de knegt

So one thing I would like to see in a future edition or future update is the addition of pre-booking feedback. Because right now there is none. I know the absence might be there to keep an element of surprise and chaos to your booking. But at the moment it creates a confusion, especially when you book a guy in a match and then on the night itself they will under no circumstance decide to take a loss to a guy with largely the same pop. If there are wild pop differences, that is one thing. And if pre-booking many months ahead, wild swings can definitely happen that can turn what used to be an acceptable loss into an unacceptable one. But right now, even if pre-booking a few weeks in advance, you're left with basically no feedback whatsoever about what will happen. And there are always a few guys on the roster that are extremely volatile about who they want to job to, even if they are effectively equals in terms of popularity. So I would like to see the addition of some form of feedback, be it a 'sophie' or your most respected Road Agent or the workers themselves. It doesn't have to be a black and white 'yes/no' type of deal, and it can be left more vague as a "X might not like being asked to lose to Y" kind of advice, that becomes more certain the closer you pre-book it to the actual event. Or maybe combine the "Ask worker to job to XYZ" question you can ask a worker with the pre-booking screen. So that you at least have an indication of where you can go with your pre-booking, rather than doing a lot of effort to set up cards and then getting forced into a situation that you never wanted. (but perhaps the latter is the reason why it is like it is, I don't know)

Psychology, Experience and to a lesser degree respect. Psychology: Affects how well they can construct a match for the talent involved. Will effectively improve the psychology of the talent closer to the RA's level. The worse the workers psych, the more a good road agent can work magic. High psychology guys should call their own matches, obviously. (75+ or more for bonuses, but aim for 85/90+) Experience: The closer to 100 the better, every number lower than 100 basically means that the effect of the road agent is slowly diminished and if it goes low enough it'll start actively hurting the match they manage. Retired workers CANNOT improve their Psychology or Experience, only through working matches they can improve those attributes. So as much as you love a retired worker and you want to set them up with a job post-retirement, don't give them a road agent spot when they're not capable enough to do the job. Respect: 50+ for no negatives, but again aim as high as possible. Obviously you want your road agents be somebody that people look up to. This has the least effect of all three, and it can go up with time and good behaviour. On top of that, obviously you want to avoid negative attributes that can cause negative events. You don't want your backstage staff starting drama, and whilst they have a small effect compared to anybody midcard and up, it's still something to avoid if you can.

Not natively because TEW2020 only works on Windows system and Chromebooks run Chrome OS. There's an app called 'Crossover' which allows you to run windows apps on Chrome OS, but it's paid and not exactly cheap either at about 60USD. For only playing TEW, it might not be worth it.

Little Jimmy had it coming

Also the size of the company (and therefore the potential payday) matters quite a bit for a worker to come out of retirement or not.

Until I got my company to a point where we can run weekly shows, I try to avoid gens fully because I need good workers first and foremost to put on good shows with. Gens tend to have low/no experience, selling, safety, and all those other basics that you want workers to have so they can put on consistent matches without fear of people getting hurt. When I run one show a month, I rather pay a bit extra for workers who push my company's pop higher. Once I reach a weekly schedule, then I start to become more flexible, pick up talent and put them in dark matches and in short matches, at that point the gains are worth the investment.

This is great stuff, I love experiments in these types of games to see what happens. The stuff on worker improvements doing tours definitely feels like it matches the eye test very well. At least in all my saves it felt that Japanese workers tended to improve the fastest of all, and your test results pretty much confirm that because near every Japanese company runs touring schedules. Especially with PC's being very rare.

Check your product. Some products are better suited for squash type matches than others, some products expect workers with certain perceptions to be in 15-20 minute matches at the minimum or you start getting negatives. If you then go and put someone like Keith (who is a Star) in a super short match, the match rating simply might not be good enough to improve his popularity. When it boils down to it, the best ways for workers to gain popularity is to either beat opponents with better pop than them (fast way, but it in turn makes the loser's pop a little bit lower with every loss they take to inferior talent) or really good match/segment ratings (slow way, but protects everyone involved). So if you have a 40 pop worker who is doing squash matches, and the match doesn't reach a decent level, then the chances are low that they are not going to gain any pop. They might even lose it, or even lose momentum (low momentum makes pop gains even harder). Ultimately, squash matches aren't an effective way to push the pop of workers beyond the highest pop of your jobbers. If Jobber Joe has only 30 pop, nobody who beats him will realistically go higher than that. The best way to use squash matches is to build a starting momentum by giving newer talent some harmless wins over unimportant competition. You add segments to the mix that further highlight his talents (mic, Menace, or give him a manager). Once his pop and momentum gets to a good level, you put them against named talent and that should allow them to start becoming popular. In the case of your three workers, Keith is the only one with good enough charisma, 67 is on the limit and 54 is just not good enough to look good with 'domination' tag. Unless they have attributes like 'Squash Master' or 'Explosive Ring Style' that can offset it. (but it in turn can be made even worse by 'Slow and Steady')

You can set free pictures in the editor (pre-game, but you can import into a save). That takes a bit of effort, but it should be a case of set and forget. Only issues with setting free pictures in the editor is that it will be a first-come-first-serve basis, and that means that if you don't have a huge library of freebies, then you might find it getting exhausted really quickly and a lot of useless talents taking up valuable pictures. Personally I assign faceless gens pictures once I sign them, or when they start becoming stars somewhere else. But I do it manually so that my handful of free pictures don't get burned up on useless gens.

What's this? More franks! White/Hispanic Female: White Female: Hispanic Female:

Depending on the child/parent relation, the child company can sign their own talent that isn't automatically talent of the parent company. The best way you can do it is to give a worker a developmental contract during contract negotiations, which will automatically send them directly to developmental when they sign the contract. Else you're best off signing talent as the parent, then sending them to development anyways.

As others have also mentioned. I edit gens to make them more interesting for the game world they are in. Giving them different names, nationalities, and occassionally making them the son/daughter of whoever they're genned from to make the present (and the past) feel more relevant in the future. Skills I tend to keep away from, mostly because I would never be perfectly happy about balancing it all, but occassionally like-for-like swap out attributes to better fit the character's skills and narrative. Sometimes I even go and make two unrelated gens into brothers, again so that the world feels more alive.

idk about 1, but 2... Make a new monthly/weekly event and set its intent to 'lesser' or 'throwaway'. That way the bigger names won't be expected to be booked on them, and thus shouldn't give you morale issues. Throwaway can be used if you want to be sure that nobody gets angry, but the pop gains are non-existent as are attendances, but I reckon it's the perfect option for purely dojo kids and other inexperienced kids to get experience faster.

A few franken-freebies. Asian or Hispanic Female: Hispanic Female: Hispanic Male: Black Male: And 'Hollywood' Larry Lightning:

The order of the slots doesn't matter, but it's important to set the role of your workers to the right one. So don't have a worker with Announcing AND Colour, because it'll choose Announcing THEN colour, the game doesn't make a distinction there. So if you have colour commentators, ONLY have them set as that and not as announcers. Opposite goes for the announcers. That way they'll be used the right way. You need at least one announcer, the other two slots you can fill however you want. You can run with 3 announcers, or 1+2 or 2+1. Or just a singular announcer to save on money (but lose out on potential chemistry/experience bonuses)