The Complete Guide to eCommerce Development 2024

Applying Gamification in HR: Practical Implementation Steps and Case Studies

How to implement gamification in HR: case studies

These days, more and more companies are using gamification in their HR practices – that’s when they bring in game elements and mechanics to the workplace. It’s not just about making work more fun, it actually comes with a bunch of benefits for the company. We’ve already talked about gamification in business in our previous article. Now, let’s zoom in on how gamification is shaking things up in the HR world.

Why companies need gamification in human resources

Adding some gamification at work can bring big benefits to your business. Don’t underestimate this strategy to get your business to the next level. Let’s talk about why gamification for employees can be a game-changer for your business.

Boosting team spirit and performance

Using fun rewards and leaderboards can really fire up the team. It gets everyone pumped to hit their goals.

Making learning more fun

Gamification makes learning a lot more interesting. When info and skills are presented as game challenges, it’s easier for the team to pick them up.

Building a stronger team

Team challenges and achievements help everyone bond and work together better.

Hitting targets and goals

Gamification helps the team stay on top of their goals and track progress. It’s like a little nudge to help everyone do their best.

Getting everyone involved

Adding game elements to work life gets everyone more engaged in corporate company life.


If a process is digitized, it can be gamified as well. In our company we’ve already automated such processes as recruitment, assessment, time tracking, staff training and onboarding. After moving our School of IT Professions online, we reduced costs by 10 times. Company specialists do not need to spend their working time preparing and delivering lectures. All materials have already been recorded and posted on the learning platform. The entire process is gamified, making online learning a fun journey.

I was one of the initiators of HR digitization. The first thing we get is the acceleration of all processes. This is direct money. In terms of costs, we actually use fewer resources when a process is faster. Secondly, when processes are digitized, nothing is lost or forgotten. If processes are automated, there is less risk of losing or missing important details. Thirdly, with digitalization, it is possible to make predictions and long-term plans. Only when the process is digitized, it becomes possible to upload statistics or generate reports.” 

Ayrat, Human Resources Director at Simtech Development

Read more: Benefits of HR Digitization and Automation for eCommerce

How to implement gamification in HR processes

The implementation of gamification in HR processes opens up unique opportunities for companies. Imagine a situation where employees are engaged in a gaming process, earning points, achievements, and rewards for their activity and accomplishments within the company. This not only stimulates competition and improves team performance, but also contributes to increasing the level of employee experience and loyalty to the employer.

A unified platform that integrates all HR processes and gamification tools will help create a unique space for developing teamwork, rewarding achievements, and shaping a positive corporate culture. What is needed to create such a platform?

Step 1. Setting goals and expectations

Define the goals you want to achieve through gamification of HR processes. This could include improving employee motivation, increasing participation in training and development, improving teamwork, and so on. 

Write down what KPIs you want to achieve and within what time frame. For example, increase eNPS or Employee Net Promoter Score by 10% in 6 months by launching an internal merch store. Determine the incentive schemes to be used within the allocated budget. There can be many incentive schemes and gamification mechanics depending on specific business goals.

Step 2. Choosing the right platform

Explore various gamification and HR management platforms to choose the most suitable one for your needs. Make sure that the chosen platform supports the necessary functions and tools to achieve your goals. If there is no suitable platform, you can always design your own corporate website. In this case, before starting development, it is necessary to carefully design the site architecture and database structures to optimize the development process. Also, do not forget about using optimal technologies. For example, when creating Simtech Market for backend development we used PHP 8.2, Laravel 10, and MariaDB 10.6. This techstack, ensured a quick start, high performance, security, and fault tolerance.

We will develop the project structure from scratch or based on ready-made solutions. You will receive an accurate description of the website functions and a project road map

Step 3. Developing game mechanics

Introduce interesting tasks, challenges and missions that will motivate employees to actively participate and help them feel part of the big game. When designing the project architecture, consider scalability in advance so that you can develop the project without losing productivity.

Step 4. Integration with existing systems

Ensure that the gamification platform can integrate with your existing personnel management, training, performance evaluation, and other HR tools.

Step 5. Training and implementation

Provide training on how to use the new platform and explain the gamification benefits for employees. Then launch the platform and monitor its effectiveness, making adjustments as needed.

Expert advice from Simtech Development: Creating a unified platform with gamification requires careful planning, integration, and training, but you can significantly minimize the technical part of the task by hiring a reliable IT agency.

The best HR gamification examples

  • Leaderboards and rewards: Many companies incorporate leaderboards to recognize and reward employees for their achievements and contributions. By displaying top performers, employees are motivated to excel. For example, Salesforce uses leaderboards to showcase top performers, fostering healthy competition and recognition within the organization.
Sales leaderboards
  • Training and learning games: Gamified learning platforms are utilized to make training and development more engaging. For instance, Deloitte’s gamified platform, “Deloitte Leadership Academy,” offers interactive courses and simulations that allow employees to learn through game-based scenarios.
Deloitte leadership academy
  • Employee recognition and badges: Companies like IBM have implemented badge systems to recognize and reward specific skills or achievements. Employees can earn badges for completing tasks, demonstrating expertise, or embodying company values, fostering a sense of accomplishment and recognition.
IBM badge system
  • Challenges and quests: Some companies introduce challenges and quests to encourage employee participation and engagement. Microsoft’s “Microsoft Rewards” program incorporates challenges and quests that allow employees to earn points for completing tasks, which can be redeemed for various rewards.
Microsoft Rewards system
  • Performance feedback and gamified assessments: HR platforms are incorporating gamified elements into performance feedback and assessments. This approach can make the evaluation process more interactive and engaging. For example, Accenture has implemented gamified assessments to provide real-time feedback and performance insights to employees.
Example of gamified assessment test

Common mistakes in gamification

Adding gaming elements to these processes can make work more engaging and productive. All in all, gamification can be a powerful tool for improving work, but it needs careful planning, adaptation, and result assessment for success. Let’s consider common mistakes. 

  1. Lack of clear goals

Not having clear goals and strategy when introducing gamification can make it vague and ineffective.

Solution: Set clear goals and outcomes, and make sure gaming elements match these goals.

  1. Not enough participation and feedback

Ignoring employees’ views and not getting feedback on gamification can lead to dissatisfaction and low effectiveness.

Solution: Get employees involved, run training sessions, and gather feedback to improve the gamification strategy.

  1. Overly complex gaming elements

Using overly complex gaming elements can confuse and discourage employees.

Solution: Keep gaming elements simple and intuitive, and provide support and training.

  1. Wrong choice of platform

The gamification platform should be integrated into the company’s work processes and help achieve business goals. When choosing a platform, you need to pay attention to its scalability. The platform must be able to effectively serve different employee sizes and support increases in number without loss of quality and productivity. Also, do not forget that the platform must ensure the protection of employees’ personal data and comply with local regulations. 

Simtech Market as an illustration of incorporating gamification elements in business settings

Gamification elements at Simtech Market

Simtech Market is our company’s internal merchandise store, created to provide a simple and intuitive tool for staff motivation, combining the functionality of an online store with elements of gaming mechanics. Simtech Market has provided employees with the ability to register and log in, define roles, manage assortment, create tasks for employees, place orders, and pay for orders with coins. Employees also have the opportunity to participate in tasks, submit requests for task completion, and receive bonuses for completed tasks, which stimulates their active participation and motivation.

Read more: Online Company Store For Employees: How It Works And Why Large Brands Need It

Simtech Market has become not only a convenient tool for employees, but also an effective way to motivate and stimulate professional development. This example of team gamification in HR demonstrates the successful combination of technologies, functionality, and gaming elements to create an engaging and productive work environment.

The introduction of a corporate webshop increased employee loyalty and eNPS, as well as closed the issue of compensation and benefits in the company.

Ayrat, Human Resources Director at Simtech Development

What employees think about gamification

The benefits of gamification for business are clear. But what do employees themselves actually think about gamification? We asked our employees to evaluate the process of training, onboarding and teamwork. Let’s look at some reviews and opinions about gamification first-hand.

“The training took place in a playful way. There are tasks and points. I felt more motivated to achieve my goals.” Dan

“Competitions and group challenges introduced as games helped us work together towards common goals. This has strengthened our team and increased the level of mutual understanding.” Julia 

“Game elements in learning made the process memorable. I absorb information better and feel like I’m growing professionally.” Peter 

“Winning awards helps me stay motivated and focused on my work. I feel like my achievements are recognized and appreciated.” Susan

In summary, employee feedback shows that gamification has a positive impact on motivation, collaboration and professional development in the work environment. Our team stands as evidence of this fact.


Implementing gamification in HR processes can be a key factor in improving employee motivation, productivity, and satisfaction. Create your own game rules and start transforming your HR processes today! And we will help you with the platform where you can bring your gamification ideas for employees to life!