 3 years of work. The Mystery box provides pieces of the puzzle that, when assembled, give real values. (Meal from restaurant menu, laptop, mobile, exotic travel, company car ... etc.) 7 Collection Set (Prize Pacing) Workers collect pieces of the puzzle by opening a mystery box (chest), achieving a sales record or a series of victories. Prizes can be theater tickets, mobile phones, summer vacations, etc... 2,4,6 Training & Trading The coaches observe the worker they have trained and, depending on his results, receive incentives and rewards. Restaurants can loan and trade workers with each other. The performances of all workers are on the trading list. At the end of the year, managers offer better financial conditions to attract better workers, provided that the worker agrees. During the trade, the benefits are realized by the worker who moves to another restaurant and the coach who trained him. It is possible to trade only three workers a year. 2,4,5,6 Progress Bar Progress bar training - shows how much is left until the end of the training to move to the next level; Progress bar thermo block, food preparation, waiter, etc ... Progress bar revenue - shows how much sales need to be achieved on a daily and monthly basis to achieve the sales plan. 2,6 Under Construction Construction site shows how much more profit needs to be made from all restaurants to open a new one. The manager who collected the most points becomes the co-owner of the restaurant. The twenty workers who contributed the most to the opening of the new restaurant from the very beginning receive a special award. In the second year after opening the restaurant, they receive 1% of the total income. They are joined by the five workers who received the most social points (Lucky Points) from their colleagues in that period. The percentage may be increased depending on their current results. Also, all workers who have been in the company for three years and longer participate in the lottery. The ten happiest receive 5% of the total income for the first month of operation of the new restaurant. 2,4,5,6,7 ,8 Grab the thread Creating a streak in the achieved results activates the wheel of fortune. The longer the series (5,10,20 ...), the more valuable the rewards. If the streak is interrupted, it can be cured with Lucky points. E.g.: Correct inventory of goods, realized sales plan, Correct and clean equipment ... Etc. 2,4,7,8