Make Sales Incentives More Exciting with Gamification!

Make Sales Incentives More Exciting with Gamification!

How To Create a Company Culture That Illustrates Your Core Values

Daniel Debow, VP at Salesforce says this about gamification,” It’s  play that helps us do serious things better.” 

Gamification was a buzzword for the tech community till a few years back but not any longer. It is a term that is becoming immensely popular in the non-gaming context, especially in the corporate sector. Infusing gaming aspects into the workplace is becoming a rapid trend. An increasing number of companies are embracing it with the hope that it will help enhance performance and more importantly, employee engagement.  

Sales gamification may already be a part of your sales incentive program, even though it may exist subtly. For example, sales targets are assigned to each salesperson each month or quarter, and they need to ‘level up’ to get a reward, just like in a virtual game. Or, every quarter, your sales head must be ‘resetting’ the targets, again an essential aspect of an online gaming strategy.  

Let’s dive deep into gamification in sales and find out how the strategy can make incentives more exciting.  

What is Sales Gamification?  

Gamification is about lodging game-like mechanics in a non-gaming environment with the objective of keeping the concerned people motivated and stimulated. Just like in virtual games, sales gamification entails encouraging salespeople to take action and providing guidance throughout the process. Keeping things competitive and exciting, the features are meant to appease the innate human desires of acknowledgment, achievement, competition, and status.  

This is a technique that brings an ethos of gaming into sales tasks. Subsequently, the sales team can earn badges and points as they complete different tasks or levels.  

The main purview of gamification is to use gaming mechanics and elements to make sales tasks more interesting and exciting.  

Just like in games, there’s an undertone of competitiveness with gamification in sales. Consequently, there’s more engagement, fun, and focus as your sales team goes about completing their work ambitiously.  The good part is that these techniques can be used to benefit the business bottom line, as in, get better sales, faster conversions, more leads, and so on. 

Another aspect of gamification is that this methodology comes with automating many parts of the sales process. This gives each individual salesperson the time to work harder on the real sales challenges on the ground.  

What do statistics say about gamification? One study by MarketsandMarkets shows that the market for this technique is growing at a phenomenal rate of 27.4% compounded annual growth rate. It further states that the APAC region has the fastest growth rate with countries like India, China, Japan, New Zealand, and Australia taking the major share of this technology.   

Why Does Gamification Work? 

  • Sales motivation is not just about money only, anymore. They want more. The attitude is more about winning a sales competition, making progress, and so on. This attitude can be fueled by using gamification techniques. Thus, you can expect more energy, more focus, and higher levels of excitement in the team. 
  • Gamification automates the process where you can set monthly/quarterly goals for your team members in a realistic and achievable manner. 
  • Gamification gives clarity on the progression path to the team. This is because the technique gives different kinds of incentives to different levels of performance. For example, a salesperson who has a got a few leads will get a different incentive than a salesperson who has clinched a few deals. With sales leaderboards, it is all visual – this means that everyone can see what gets better incentives or what is there at the next level and accordingly improve their performance.  
  • Also, the technique encourages incentivizing all performers and not just the top performers. There’s something for everyone here. It helps create a fair workplace culture. 

Gamified Sales Incentives – How To Go About It?  

Sales incentive programs should be designed in a way that your salespeople are thrown out of their comfort zones and give them the motivation to achieve the given sales targets. Gamification can help with these elements: 

  • Sales competitions or sales contests make the job engaging. For best results, create contests for all levels for better participation. In these contests, the salespeople are competing with one another like in a game with the purpose of achieving the mission. 
  • Make a mission strategy for an incentive program or a sales contest. A mission is a gaming mechanic that pushes the team to perform high-value tasks to facilitate the achievement of long-term goals.  
  • Missions end the guessing game because everything is clearly spelled out. For example, ‘The region that sells the maximum units by 31st December will get a fast start badge and 1000 points per person.’ This mission is a good way to encourage collaborative work.  
  • Plus, a mission makes rewards instantly available. And you can tweak the missions as and when required. 
  • The scoreboard or the sales leaderboard is another gift of gamification. As Vince Lombardi from Green Bay Packers mentions, “ If it doesn’t matter who wins or loses, then why do they keep score?” Winning is important and salespeople need to finetune their focus and performance accordingly. In a sales competition or contest, gamification allows your people to have quick and visual access to their progress and that of others. They can celebrate achievements, work better together as a team to achieve team targets, and even congratulate the top performers. Thus, there’s a positive competitive spirit amongst all and each tries to give their best and outdo the other, all in a friendly manner. Ensure that the leaderboards are displayed around the office for everyone to see them. 
  • Gamification goes beyond the usual commission and cash reward plans to incentivize your salespeople. Point systems are used to get your people to do the desirable jobs – like points for making a cold call, giving a demo, generating leads, conversions, and more. Therefore, there’s the built-in concept of getting and redeeming points against a range of options. These could be merchandise or experiences, or any other form of reward that is usually out of the purview or budget of a salesperson. For example, a sponsored foreign tour for the family. This gives them the feel-good factor with, of course, the bragging rights within their immediate social group.  
  • Peer-to-peer recognition is an integral part of gamification. With sales leaderboards and transparency, everyone comes out to appreciate the good work of a fellow team member.  
  • Badges are the best way to recognize people for their work. It’s a psychological need and will motivate your people endlessly. Badges should be given only for inspirational or recognition-worthy work. 


Gamification can do a lot of good. It’s a powerful tool in your weaponry to keep your sales team motivated and achieve the desired results.  

Looking for a gamified sales incentive software. My Incentives is the perfect answer. Call us today for a demo! 

Business values can heavily influence your brand identity and how outsiders view your company. It is therefore imperative that a company has very firm values and the same is embodied in all aspects of their business.  

Let’s begin with a quick recap of what we know about values. Values are individual belief systems that motivate people to act one way or another. They serve as a guide for human behaviour. Generally, people are predisposed to adopt the values that they are raised with. Ethical decision-making often involves weighing values against each other and choosing which values to elevate. Conflicts can result when people have different values, leading to a clash of preferences and priorities. Some values have intrinsic worth, such as love, truth, and freedom. Other values, such as ambition, responsibility, and courage, describe traits or behaviours that are instrumental as a means to an end.  

As an individual, values essentially serve as a guide to growth and development. They help us create the future we want to experience. Much like individuals, organizations also need values directed towards a specific purpose, be it growth, development or business success. These cannot be attained in the absence of a strong value-based organizational culture that embodies it’s core values. 

Strong value-based work culture is a precursor to business success 

Organisations are involved in making hundreds of decisions every day. The decisions they make are a reflection of their values and beliefs, and they are always directed towards a specific purpose. That purpose is the satisfaction of organizational needs. Organizational values reflect how your organization operates in the business world. Successful organizations develop and follow their organizational values. 

For instance – Walt Disney; it is not just among the most recognizable brands in the world, they also are the kindest community on the planet. A brand which is almost synonymous with magic, Disney extends the magical experience even to its employees as a part of the company’s culture. (quoted from surveysparrow blog-7 Fabulous Organizational Culture Examples You Can Learn From!) 

What Sets Them Apart: Unparalleled heritage, pride and culture, wonderful community, amazing growth opportunity, and a creative atmosphere sets them apart, says a Disney employee.  Disney only hires people who align with what their brand stands for. The organizational benefits of being a Disney employee include access to Mickey’s Retreat (an exclusive area accessible only to Cast Members and their families), generous discounts on Disney parks, hotels and merchandise, incentive schemes and private healthcare. Takeaway:  Disney strives to make every place the happiest place to work and is compassionate towards each other. People can tell when their company cares for them and in Disney’s case, employees care back! 

It was Peter Drucker who famously said that Culture eats strategy for breakfast’. No kidding. A work culture can absolutely be the deal-breaker or decisive factor when it comes to defining a company’s success. Great company culture just doesn’t happen on its own. It’s more than mere fun and games. It’s beyond the inspirational quotes and artwork chalked onto the pillar, glowing customer recommendations lining the walls, and bean bags littered across the floor. All that is nice and makes life more pleasant, but it does not change the core of who you are as a company. Great organizational work culture is more than paychecks, fun, and perks. 


Company culture is a difficult concept to put into words but it is synonymous with your business environment. Good company culture takes years to develop, but there are some steps that you can take today to get this plan in motion: 


1. Pin Down your core values:

Alright! First things first, you need strong core values to set up the base for your company’s culture. Your core values need to be established and ingrained in your company if you are to have a successful company culture. If your core values are not defined, there will be no culture. In the absence of a defined culture, organizations usually form their own culture, which is not based on values and best practices. This can be detrimental to the business image in the long run.

“When I began my startup, I did not have any set values. Personally yes, I had a set of values I operated upon, but however, it didn’t seem necessary to establish company values at such an early stage. Eventually, my business grew and so did my team. I now started seeing the challenge of encouraging the team to make decisions, based on the values I personally embody as guidelines. This became an even bigger challenge with employees who operated remotely. I finally realized the importance of having set company values. However, I kept putting it off since I didn’t know where to begin. But once I sat to actually pen down Moneyjar’s values, it didn’t take more than 15 mins” – Rohan Agarwal (Co-Founder Moneyjar) 

 To create your business values, think about your personal values, business objectives and align them to match it with your workforce potential. See which value-based decisions have kept you on your growth track and which have helped your employees perform better. Keep the ones that serve your indicators of success and match the goals you have chalked out for your business. A quick search on google with also reveals a great set of values you can imbibe.  Go ahead if that suits you, however, remember your values must be tailor-made and should not be more than 3-4 in number. 

Identify behaviours that demonstrate these values:

Once you have nailed down your core values, you must bring it into action. Sometimes organizations may be operating under unspoken core values, communicate them formally to the workforce and practise it daily. Daily reinforcement is the best way to form a habit. Identify touchpoints to remind them of these values. Everyday things like setting business hours, determining employee benefits and internal communication with employees, reflects your culture. So, ingrain your values in these decisions from the start. 

Establish Key Behavioural Indicators that demonstrate your core values. For instance, If you are a customer service based company which has adopted “Going the extra mile to achieve customer satisfaction” as a core value, your employees must embody the same value and must be willing to go that extra mile whenever the opportune moment surfaces. 

For example, you have probably heard of the Ritz-Carlton, a hotel chain known for their great customer service. On one particular visit, a mother together with her two children had spent a few days there on vacation, and when they got back home, her son discovered that his beloved stuffed giraffe, Joshie, had gone missing. The boy was devastated, so his parents decided to tell him that “Joshie is just taking an extra-long vacation at the resort.” This conversation was overheard an attendant at the front desk and he took it upon himself to ensure they leave happy. That very same night, the Ritz-Carlton called to tell them that they found Joshie. The relieved parents asked if the staff would mind taking a picture of the giraffe at the hotel to authenticate a fabricated “long vacation” story. After a couple of days, the parents received a package with Joshie and a bunch of pictures that proved Joshie’s prolonged holiday. (quoted from Brand24 blog) (once again keep the formatting same across sections and while quoting another blog also add the link) 

Organizational culture depends largely upon the behaviour of its employees. So you must ensure that employees behave in a fashion that resonates your core values. Not just existing employees, but even new hires should be done keeping in mind the core values, so it becomes easier to integrate them into the organizational setup. Many companies have started carrying out an interview with a culture fitment angle to ensure the right candidate is hired.

3. Induct all employees into the values: 

When bringing on new employees or when you update your company values, don’t skip onboarding and training. These are great opportunities for you to set the tone. Talking about your core values periodically can also help you to implement them in your corporate culture. You can send out monthly newsletters that showcase employees who are successful in following your business’s values. Also, you can bring up core values in goals meetings and determine whether you are reaching goals., You can discuss core values during employee performance reviews. Don’t let them get cosy in the corner of your small business. Frame them and hang them on the wall for employees and customers to see. Post them on your website, on your social media pages, and on any other digital front, you can. Many companies proudly display their core values on video walls or television screens in the frontal view of the office, to ensure both employees and customers understand them. Customers/ employees can get an idea of what the organization’s culture will be like basis the values displayed and take decisions accordingly. 

4. Reward employees when they act as per the desired behaviour:

So the values are set, the employees are inducted and business is great! It’s no wonder these thoroughly thought out core values worked like a charm. If you’re thinking you’ve created your business Utopia, think again! Is it enough to just establish a successful culture? Employee Recognition plays an important role when it comes to building a company culture. Once the values are set and let’s say employees strive to adhere to them, then as an organization, it becomes your responsibility to recognize these efforts and reward these behaviours. These values help gauge the performance of employees and recognize their efforts in order to keep them engaged. Acknowledging and rewarding value-based behaviour encourages the employee to perpetuate this behaviour throughout his/her tenure with the organization. When these behaviours are rewarded it creates an emotional connection between the employee and company and they achieve a state of synergy and eventually attain employee engagement.  

 In today’s day and time, employee recognition can be also done digitally which also allows business owners to track individual performance and measure it against core values and reward employees. Such unique platforms provide superior employee engagement, not just among superiors and subordinates but also enhance peer-to-peer engagement. For instance, Let’s Buzzz platform allows peer-to-peer employee appreciation model, where employees across departments and ranks appreciate and recognize fellow employees for demonstrating certain behaviours by buzzing about it and thereby creating a chain reaction of acknowledgement and occasionally nudging whenever a core value is displayed, which in turn leads to driving a value-based culture. Core values are beliefs your business must follow in all aspects of its operations, be it marketing, human resources, administration and finance. They guide decision-making and define what your business stands for. But, if you and your employees fail to uphold your core values, you could face bemused or disappointed customers.  

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