Corporate-only sign-up (work email, Google or Microsoft) fits the pivot to HR departments and matches the HRIS market standard.

Three steps: experience, company, game. I cut every question that doesn’t change what the manager sees next, so they reach the demo, our first selling point, fast.

Players join by invite with no account, just a name or anonymity. Fear of retribution produces safe answers, while full anonymity gives managers unusable data, so I offered the choice. 

Players choose 10 of 60 values: freedom for them, quality data for managers. Abstract words are exhausting, so I highlight 12 at a time, and selected values stay visible to keep focus on the task.

Abstract values become drivers: practical meanings of how work is actually experienced day to day. I added this step to separate what a company claims is important from reality, so alignment gaps show instead of polished branding.

I chose ranking over rating: scales drift to a safe 4 or 5, while ranking forces trade-offs. You can’t put everything on top, which limits socially desirable answers.

Result answers one question, are we aligned: top 3 values, scroll to explore, an icebreaker to start talking. No written summary, since one game is only a snapshot.

Managers need less than players: 60 values narrow to a top 3 and one alignment score per context. Games stay free; validate, which needs 50+ players, is where premium starts.