Gamfi for HR · Solution
Keep new people through their first months
With Gamfi you lead a new hire from signing the contract to working independently, and you see where onboarding stalled – before it turns into a resignation.
Describe your need
Describe the situation in your own words – we will write back with how the Gamfi platform answers that challenge. You decide about a meeting after you have read the answer.
Znasz to?
The three situations we hear about most often from HR directors.
People leaving in the first few weeks?
The cost of hiring is spent, onboarding is half done – and you start again from scratch.
No idea why they left?
The real reason stayed in the first two weeks, and nobody was watching them.
Onboarding quality depends on the manager?
In one location a new hire gets a plan; in another, a login and good luck.
Someone leaving in their first year means the cost of hiring, onboarding and a manager's time spent only to start again. With several hundred new people a year, a few points of turnover show up in the budget.
What changes
The same labour market and the same roles – a different first few weeks.
−10 p.p.
That is how far new-hire turnover fell at Decathlon after they rolled out onboarding in Gamfi.
How we do it
We build this outcome from these platform modules:
Preboarding
Contact from the day the contract is signed – that is where you lose people, before day one.
See the module →Onboarding
The same onboarding path in every location, with tasks for the manager.
See the module →Retention and early warning
Signals from teams and sites while there is still time to react.
See the module →Engagement surveys and pulse checks
Short questions after the first few weeks tell you what is really grating.
See the module →Recognition and incentive programs
Recognition in the most fragile weeks, when a new hire is deciding whether to stay.
See the module →HR analytics (live dashboards)
New-hire turnover by location and by manager – you can see where the problem is local.
See the module →Take this further inside your company
You do not make this decision alone – here is one sentence for each person at the table.
For finance
The cost of one first-year departure times the number of them – that is your reference point for the cost of the platform.
For managers
A ready-made path for a new hire, instead of putting onboarding together from scratch with every hire.
For the board
A measure you can improve within a single quarter – at one of our customers it fell by 10 percentage points.
Common questions
Open the one that applies to you.
Where do we start if we already have some onboarding?
From what you already have. We move your process into the system and close the gaps where it falls apart today – usually preboarding and the manager's tasks. We do not ask you to design the process again from scratch.
Can this work for production and store employees?
Yes, that is a typical case. A new hire uses their phone, needs neither a company email nor a computer, and the content can be in several languages.
How do you measure the effect?
By new-hire turnover in the first months and time to independence, both counted on your data, by location and by role. We agree the baseline before the start, so that after a quarter there is something to compare against.
Will Gamfi replace our HR system?
It does not have to. We can work alongside it and exchange data – a rollout does not require replacing the systems your company runs on.