Everyday Office Life Transformed into Real-Life RPG Experience

Key Takeaways

1. Long-Term Commitment: Obsidian Entertainment aims to create a workplace culture that encourages employees to stay for ten or twenty years.

2. Gamified Onboarding: New hires choose from three character classes (warrior, wizard, rogue) during onboarding, earning themed rewards that reflect their class over time.

3. Rewards as Identity Markers: The physical rewards serve as symbols of identity and belonging, reinforcing a sense of community among employees.

4. Logistical Complexity: The implementation of the gamified reward system involves significant planning, but its symbolic value is considered worthwhile.

5. Long-Term Vision: Obsidian has a 100-year plan focused on fostering a culture that resonates with employees, encouraging them to remain with the company.

Most updates from the gaming world often focus on negativity, like job cuts, overwork, or bad treatment of employees. However, this time, Obsidian Entertainment, a studio based in the US, is making news for positive reasons. They have transformed the typical workday into a sort of “real-life RPG.” In a chat with The Game Business, Marcus Morgan (VP of Operations) and Justin Britch (VP of Development) discussed how this system functions and what motivated them.

Embracing Long-Term Commitment

“We hope this is a place where people want to stay for ten or even twenty years,” Britch states. Their aim is to create a workplace culture that promotes lasting dedication. To achieve this, Obsidian has adopted a strategy that aligns with its origins: gamification inspired by traditional role-playing games.

Class Selection and Rewards

During the formal onboarding process, new hires select one of three classes – warrior, wizard, or rogue. Over the subsequent years, they earn physical rewards that reflect their chosen class. For instance, a warrior might gain a shield, axe, or helmet, while a wizard could gather themed items like a cloak or a wand.

The rewards are specially crafted and intended to be more than mere fun additions – they act as visible markers of identity and belonging. After two decades, seasoned employees can “multiclass,” opting for a second class and unlocking additional rewards. “If you wanted to experience all three classes,” Britch chuckles, “you’d need to stick around for about 60 years.”

Logistical Challenges and Symbolic Value

Marcus Morgan acknowledges that this system is logistically complex – creating, producing, and distributing the items requires meticulous planning. Nevertheless, the symbolic significance makes the effort worthwhile. “Our roots are in Dungeons & Dragons. We all view ourselves as Dungeon Masters,” Morgan shares. For perspective, many of Obsidian’s founders came from Black Isle Studios, the famous team behind titles like Baldur’s Gate, Icewind Dale, and Planescape: Torment – games that were intricately linked to Dungeons & Dragons rulebooks.

Shaping the workplace like a role-playing game seems like a natural fit for Obsidian’s identity. This distinctive reward system is part of a larger, long-term vision – one that the studio describes as a 100-year plan. “We want people to remain for a long time because they resonate with our culture,” Morgan elaborates.

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