Here’s how Gameskraft nurtured a collaborative and appreciative work environment amidst a period of significant team growth
Numerous studies, like this recent one from inFeedo, have highlighted the significance of technology in enhancing employee satisfaction, the critical role of diversity and inclusivity in the workplace, the importance of manager-employee relationships in retention, the growing demand for flexible work arrangements, and the power of recognition and learning opportunities in boosting employee morale and loyalty.
Gameskraft’s journey in developing and implementing a comprehensive employee experience framework, amidst a period of significant team expansion, aligns closely with these contemporary workplace trends. Here’s a peek at some of their initiatives.
Crafting “One Gameskraft”
As Gameskraft grappled with the challenges of rapid team expansion, the need for a robust employee experience framework became evident. This necessity was driven by several key objectives: accommodating organisational growth in the post-COVID era, preserving the positive pre-COVID cultural experience, and providing an engaging office experience to maintain employee engagement.
In response, the organisation introduced the “One Gameskraft”, an approach that encapsulates the vision of creating unmatched experiences daily. This was underpinned by a validation process involving key influencers such as what the company called ‘Kulture Krafters’.
“One Gameskraft is not just a strategy but a commitment to creating unparalleled experiences every day, for everyone involved – our team members, leaders, and of course, our valued players. This philosophy steers us towards making decisions and implementing actions that align with our vision and yield beneficial outcomes across all levels of our organisation,” says Nitin Nahata, CHRO, Gameskraft.
He explains: “Before we introduce any new initiative, we engage in a rigorous process of validation. This involves a comprehensive assessment of feasibility and impact, engaging a diverse group of stakeholders – from our Kulture Krafters, a specialised group, composed of selected employees who are tasked with forward-thinking organisational strategies. This group, known for its innovative ideas and insights, plays a crucial role in shaping the company’s policies and practices. Their primary goal is to continually enhance Gameskraft, making it an ideal workplace by fostering a positive, progressive, and employee-centric organisational culture.”
This inclusive and proactive method ensures that every segment of the organisation not only takes ownership but also contributes to the proposed changes. “Our approach to solutions is grounded in understanding and integrating the perspectives and expectations of all stakeholders. This strategy is instrumental in managing potential conflicts and achieving mutually beneficial outcomes. It’s about fostering a culture of collaborative decision-making and shared responsibility, which is pivotal in driving Gameskraft towards continued success and innovation,” says Nahata.
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Initiatives and outcomes
This strategic shift at Gameskraft led to observable transformations, notably in reducing project delivery timelines and enhancing clarity in organisational and team goals. “We navigated through common yet formidable challenges such as managing our exponential growth while maintaining a steadfast consistency in our operations,” shares Nahata. The alignment of these goals with the company’s problem statements was achieved through a combination of goal-setting, internal surveys, and focus group discussions, ensuring initiatives were tailored to meet the unique needs and dynamics of the team.
To enhance organisational culture, four core pillars were established: Trust, Communication, Collaboration, Recognition. Nahata explains, “Trust forms the bedrock of our organisational ethos; this is important to us not only within our teams but also in our external engagements. Communication, essential in a diverse organisation like ours, bridges gaps, prevents silos, and empowers our team members, boosting their productivity. Collaboration fuels the development of our innovative products, and Recognition goes beyond annual rewards to consistently acknowledge and reinforce efforts in a positive manner,” says Nahata. This drives performance while fostering a sense of belonging and fulfillment among employees.
Enhancing team coordination and feedback
In its approach to enhancing team coordination, Gameskraft appointed a dedicated team with well-defined roles, collaborating with key influencers to boost participation and ensure seamless execution of tasks. Regular communication about activities was conducted through various internal channels, including Slack, emails, TV scrolls, and physical posters. “Employees actively participate in driving change within the organisation, resulting in pre-validation of any proposed changes and minimising surprises,” Nahata adds, pointing out that feedback and testimonials after each activity were crucial in evaluating the effectiveness and shaping future initiatives.
Our approach to solutions is grounded in understanding and integrating the perspectives and expectations of all stakeholders. This strategy is instrumental in managing potential conflicts and achieving mutually beneficial outcomes. It’s about fostering a culture of collaborative decision-making and shared responsibility, which is pivotal in driving Gameskraft towards continued success and innovation.
Learning from feedback
Nahata reflects on the learnings from focus group discussions (FGDs), stating, “Our Bengaluru and Gurugram offices revealed a gap in team integration. This highlighted the need for consistent experiences across locations.” The ‘One Gameskraft’ framework shifted focus from individual achievements to fostering a team-centric approach. “Aligning Krafters consistently across different phases of the post-COVID working environment was challenging. Our leadership, along with Kulture Krafters, played a key role in managing this change,” he adds, sharing that the transition from virtual to in-person interactions was significant, and required reassuring employees about the organisation’s culture and values.
Employees expressed a strong desire to shape organisational changes actively. As a result, Gameskraft initiated Town Halls and Konklave sessions to enhance two-way communication and deepen employee involvement in decision-making. “These platforms allowed us to harness the collective insights of our team, ensuring that every voice was heard and contributing to the decision-making process,” Nahata explains.
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Centralisation and culture of engagement
A significant step in the organisation’s strategy was the centralisation of functions, addressing the challenges posed by silos through the introduction of central design, customer experience, and an internal service team named “Tenet.” This transition led to standardised design philosophies across brands, reduced resource requirements, and cost savings through a streamlined model.
“Building a culture of team engagement takes time and effort, but the benefits are well worth the investment,” says Nahata, “The initiatives, driven by business requirements and the voices of our Krafters, have enhanced our brand equity, evident in our high offer acceptance rate and employee engagement survey results.”
Innovative rewards and employee engagement
Regarding the planning and rewards system, Nahata shares, “We developed a diverse quarterly calendar to address each of our four core pillars. This ensured that every aspect of our framework was given attention.” The rewards process was divided into two components: a System-Driven Mechanism for Krafters to accrue and redeem points, and Experiential Recognition to celebrate significant employee milestones. “This approach allowed us to personalise recognition, making it more meaningful and impactful,” says Nahata.
While the specific engagement budget remains confidential, Nahata confirms, “Our investment in this framework has increased fivefold over the past year, signifying our commitment to enhancing the employee experience.” This investment also included technological interventions and the formation of a ‘Center of Excellence’ team within the HR function, dedicated to optimising the employee experience.
Cultivating a vibrant work culture
In fostering a vibrant work culture, Gameskraft introduced various employee-focused activities. Nahata proudly mentions, “Events like the Krafters Premier League and Joy of Krafting were not just activities but opportunities to strengthen bonds and celebrate our diverse talents.” These initiatives, including Masterklass and Krafters’ Karnival, were integral to building a sense of community and shared purpose within the organisation.
“Klub Social, a platform for subgroups with common interests, further encouraged collaboration and connection among our team members,” Nahata adds. The organisation also hosted additional activities such as employee volunteering and monthly festivities, showcasing its dedication to creating an engaging and inclusive workplace.
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Adapting to future changes
Anticipating future modifications to Gameskraft’s employee experience initiatives, Nahata emphasises the importance of adaptability. “While our core pillars of Trust, Communication, Collaboration, and Recognition remain constant, we understand the need for flexibility in how we implement and narrate these principles,” he explains. The focus is on ensuring that these pillars evolve with the changing dynamics of the workplace and the broader industry context.
“Through these efforts, our employees have developed a strong sense of ownership and understand their role as catalysts for change within the organisation. This proactive engagement was evident in our annual employee engagement survey, which saw an impressive participation rate of 94%,” Nahata shares.
Gameskraft’s experience underscores the significance of a robust employee experience framework, particularly for organisations facing the challenges of quick expansion and cultural transformations. Key factors in this process include fostering trust, enhancing communication, encouraging collaboration, and providing recognition to employees. Crucially, involving the team in the development of these frameworks is vital. This strategy, as Gameskraft has shown, not only aligns with organisational goals but also aids in establishing a work environment that appeals to employees, promoting greater engagement and productivity among the workforce.
About the expert: Nitin Nahata is the Chief Human Resources Officer at Gameskraft. With close to 20 years of experience across diverse industries like financial services, consumer goods and e-commerce, Nitin leads the Human Resources team in crafting a workplace where employees come together to create unmatched experiences.
