Kaizen Success Story
Organization Profile
Kaizen Gaming is one of the largest and fastest-growing GameTech companies globally. With a focus on both Technology and People, it aims for continuous improvement of its products and services to provide customers with the best and most reliable online gaming experience.
Founded in 2012, the company currently operates the Stoiximan brand in Greece and Cyprus, while maintaining a strong presence with the Betano brand in European and Latin American markets. Recently, it has also expanded into Africa and North America, launching operations in Nigeria and Ontario. The company employs more than 2,700 people worldwide.
Kaizen Gaming has been recognized as a leading player in the global sports betting and gaming industry, receiving numerous industry awards, including five trophies in a single year at the EGR Operator Awards 2023, marking another global first.
Data
- Kaizen consistently invests in the development of its human capital. Therefore, identifying high-potential employees accurately and on time, as well as implementing effective succession planning and internal mobility, is a top priority.
- The goal is to strengthen awareness and personal characteristics required of a Kaizen leader through a fair and transparent evaluation process.
Objectives
- Detailed mapping of the participant’s profile.
- Comprehensive individual feedback on strengths and areas for improvement.
- Creation of a personal development plan.
The Challenge
The main objective was to highlight the skills and characteristics required of a Kaizen leader through a developmental program. The purpose was to identify what sets each Kaizen leader apart, how they contribute to departmental goals, and areas where they could focus further, all within a fair and transparent process.
For this reason, a multi-level Potentiality and Development Center program was designed, incorporating different methodologies and approaches to map participants’ potential. Customized development plans were then created for each individual, taking into account their needs and qualifications. Overall, the process aimed to address personal development needs, promote individual growth, and provide a comprehensive approach to departmental needs.
Implementation
1.
Program Design and Execution
The program involved employees from three hierarchical levels (heads/managers & team leaders).
Individual Potentiality and Development Centers were designed based on Kaizen’s competencies.
The methodologies used included:
- SHL Verify Interactive Cognitive Ability Test
- SHL OPQ Occupational Personality Questionnaire
- SHL MQ Motivation Questionnaire
- Presentation Analysis Exercise
- Role-Play Exercise
- OPQ and MQ Results Validation Interview
2.
Program Steps
The program consisted of the following three stages:
- Online completion of psychometric tools
- Development Center (Presentation Analysis Exercise, Role-Play Exercise with direct reports, and Interview)
- One-to-one feedback session
- The implementation of the program lasted 1.5 months and involved approximately 30 employees.
Additionally, Kaizen, after identifying the development areas, proceeded with the following actions:
- Individual development plans were created in collaboration with the participants’ managers.
- Participants attended four focused 4-hour live training sessions, organized by level (heads/managers & team leaders), aimed at strengthening their role-specific skills.
- Moreover, Heads & Managers had the opportunity to attend eight one-to-one coaching sessions with external coaches, further enhancing the identified development areas.
3.
Results
- Detailed mapping of each participant’s profile.
- Comprehensive individual feedback on strengths and areas for improvement.
- Creation of a personalized development plan.
Outcome
How the results benefited the organization:
- Detailed profiles highlighting strengths and areas for improvement for each Kaizen leader and competency.
- Reinforced the organization’s practical focus on professional development.
- Increased self-awareness through a structured, experiential approach led by specialized consultants/occupational psychologists.
- Enhanced participatory engagement for optimal personal development, centering on the Kaizen leader and involving HR, managers, and the specialized consultant.
- Aligned individual development goals with the organization’s business strategy.
Internal Evaluation
Results from Kaizen’s Internal Evaluation of the Program
The results from Kaizen’s internal evaluation of the program reflect a high level of participant satisfaction, with an overall satisfaction score of 81%. Through this internal assessment, participants expressed strong satisfaction with the overall organization, coordination, and communication provided by Evalion-SHL, as well as with the collaboration and guidance received from the Learning & Development team.
We use psychometric tests for Employee Selection, which enable us to select, in an objective and reliable way, candidates with high potential, for filling technical staff positions with special requirements. Evalion-SHL has professionally and reliably carried through with the services they have undertaken, demonstrating over time that they are a reliable partner, providing high-level support, characterized by the friendliness, knowledge and experience of their staff.
