Business Case
How We Increased Productivity and Reduced Employee Turnover
in a Fast-Food Chain Using a Welcome Quest
Goal
The client set the following goal: to introduce potential employees of the fast-food chain to the company and the tasks they will perform.
Context
The fast-food chain wants to improve the onboarding process for new employees.
Current methods include standard training sessions and introductory presentations, which do not always effectively capture participants' attention and fail to provide a deep understanding of corporate culture and business processes. To address this, an innovative method—an interactive welcome quest—was proposed.
Objectives and Tasks
  • 1
    Increase New Employee Engagement
    Create an interactive and enjoyable experience for participants.
  • 2
    Improve Knowledge of Corporate Culture
    Deep introduction to the company’s history, mission, values, and business processes.
  • 3
    Learning Through Practice
    Familiarize employees with tasks and workflows through real-life assignments.
  • 4
    Foster Team Spirit
    Encourage interaction and teamwork among new employees.
Solutions and Strategies
  • Creation of a Welcome Quest Web Application:
    1. Interactive Scenario: A gamified quest where participants needed to find an artifact lost by one of the company’s founders.
    2. Locations: Participants moved through network establishments, completing tasks both inside and outside.
    3. Tasks: Included questions and assignments aimed at introducing the company’s history, business processes, and employees.
  • Quest Stages:
    1. Introduction: Welcome and introductory information were integrated into the web application. Coordinators were also trained for this.
    2. Tasks in Establishments: Practical assignments familiarizing participants with workflows were integrated into the web application, with completion occurring at the establishments.
    3. External Tasks: In addition to familiarizing with internal regulations, tasks were developed to find corporate locations around the city.
    4. Finale: Participants who found the lost artifact received corporate gifts.
Benefits
  • Reduced employee turnover due to better onboarding.
    When a new employee receives comprehensive support during the adaptation process, they acclimate to the workplace more quickly, better understand their responsibilities, and integrate into the corporate culture. This contributes to increased job satisfaction and reduced stress levels, which, in turn, decreases the likelihood of turnover.
  • Increased engagement and motivation among new employees.
    During the quest, participants were introduced to the key aspects of corporate culture and company values in a playful manner, making the adaptation process more engaging and memorable. Active participation in the team's tasks of the quest fostered a sense of team spirit and collaboration, positively impacting their motivation and desire to contribute to the company's overall goals.
  • Improved corporate culture and team spirit.
    Collaborative tasks and solving puzzles helped new employees get to know their future colleagues better, break down communication barriers, and establish strong professional and personal connections. This had a positive impact on team cohesion.
  • Enhanced efficiency of new employee training.
    The interactive format of the quest made the training process more engaging and dynamic, facilitating better retention of information. New employees quickly remembered important aspects of corporate culture, procedures, and company rules due to active involvement and practical application of knowledge within the quest tasks.
Risks and Management

Our Technical Issues: Possible malfunctions in the web application.

Management: Thorough testing of the application before launch.



Low Engagement: Participants might not be interested in the quest.

Management: Incorporation of gamification elements and interactive tasks to maintain interest.



Organizational Challenges: Difficulties in coordinating quests across various locations.

Management: Developed a clear quest route and comprehensive action instructions for different situations.

Implementation Plan
Quest Development
15 days
Web Application Development
20 days
Testing and Debugging
3 days
Coordinator Training
1 day
Pilot Quest
3 days
Success Metrics
  • Training Effectiveness
    Performance assessments of new employees in their first months showed that those who participated in the quest adapted faster and performed better.
    01
  • Knowledge of Corporate Culture
    Knowledge tests after the quest showed an increase in understanding of corporate culture.
    02
  • Employee Turnover
    Comparing turnover rates before and after implementing the quest showed a trend towards reduction.
    03