Doubleflow Case

Competitive team challenge for graduate onboarding assessments

One of the world’s largest food and beverage companies, wanted a new way to introduce, inform, and assess cohorts on the company’s Student & Graduate Program. 

A fully customized Beat the Hacker combined onboarding learning content with tailored teambuilding challenges, creating a unique branded experience. The game has been translated into multiple languages and integrated into onboarding programs worldwide. Read full case study here.

Make the values more tangible through an interactive game

European energy company E.ON wanted a gamification solution to help employees understand the company purpose, vision and values and relate better to them, as well as to show how the values can be translated into desirable behaviors and actions in the workplace. The games would play an important role in the company’s onboarding process.

Core Values Game for an international launch

Bureau Veritas, a world leader in Testing, Inspection and Certification, were looking for a way to communicate the company’s Core Values to their managers worldwide. 

With a cascading international rollout planned, the collection and presentation of feedback data from the game on the dashboard would be vital in gauging the general response to the values launch. 

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The showpiece of a new values launch workshop

Fugro is the world’s leading geo-data specialist.

The company approached Doubleflow to create a Core Values Escape Game that would form the showpiece of a new values launch workshop. Designed for a global rollout to introduce the new values to colleagues in a more engaging way, the game would use interactive discussions and dilemmas to make the values more tangible and relatable.

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Explore strategy and navigate the product journey via an Onboarding Game

Major British retail brand Marks & Spencer wanted to create an Onboarding Game that would provide new starters with a more interactive way of exploring the strategy and navigating the product journey. 

The game would become an important feature of the company’s onboarding agenda, with each new cohort connecting in small groups to take on the challenge and compete on the all-time leaderboard. 

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Fully customized Beat the Hacker and Onboarding Game

Pioneering cybersecurity company SentinelOne wanted to create a more inclusive and dynamic way to engage new starters during Onboarding week. With hybrid events organized for participants joining from different continents and timezones, our solutions provided an ideal platform to connect all participants, whether remote or in-person.

Fully customized versions of Beat the Hacker and the Onboarding Game delivered the wow factor, helping new Sentinels retain more knowledge and build networks with colleagues while having fun.

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Diversity & Inclusion Escape Room Game

An iconic European sports car manufacturer sought to transform its D&I training, creating a digital peer-to-peer learning experience for small groups. The game would be incorporated into onboarding events for new starters right across the international business, delivering the company’s D&I strategy in a more engaging and interactive way.

Based on our Virtual Escape Room format, we designed a customized team-based game experience that incorporated the client’s content into into the narrative. The game included branded audio and video missions and was translated to open up the challenge to international teams, with a global leaderboard stimulating competition.

Read the full case study here

Connect4Values: Making Culture and Values Fun and Engaging

Leading pharmaceutical manufacturer STADA Group wanted to help employees explore the company’s culture and values in a fun and engaging way. To support the initiative we developed a team-based game that was rolled out simultaneously to all markets.

Connect4Values has already broken a number of our records: the game was translated into 20 different languages; over 5000 players have completed the challenge within the first month; and we achieved a Game Evaluation rating of 9.2 out of 10!

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Bringing all the Onboarding Week learning points together

Having doubled in size within 12 months, tech unicorn Matillion wanted to make their onboarding events more interactive and engaging. The objectives were to engage new hires with the Matillion values, bring all the onboarding week learning points together and to stimulate some friendly competition.

Doubleflow and Matillion created a series of team-based games that included fast-paced team challenges, fun delivery of onboarding learning points and a varied mix of “Matillionized” video, audio, trivia, and puzzles, to achieve the “wow factor”. The games were  delivered both in-person and virtually. Click here to read the full case study

’The feedback from our participants and the Exec Team is overwhelmingly positive and we couldn’t be more pleased with the end product!’ – John Nardone, Director of Talent Development

A more Interactive Onboarding Day

The Family Services department within Barnet Council (London’s largest borough) were making great changes to their induction procedure. As the department strongly values active listening, sharing and responding to ideas as a team, it was crucial that these ideals were incorporated into their quarterly onboarding days.

We designed an Onboarding Game to deliver interactive, engaging, but also informative training methods for the new recruits, with a specific focus on topics such as the organisation’s journey and values.

Introducing an element of creativity sparked lively conversations about the organisation, its culture and the recent changes the council had undergone. Getting this feedback from their candidates provided the department with a better understanding of the way their organisation is perceived and the new employees got to know more about the team they were joining. Click here to read the full case study

Grace Elias, Learning and Development Officer, stated: “The game made for the most engaging, and ‘edutaining’ session we have delivered in Family Services. It was a great success.”

Global roll-out of Core Values

When global recruitment firm Spencer Ogden decided to organise a Core Values Launch, they wanted every single member of the team to take equal part. “We want every office, however small, to be part of this day, and have the same experience of the Core Values Launch.”

Spencer Ogden reached out to Green Hat People for a fun, interactive event that could be rolled out across the different offices and time zones, from Singapore all the way to Houston.

We created a game that was tailored to the organisation and their core values. We setup a live league table, so that the offices could play against each other using tablets. The Perth office kicked off the competition, followed by Asia and Europe, ending in the USA. As the day unfolded, the teams kept a close eye on the leaderboard, waiting to see whether their colleagues would break their record.

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M&A – Getting employees dedicated around the organizational Values

Industry leading eye tracking company Tobii bought its American competitor Dynavox, which created a company with two different cultures. Creating a common set of core values was an important part of the integration process of Tobii and Dynavox.

Presentations from stage were kept to a minimum; instead focus was geared towards group discussions, workshops and business games that triggered engagement, networking and shared insights. Finally, a tailor-made Core Values Game was used to communicate and achieve buy-in on corporate values and identity.

Click to see a video testimonial here

“We came here as a group of people that thought we were working as a team but we’re leaving here as a family of people working as a team.” – Tony Pavlik, VP of Operations at Tobii Dynavox

Modernizing the group quarterly Onboarding Days

NCC Housing/Bonava wanted to modernize the group quarterly onboarding days and create more interaction between presenters and the audience. With participants from 8 countries, it was important that everyone not only understood the content, but were actively involved.

Our solution:
Throughout the day, we complemented the presentations with interactive group discussions using tablets. The teams were asked to repeat the message in their own words and to come up with solutions to challenges.

We also introduced a session where participants could choose freely from 8 themes and spend time discussing that. Finally we ran a 90 minute engaging team activity before dinner with missions linking to the meeting.

The participants, especially people from Eastern European countries, really felt they understood the key messages in a better way using our methodology,

”What an energy level! You didn’t want to interrupt.”-
Jenny Lilja Lagercrantz – HR Director NCC Housing

Sharing Core Values with employees across six branches in Europe

Multinational pharmaceutical firm Almirall wanted a solution that would allow them to share their updated core values with employees across six branches across Europe. Employees would need to not only understand these values but also apply them to situations. We developed a workshop structure that allows the company to self-run sessions for up to 40 staff, broken down into smaller teams of five. The workshop took the form of a game, built around the company’s revitalised values. Rather than a competitive game, Almirall was keen for the quiz to spark discussion, to enable them to understand how individuals were adapting to the changes.

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Global Management Trainee Onboarding

A leading Nordic Telecom Operator wanted to help their global Management Trainees understand the business and culture better, in a more challenging and engaging way.

We designed a Culture First Onboarding Programme with focus on interactivity and engagement, consisting of four main parts.

1. Get to know Each other
2. Get to know the Company
3. Get to know the Competition
4. Get to know the city where you work

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Strategilansering i en digital miljö

Ett nordiskt bolag med verksamhet i tre olika länder har arbetat om sin strategi efter att för två år sedan gått ihop och blivit ett och samma bolag (från att tidigare ha varit fyra olika bolag). Den nya strategin ska reflektera en nytändning i bolaget – där målet är att signalera att man nu är ett enda företag med en gemensam värdegrund. En utmaning här var att hela organisationen inte fysiskt kunde samlas för lanseringen, utan strategiutrullningen skulle ske helt och hållet digitalt. Genom att kombinera olika delar av vår teknik och våra spelbaserade koncept för inlärning, skapade vi ett spel där deltagarna i grupper fick sätta värdegrunden i praxis på ett roligt och engagerande sätt.

Ställ inte in – ställ om!

När vi i år skulle genomföra den återkommande introduktionsdag som vi arrangerar åt Rikshem, var förutsättningarna helt annorlunda. På grund av de omständigheter som rådde i samhället och omvärlden var det inte längre läge att samla alla nyanställda på kontoret för en fysisk introduktionen såsom vi brukade. Men istället för att ställa in introduktionsdagen, så valde vi att ställa om. Från att ha en fysisk dag av gruppdiskussioner, seminarier och workshops så flyttade vi hela innehållet för introduktionsdagen online. Vi kortade ner presentationerna, ökade tiden för gruppdiskussioner och fokuserade på det absolut viktigaste innehållet. Resultatet blev fantastiskt – där många av deltagarna uttryckte sin tacksamhet över att introduktionsdagen arrangerades online i stället för att ställas in.

Communicating new corporate Values in a new way

Abbvie wanted to communicate the corporate values in a really vivid and engaging way and to increase the understanding of what the values stood for.

Since one of the themes of the company meeting was music we created a customised music industry business game that incorporated the values of Abbvie. Each team was given the role as A&R for a large record label. Their end goal was to “sign” an artist, by successfully completing a number of missions. The values were really well understood and well supported across the organisation.

“A genuine value was created as it was customised
for us, utilizing our values” – Christian Horn, Abbvie

A corporate event in the insurance industry is usually all about hard numbers and statistics – How do you shift focus towards culture and sense of purpose in a meaningful way?

Zurich Insurance asked us to create a corporate meeting for 160 delegates that was less about reporting numbers and more about what makes employees feel for the job. Presentations from stage focused on highlighting customer problems and the important role that Zurich plays in helping businesses make a difference without worrying about risk.

Focus was geared towards the real problems that clients have and how Zurich can work to solve them in the best way possible. The message was all about giving employees a greater sense of purpose and understanding the difference they make for their clients, highlighting the importance of thinking from a customer perspective.

The workshops were run both at a venue but also in cafes and restaurants across the city. Using our game Exploration Challenge, teams were sent on missions around town and breaks in the game were scheduled so that the teams could find areas to sit down and conduct the workshops.

Click to see a video testimonial here

“The day was fantastic. We got the message across in a really engaging way. The communication was two-way, the games were fantastic, everyone got really involved and I think that everyone leaves the event with a feeling that they were part of something. ” – Alan Moore, Chief Underwriting Officer at Zurich

A modern and more engaging Onboarding day

Electrolux wanted to create a more engaging way to educate and welcome new employees. We designed an Interactive Walk to get to know the whole organisation better.

First, the new hires were divided into teams of 6. Each team was equipped with a pre-programmed tablet that guided them to different stands on exact times and in perfect synchronization with other teams.

At each stand, staff from a certain division would present their work. Then the tablets triggered engaging quizzes and game-like questionnaires that put knowledge to the test and laid the basis for an entertaining experience.

“This represents a unique opportunity for our new employees to learn more about Electrolux products and simultaneously meet and collaborate with their colleagues.” – Berit Hägglund-Marcus, VP Global HR Group Staff & Functions

M&A – Getting employees dedicated around the organizational Values and Goals

Industry leading eye tracking company Tobii bought its American competitor Dynavox, which created a company with two different cultures. Creating a common set of core values was an important part of the integration process of Tobii and Dynavox.

Presentations from stage were kept to a minimum; instead focus was geared towards group discussions, workshops and business games that triggered engagement, networking and shared insights. Finally, a tailor-made Core Values Game was used to communicate and achieve buy-in on corporate values and identity.

Click to see a video testimonial here

“We came here as a group of people that thought we were working as a team but we’re leaving here as a family of people working as a team.” – Tony Pavlik, VP of Operations at Tobii Dynavox