Your back office runs on people. Make the work worth showing up for.
Odyssey Enterprise Edition turns the operational data you already collect into a live game for processing, compliance and service teams. Throughput, quality and SLA performance improve because people can see what winning looks like, every hour, not every year.
Piloted with a tier-1 global bank's compliance operations. Built on the Odyssey Game Server. No personal data leaves your bank.
Illustrative team wall. Names and figures are examples.
of employees worldwide are engaged at work, the lowest level since 2020. 1
in productivity lost to low engagement each year, about 9% of global GDP. 1
an employee's annual salary: Gallup's conservative estimate of what it costs to replace them. 2
of people who quit say their manager or organisation could have done something to keep them. 2
AI is taking the routine work. The work left behind needs people at their sharpest.
Operations account for roughly half to sixty per cent of a bank's workforce. McKinsey now expects agentic AI to orchestrate much of that work, escalating the exceptions to humans in the loop and shifting staff from coordination toward decisions. 4 That is good news for cost. It also means the human work that remains is the hardest to do well: reviewing the alert the model was unsure about, catching the document that slipped through, making the call nobody else can.
Repetitive review is exactly where attention fades and errors creep in. Yet most improvement programs still lean on automation and management reporting. The spreadsheets help managers. They rarely help the person at the coalface know what good looks like today. Performance conversations happen once a year, long after the moment to change anything has passed.
Build the business in the right order: people, product, profit. Odyssey Enterprise Edition keeps the people agenda moving while the automation agenda runs.
Engaged teams make fewer mistakes, turn up more and stay longer.
Gallup's 2024 meta-analysis covers more than 183,000 business units and 3.3 million employees. Teams in the top quartile of engagement outperform the bottom quartile on every outcome a back-office leader is measured on. 3
Source: Gallup, The Relationship Between Engagement at Work and Organizational Outcomes, Q12 Meta-Analysis, 11th edition (2024). Navy bars show reductions, bright blue bars show gains.
The next generation of operations staff wants to learn, be coached and see progress.
Deloitte's 2025 survey of more than 23,000 Gen Z and millennial workers is blunt about what they want from work. Purpose matters to nine in ten. Learning and development is one of the top three reasons Gen Z chose their current employer. Half want their manager to teach and mentor them, but only about a third say it happens. 5
A back office run on monthly MIS packs and annual reviews cannot meet that expectation at scale. Odyssey Enterprise Edition gives every player a visible skill path from Novice to Ninja, real-time feedback on the work they did this morning, and recognition from peers when they help a teammate. That is the coaching younger staff are asking for, delivered by the system rather than rationed by the manager's calendar.
of Gen Z say purpose is important to their job satisfaction and wellbeing (92% of millennials). 5
of Gen Z want managers to teach and mentor them, against the share who say they actually get it. 5
of 750 UK and US operations workers say they would be more likely to stay with an employer that runs a competitive recognition program. Stated intent, vendor-commissioned survey. 8
Define the game. Configure the rules. Put it on the wall.
Asking "what does winning look like?" produces different answers from asking "what should the report show?" Odyssey Enterprise Edition starts with that question, then runs as a continuous cycle: goals set, met and reset as the operation improves.
Define the game
Success, players, teams, systems and data. For a mortgage operation that might be 48-hour turnaround from application, rework under 1%, and a skill path from document collector to authoriser to team lead.
Configure the rules
Rules act on system events to create player outcomes. Loan settled inside SLA: 10 points. Weekly rework under 1%: 30 points. Fastest turnaround: a personal-best badge. Helping a colleague clear their queue: rewarded, always.
Deploy and play
A team wall for the big screen in the ops centre, where daily stand-ups happen, and a personal console on every desktop. Leaderboards, missions, challenges, badges and personal bests update as the work flows.
What is in the box
Enterprise Edition sits on the same Odyssey Game Server that powers customer engagement for banks. Points, badges, rules and events come standard. Enterprise Edition adds the operations model on top.
Data ingestion engine
Codeless integration. Reads the MIS extracts you already produce (CSV, Excel, XML or REST) and maps who did what, when and how.
Operations data model
Work items, priorities, SLAs, states, rework, ageing and backlog at team and individual level, renamed to match your operation.
Player experience
A team wall built for large screens, a personal console for each player, custom avatars, skill levels and weekly gamified summaries.
Admin console and governance
You control events, rules, rewards and missions. No personally identifiable information is held in Odyssey; an anonymisation service maps players to staff inside your bank.
Trade surveillance at a tier-1 global bank. Five out of five success KPIs met.
After the LIBOR and FX rate-rigging cases, banks were required to capture and review vast volumes of trader communications. Much of it is automated. The rest is a team of analysts reviewing flagged cases, where success means nothing slips through the net and the work still gets done on time.
Moroku ran a ten-week pilot of Odyssey Enterprise Edition with 41 players across an onshore team in Singapore and an offshore operations centre. The game rewarded turnaround inside SLA, quality over volume, help given to colleagues and missions aimed at clearing backlogs. Turnaround times were consistently better after missions were introduced. 9
People will play. So the rules had better reward the right thing.
Within weeks, a group of players found the quickest route to coins was the help-request feature, and used it to dress their avatars. It proved the team was motivated by intrinsic rewards. It also proved that game economies need tuning as carefully as any incentive scheme.
Every point has to be explained, in the moment.
Players change behaviour fastest when they can see which action earned which reward, and what to do next. So every Enterprise Edition design now starts there: the rule behind each point made visible, a personal weekly summary for each player, and missions with achievable stretch rather than all-or-nothing targets.
The research is clear about what works, and what backfires.
Gamification is not a sticker chart. A meta-analysis of controlled studies by Sailer and Homner found significant positive effects on learning, motivation and behaviour, with the strongest behavioural results where competition was combined with collaboration. 6 Wharton's Mollick and Rothbard found the opposite risk: when a game is imposed on people who do not understand its rules or see them as fair, it lowers how they feel about their work. 7 Odyssey Enterprise Edition is designed around both findings.
Teams win together
Team missions and help rewards sit alongside individual leaderboards, so collaboration scores as well as speed.
Rules everyone can read
Players co-design the game in the On Ramp. Every point traces to a visible rule, so the game feels fair because it is.
Quality before volume
Rework, QC events and risk carry real weight, so nobody wins by rushing. Speed counts only when it is accurate.
Progress, not surveillance
Personal bests and skill levels compare players with their own past performance, not only with each other.
Anywhere work is measured, repetitive and matters.
Lending operations
Mortgage origination and servicing, credit checks and settlements, scored on turnaround, completeness and rework.
Compliance and surveillance
AML alert review, KYC refresh, trade and communications surveillance: high-volume review where alertness is the control.
Contact centres
Queue time, abandonment and first-contact resolution, in environments where attrition often runs at 25% or more.
Payments and account opening
Reconciliations, exceptions and onboarding queues, with missions that point the team at the backlog that matters today.
Claims processing
Insurance claims follow the same pattern as lending: documents, decisions, SLAs and the cost of getting it wrong.
Human-in-the-loop AI
As agents take the rule-based steps, score the human review of the exceptions they escalate, so judgment stays sharp.
Twelve weeks from "where do we start?" to a tested game for your team.
On Ramp is Moroku's fixed-scope experience design engagement. We pick one operation, meet the players, define what winning looks like and prototype the game with the people who will play it. You finish with a tested design, a roadmap and the specifications to deploy Odyssey Enterprise Edition.
Player interviews, a day in the life, what rewards have worked before.
Win states, behaviours mapped to mechanics, data sources and rules.
Prototype the team wall and player console, test with real players, iterate.
Final design, specifications and a deployment roadmap.
Sources
- Gallup, State of the Global Workplace 2026 (2025 data).
- S. McFeely and B. Wigert, This Fixable Problem Costs U.S. Businesses $1 Trillion, Gallup, 2019.
- Gallup, Q12 Meta-Analysis, 11th edition, 2024.
- McKinsey & Company, The paradigm shift: How agentic AI is redefining banking operations, February 2026.
- Deloitte, 2025 Gen Z and Millennial Survey (23,482 respondents, 44 countries).
- M. Sailer and L. Homner, The Gamification of Learning: a Meta-analysis, Educational Psychology Review 32, 2020.
- E. Mollick and N. Rothbard, Mandatory Fun: Consent, Gamification and the Impact of Games at Work, Wharton School working paper.
- Lucas Systems, Gamification: the next evolution of warehouse workforce engagement, 2024, as reported by Logistics Manager. Vendor-commissioned survey of stated intent.
- Moroku, Odyssey Enterprise Edition Executive White Paper. Pilot data from a tier-1 global bank's compliance operations.