Make recognition more engaging with game elements

Explore how gamification strategies, such as leaderboards, challenges and rewards points, enhance employee engagement and motivation.

In the UK, recognition has taken on a new level of importance. It’s not enough to rely on annual awards or the occasional thank-you email. Employees expect recognition to be timely, meaningful, and woven into everyday working life.

That’s where gamification comes in. Leaderboards, challenges and reward points - once the domain of apps and loyalty schemes - are now reshaping how organisations recognise their people. Used thoughtfully, these tools don’t just boost motivation; they help bring company culture to life in practical, visible ways.

Gamification: practical, not gimmicky

At its core, gamification involves applying game-inspired mechanics - points, badges, leaderboards, and challenges - to non-game environments like the workplace. When done well, it taps into basic human motivations: achievement, status, progress, and social connection.

Despite the term, gamification isn’t just “fun and games”. If leaders want it to be effective, it has to be purposeful: reinforcing the behaviours, values, and outcomes that matter to the business and its people. If it’s superficial or poorly aligned, it can feel gimmicky, contrived - even counter-productive. The key is relevance. Gamification only works when it supports genuine business and cultural goals - not arbitrary targets.

Why recognition still matters

Gamification isn’t a standalone strategy. Recognition still matters. Appreciation shows people that their efforts are seen and valued consistently. UK research from CIPD consistently shows that employees who feel appreciated are more likely to report higher levels of job satisfaction and commitment to their organisation.

Yet in many workplaces, recognition is sporadic at best. It shows up at project milestones or during performance reviews, leaving day-to-day contributions unnoticed. Over time, that silence quietly erodes engagement.

Gamification helps bridge that gap by making recognition a regular part of working life.

How gamification strengthens recognition

Recognition at work tends to arrive long after the moment has passed, usually via a well-meaning email that starts with “Sorry this is late…” Gamification fixes that.

By bringing recognition into real time, making progress visible, and giving people more personal ways to celebrate each other, it turns appreciation into an everyday conversation rather than an annual event. Think less awkward applause at quarterly meetings, more timely, relevant moments that actually land.

Here’s a breakdown of how gamification strengthens recognition:

1. Recognition in real time: Traditional praise often arrives weeks after the fact. Gamified systems change that by enabling instant feedback. Points, badges or shout-outs can be shared the moment someone goes above and beyond.That immediacy strengthens the link between behaviour and recognition, making appreciation feel authentic rather than retrospective.

2. Visible progress: Seeing progress matters. Whether it’s earning a new badge or moving up a team leaderboard, these small milestones give people tangible evidence of their contribution. It’s not ego - it’s clarity. Employees can see how their efforts align with team and organisational goals, which reinforces a sense of purpose.

3. Healthy competition (without the pressure): Competition doesn’t have to be cut-throat. Not everyone thrives in that kind of environment. Team challenges and collaborative goals encourage friendly rivalry while keeping the focus on shared success. Well-designed leaderboards celebrate improvement and participation helping everyone feel included.

4. Recognition that feels personal: Gamification allows recognition to reflect different strengths and preferences:

Collaboration
Customer service
Innovation
Knowledge sharing

Peer-to-peer recognition plays a crucial role here. When colleagues recognise one another, appreciation feels more human and less hierarchical.

Designing gamification that reflects culture

For gamification to genuinely support culture, it needs intentional design. Here are strategies to get started:

1. Align it to your values: If teamwork matters, reward collaboration. If learning is a priority, recognise development milestones. What you reward sends a powerful message about what your organisation truly values.

2. Keep it inclusive: Recognition should encourage, not exclude. Not everyone wants to top a leaderboard. Balance competitive elements with:

Team-based challenges
Participation milestones
Personal goals

3. Offer autonomy: Your people want the freedom to choose. Let them engage in challenges that align with their interests or development goals. Autonomy builds ownership and ownership fuels engagement.

4. Refresh regularly: Even the best initiatives lose momentum if they stay static. Rotate challenges, introduce seasonal themes and refresh rewards to keep participation high.

5. Be transparent: Clear rules and fair scoring build trust. Employees should understand how recognition is earned and feel confident the system is equitable.

How UK organisations are using gamification

Across the UK, we see companies applying gamification in practical ways:

Learning and development: Recognising course completions and skill-building with digital badges.
Wellbeing initiatives: Step challenges, hydration goals, and mindfulness streaks that encourage healthy habits.
Everyday appreciation: Digital platforms enabling quick peer shout-outs tied to company values.

All this goes to show that gamification doesn’t have to be complex.

Avoiding common pitfalls

Gamification is at its best when it supports intrinsic motivation. Problems arise when:

Rewards overshadow meaning
Competition becomes unhealthy
Programmes stagnate

Regular feedback helps organisations fine-tune their approach and ensure the system continues to support, rather than distract from, culture.

Getting game ready

Recognition shapes culture, whether leaders intend it to or not. Gamification offers a structured way to make appreciation visible, consistent, and aligned with what matters most to your unique organisation.