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Former producer of UBISOFT: how can game companies keep their emloyees?

by UNICORN   on Oct-05-15 14:23

  Jade Raymond is a well-known producer in game industry and she used to be the general manager of UBI’s studio in Toronto. Games like ‘Assassin’s Creed’, ‘Assassin’s Creed 2’ and ‘Splinter Cell: Blacklist’ are all developed by her and her team. Recently, Jade talked about how could game companies keep their talents in her interview with famous media ‘Develop’, and Stargame here provides a report out of her main opinions.

Former producer of UBISOFT: how can game companies keep their emloyees?

  Game companies are good at keeping their players; the same method can be applied to its team management

  In Jade’s opinion, every company has its own way in the raises of salary and position. But the point is, the goals they ask their employees to achieve are not accordant with the companies’ structures and real operations. “Standing in the angle of game designers and developers, I think it’s funny. We’re the experts in attracting players because it’s our jobs. But unfortunately, we fails to use these knowledge and skills in team management,” said Jade.

  “I don’t mean the “gamification” of workflows, but we do can learn something in game developing and operating. These can help us keep our employees, the best part, and increase their passion for their works.”

  Companies should set long-term goals for their employees and provide multiple career paths

  Jade thinks that game companies are supposed to set long-term goals for their employees, just like the boss fight in ‘Ever Quest’ or Raid’s tasks in ‘Destiny’. These two games make players at all levels have their own goals and it’s where game companies can learn from.

  “Everyone wants to know his career path and future,” explained by Jade, “it doesn’t mean that everyone wants to be the CEO. On contrary, employees shouldn’t set the raises in position as their goals. Companies are supposed to let them know that their employers will provide the space for the development of their career and themselves, hence they are willing to work here for a long time.”

  Transparent culture is important; everyone should have the right to suggest

  Jade emphasized on the importance of “transparent culture” and thought game companies should encourage employees and pay attention to their suggestions.

  “If you need the creativity from your employees, you should attach importance to their suggestions instead of keeping them in the suggestion boxes,” said Jade, “suggestions from anyone, not just producers, are probably to make a game better.”

  Jade took ‘Assassin’s Creed 3’ as an example: during the process of production, the development team paused for 2 week to encourage new ideas. “When you start doing this, you will find some employees have the abilities you don’t know. Canadian studio of UBI held Game Jam several times and found that some employees who we thought were hard core players before were of ideas in children’s games—some of them are parents and often play games with their children together. This helps us to find appropriate people in developments of new projects.”

  Women hold half of the sky; game companies should be open to female workers

  As the development and popularization of games, more and more women start playing games. Jade thinks that more women should join this industry.

  “We already have some female models in our industry. They talks about their works everyday and this may help more young ladies join us,” said Jade.