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Allow players to send their employees on early vacations, even if their efficiency hasn’t started to decay. I’m sure the employees wouldn’t mind getting extra paid vacation time and having them back and refreshed at a specific period can be useful so they don’t start losing focus in the middle of developing an important game.
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Having, at most, 7 people making a AAA title is a little odd. Keeping the same employee mechanics, make each employee represent a team leader, with their own slew of programmers and artists working under them. As they grow in level, they can handle more and more employees under them. Trainings will now represent giving the whole team a training. As a team leader gets more employees, a cubicle forest will grow around them to show how many people work under them. (Maybe have 1 employee per level of the main employee). Their salaries would represent the wages paid to their whole team. This wouldn’t impact game balance at all, but it would be nifty to see your company grow and grow and grow in numbers as you hire more team leads and they gain experience to hire more employees of their own. It would also create a more realistic feel, as you’d have entry level employees who are two full ranks down from the CEO. Your character, no matter how many levels he or she gains, would still always be represented by just one person. The random employees generated as the teams grow would follow the same 85%/15% male/female ratio, until you sponsor women in the industry, at which point new sub-employees have a 50/50 male/female chance.
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Building on idea #2. Once you have at least one employee team, you have the option to ‘promote from within’ to get a new team leader. Doing so will give you random applicants of random levels (some will be tech focused, some balanced, some design focused). Hiring an employee from within would NOT cause the loss of efficiency of the whole organization the way hiring from the outside would, because the employee is already used to the culture of your organization. The tradeoff is that you have much less control over who you get. You can only ‘hire from within’ once every year. If you don’t like the crop of employees offered, you’ll either have to hire from the outside or wait another year. Hiring from within is also free.
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Keeping your R&D lab and Tech Lab at a specific funding level over time would cause them to generate more benefit for the same amount of money, representing the team growing in skill and experience. Increasing or decreasing the slider would eliminate this bonus benefit and force it to build up again from the new level. Increasing or decreasing the slider would also cost you a flat fee tied to the magnitude by which you change it. This represents hiring and training costs (when increasing) or severance and unemployment costs (when decreasing). This would more accurately treat your R&D and Tech labs as actually being real people…and also make the player make a strategic decision as to what slider level they want to operate at…or if they are willing to pay extra to make frequent adjustments to the slider.
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The game would track the total number of employees hired by your company. This would include sub employees from developer teams, as well as employees shown in the R&D and Tech labs. Reaching certain thresholds would unlock new achievements. Total employee count would also factor into your final game score, though not too heavily.
6 Likes
Great great ideas!!!
Agree with everything
Great Suggestions 
1 Like
best ideas ever (: