Ew.
I have never been motivated by ‘point systems’. At one of my previous jobs we had a coin system, if we were caught doing good, had gone above and beyond or had a good sales week, etc. we were given a coin. There were prizes but those in charge grew lazy and failed to keep up with the amount of coins being given away. The whole thing became an even larger joke than when it was originally implemented. Further attempts to restart the program were generally met with laughter. Keep your shit together, or crash and burn is the moral.
At my current job – a modified call center, I’m generally motivated as all hell – we play games. Modified to fit our work. So for sales we get an equal value of play money, we have Stanley Nickels, Michael Millions, Schrute Bucks, all standing for a certain amount and printed on regular computer paper using images found online – clearly, we all love The Office.
Every hour if we have had sales, we are allowed to play three hands of poker, blackjack, polish poker, or if we have a sale inside an hour block we can make a move in Candlyand, put our name in a hat for a raffle at the end of the week, OR if we have gained enough money as a team or solo we’re able to take a shot in Battleship, play a frame of bowling in the hallway or take a shot in the hallway at a mini golf game our boss bought at Target. Our games generally last Monday through Friday.
We compete constantly every hour, every day, whoever is in the lead on Thursdays or whatever team is can wear jeans the next day, whoever wins on Friday can get a prize, sometimes it’s a mystery in a box our boss has put together at Best Buy, Target, or Safeway. Funny things, silly things or gift cards. More often than not the prize is a $50 gift or gas card.
Things to keep in mind, how many employees you have, how your work can be quantified, the age group of those you employ, whether it’s a closed or public work place, and most importantly I think, whether or not you’re committed to the program and working out whatever kinks you need to work out.
It would be helpful to know more about your workplace and what you do.
You also might want to think about the concept of diminishing returns, implement things one at a time, don’t overload people or you won’t have focused employees and you’ll have nothing to throw at them when they need a boost after the excitement dies down and fails to yield results as it once did.
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Composing members:
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