The Rapidly Evolving Gaming Industry
Take this 10-question quiz to assess your company on four critical areas of performance and get practical actions to level up your game.
START QUIZ
How well positioned is your company to win?
Scale the business
We have a clear 5-year strategy to grow our business
Our M&A approach is designed to deliver against our 5-year strategy
We have proven in-house capabilities to screen, acquire, and integrate investments
Franchise management
Consumer experience
Talent management
01.
Strongly disagree
Strongly agree
02.
03.
Develop a bold, compelling vision for how your company will win with players and outperform competitors
Identify organizational and capability gaps (e.g., platform, genre, monetization, other media forms)
Establish a consistent approach to assess build vs. buy decisions, with a clear set of criteria for screening and integrating targets
Evaluate, at least annually, if the vision for how your company will win with players and outperform competitors is sufficiently bold and compelling, ensuring it is integrated with your strategic planning process
Continue to assess, at least annually, potential organizational and capability gaps (e.g., platform, genre, monetization, other media forms)
Continue to refine your approach to assess build vs. buy decisions, with a clear set of criteria for screening and integrating targets that leverages your organization’s experience and past success
Next
Scale the business: Helpful actions
For our highest priority pieces of IP we have a clear franchise plan that considers all potential expressions (e.g., games, consumer products, film)
Our franchise management process is driven by data and is focused on what will deliver the most engaging experiences for our players
Our operating model is designed to drive cross-product collaboration and innovation
Build a multi-year franchise plan for your highest priority pieces of IP and integrate with your strategic planning process
Bring franchise stakeholders together to develop a holistic and consistent picture of how players engage with each franchise and the data that can be leveraged across products
Bring stakeholders together from all products to identify the points of greatest operating model friction / opportunity and align on design principles to guide future design improvements
Frequently re-assess your franchise plans for your highest priority IP based on possible changes to player consumption and new expressions of the IP
Automate data collection to enable real-time insight generation to inform franchise priorities
Routinely assess your operating model elements (e.g., governance forums, decision processes) to ensure cross-product franchise decisions are being made optimally and from a “player first” perspective
Franchise management: Helpful actions
Our players experience minimal friction when moving between games and platforms
We personalize the experience of every player for what motivates and excites them individually
Identify the areas of greatest friction for your players and the necessary technology investment and player customization required to minimize churn
Develop a consistent framework to assess drivers of individual player engagement, building player profiles based on in-game and out-of-game behavior
Evaluate opportunities to incorporate AI / ML to proactively reduce churn and react to negative player feedback in real-time
Evaluate opportunities to incorporate AI / ML to develop more predictive player profiles for in-game and out-of-game experiences
Consumer experience: Helpful actions
Our strategic ambition and talent strategy are aligned, enabling business and HR employees to partner effectively
Our talent strategy considers the workforce of the future (e.g., hybrid work models)
Define clear roles and responsibilities for senior HR/ talent leadership in strategic planning, both at a corporate level and for all business units
Identify the greatest disruptors to your current talent model (e.g., hybrid work models, distributed development) and your current level of preparedness for each
Periodically assess the roles and responsibilities for senior HR / talent leadership in strategic planning, both at a corporate level and for all business units
Given that competition for talent will likely intensify, routinely assess the greatest disruptors to your current talent model (e.g., hybrid work models, distributed development) and your current level of preparedness for each
INTERESTED IN TALKING
Talent management: Next steps
Talent management: Helpful actions
