A few weeks back, I wrote about “teaching the game of business”, and this week I am following up with a more in-depth look at gamification.
This past summer at our Summer Growth Summit, we had Jono Fries (VP Operations at Schill Grounds Management) give a talk on gamification, and he plans to go even more in depth during our Financial Masterclass.
This newsletter is inspired by what Jono will be presenting.
Gamification isn’t just about dangling carrots.
It’s about building culture. It’s about creating structure, clarity, and turning everyday work into a challenge people want to win.
1. The Wrong Way to Gamify
If the rules are fuzzy, the scoring is unclear, or the rewards feel rigged, no one will want to play. And worse, you will lose your people’s trust.
Even if it’s all clear, but the rules or scoring is too complicated, your people will give up.
Therefore, you have to keep things super simple. Avoid setting up “games” that confuse your team or make them wonder if they are being manipulated.
Two more caveats:
- Once you add money as a reward, watch out for unintended consequences where your people cut corners to win.
- Please don’t just try this idea and expect a quick win. You need to stay committed so your people see it’s not another fad.
2. The Right Way: Scoreboards & Standards
People compete when the game feels fair. That means:
- Clear standards (what “winning” looks like). If your game is around labor hours, then your production rates need to be standardized.
- Clean data (no explanations needed). Your team must believe the data is accurate and easy to understand.
- Real-time visibility (scoreboards teams can check daily or weekly). These scoreboards should be updated consistently.
At Schill Grounds Management, maintenance crews compare efficiency by branch and by team. Everyone knows the target: under 100% of estimated hours. It’s simple, transparent, and motivating.
As you start up your first game, focus on progress.
If no one wins, who did the best? Use forced ranking (grading on a curve) to highlight effort. Never turn the game into something that makes people feel bad.
3. Mini Games & Celebrations
Gamification doesn’t always need to be a long-term competition—or tied to money.
Some of the most effective approaches are mini games: short, focused challenges designed to build a habit, create momentum, or spark engagement.
Mini games work because they:
- Have a clear start and end point
- Create urgency
- Give people a fresh chance to win
- Keep energy high without creating fatigue
Think of them as sprints, not marathons.
Examples to inspire you:
- Keep trucks clean for four weeks → taco party + “Golden Rag” trophy
- Zero safety incidents for 90 days → team cookout + public recognition
- Perfect paperwork week → winner chooses shop playlist
Your Challenge: Build one game your team actually wants to play.
To get started, pick one business driver around production, quality, or communication, and set up a simple, money-free game this month.
- Choose one metric that matters.
- Create a scoreboard everyone can see.
- Set a clear winning condition.
- Decide how you’ll celebrate.
Launch it, let it run untouched, and measure the impact.
Then review what worked, what didn’t, and run it again.
Thought of the week: You’re not just running a contest—you’re building a performance culture.
To dive deeper into gamification—and learn which metrics matter most—join our upcoming
Financial Master Class, where you’ll receive a full Benchmarking Toolkit.
— Jeffrey Scott
P.S. Early Bird ends Friday. Save $200 per ticket when you register by Nov 21.
