Gamification at the Workplace

The Cricket Game
This game was part of a larger workshop. (Read more about the workshop.) We wanted to help learners become better assessors of people's performance and potential.

Since cricket is a popular sport in India and the training program was going to be launched during the cricket season, we decided to use it to introduce our clients' performance and potential scales to the learners.
The challenge

The challenge

Learn to assess people appropriately on the potential and performance scales.

The target audience

The target audience

Managers, Senior Managers, Associate Vice Presidents, Vice Presidents

Our solution

Our solution

Instructional Objective of the Game:

To make the learners objectively assess performance and potential to create a strong cricket team, and to defend the team that they've created.

We outlined the attributes of a good assessor, and decided that they:

  • Look for evidence and don't go by perceptions
  • Stay objective
  • Defend their choices well
  • Know the scales on which the assessment is happening

Round 1: Objective of the Game

"From a group of 10 cricket players, objectively select any three to make the strongest team of batsmen. Remember that you'll have to defend and justify the team that you've created."

To win: Teams won based on the strength of selected players, and on how they defended their teams.

The Game:

Detailed profiles of cricketers were designed, keeping in mind the potential scale attributes of our client's organization. Many cricketers' profiles were mixed up, such that personal biases brought in from the real world would reflect in learners' selection if they were not careful enough.

Cricketer's performance data was presented in detail, and their behavioral attributes were brought in through the stories detailed about the cricketers.

Steps of the Game:

  1. Teams of five people each are created. Rules sheet is handed over to the participants.
  2. There is a pool of 10 cricketers. Each cricketer has a pre-determined score and this score is there only with the facilitator. All teams have to go through cricketer's profiles and select a team of three best batsmen.
  3. There are five tables, and two cricketer profiles are kept on each table.
  4. Teams rotate from table to table, gathering information about the cricketers. Each team gets five minutes per table. This will take around 25 minutes, if there are five teams.
  5. After all teams have stopped at each table, they have to select their three best batsmen. They will be given 10 minutes for selecting their best team. No team can access the information on the tables again.
  6. Teams write the names of their three batsmen and hand them over to the instructor. The instructor writes down the names on the whiteboard.
  7. The teams now have to present and defend each player, describing why they selected the player over others. The facilitator and other teams ask questions.
  8. The facilitator rates the defense. Along with this, the facilitator writes the predetermined score for each batsman and gives each team a total score.
  9. Players with better performance and potential have better scores.

The facilitator asks reflective questions. Some sample questions for defense:

  1. Why did you select Player A?
  2. How did this player compare with X on performance? Please provide some evidence to prove your point.
  3. Do you think this player has good team player skills? Please provide evidence for your selection.
  4. How do you think this player compares in his ability to learn and improve? What future potential does this player have?
  5. How would you rate this player on potential as compared to the other two players that you have selected? Rate all three players on a scale of 10 for potential.
  6. What facts can you present to support your rating?
  7. Why did you select A and not B? Both have very similar statistics.

Round 2: Objective of the Game

In round two, the entire batch has to get together and select one cricketer who they think can become a captain. They then have to defend their selection.


A detailed reflection process brings out the points that good assessors:

  • Look for evidence and don't go by perceptions
  • Stay objective
  • Defend their choices well
  • Know the scales on which the assessment is happening

Contact us

Write to us and we'll get back to you soon. Or feel free to call us.

Address: Kothrud
Pune, Maharashtra, India 411 038.