If you’ve ever watched a team’s energy spike during a sales contest, you already get it: leaderboards work. But generic, one-size-fits-all leaderboards get old fast. If you’re using Smartwinnr to track performance, there’s a good chance you want to go beyond “Top 10 Closers” and actually motivate people with leaderboards that fit your goals.
This guide is for sales enablement folks, team leads, or anyone who wants to use Smartwinnr to make things a little more competitive—without making it feel like a Hunger Games reboot. We’ll break down what actually matters, show you how to build custom leaderboards that don’t suck, and call out the stuff you can safely ignore.
Why Custom Leaderboards (Actually) Matter
Let’s be honest: standard leaderboards usually just reward the same names every time. That’s fine if you want to stroke a few egos, but not great for building real engagement or improving the team as a whole. Custom leaderboards let you:
- Highlight different behaviors or metrics (not just “total sales”)
- Recognize people who might not always make the top spot
- Keep things fresh so folks don’t tune out
But a word of warning: the more complex you make things, the more likely it is your leaderboard will confuse everyone—or worse, get ignored. Focus on what you actually want people to do.
Step 1: Pick the Right Metrics (Don’t Overthink It)
Before you even log in to Smartwinnr, get clear on what you want to drive. This is the part most people skip, and it’s why their leaderboards flop.
Ask yourself: - What specific behaviors do you want to encourage? (e.g., number of client meetings, fastest onboarding, most improved) - Is the data you want to use actually tracked in Smartwinnr? (If not, fix that first.) - Who do you want to motivate—your top performers, your middle 60%, or the whole team?
Pro tips: - Avoid tracking too many things at once. One or two key metrics is plenty. - Don’t just mirror your commission structure—think about softer skills or team contributions too. - If you’re not sure what matters, talk to your team. They’ll tell you what feels like a win.
Step 2: Sketch Your Leaderboard—On Paper, Seriously
It’s tempting to dive into the software and start clicking. Resist the urge. Grab a notebook or open a blank doc and outline:
- The metric(s) you’ll track
- Who’s eligible (whole team, just new hires, etc.)
- Any rules (e.g., minimum activity to qualify, tie-breakers)
- How often it’ll update (daily, weekly, etc.)
- How you’ll show the results—by points, percent to target, badges, whatever
Why bother?
Because it’s a lot easier to spot problems on paper than after you’ve built it out. You’ll also have something to show your boss or team for quick feedback.
Step 3: Set Up Your Custom Leaderboard in Smartwinnr
Alright, now let’s get into Smartwinnr itself. The process isn’t rocket science, but there are a few places where it pays to slow down.
3.1. Log In and Head to the Leaderboards Section
- From the Smartwinnr dashboard, find the “Leaderboards” tab (this might be under “Gamification” depending on your setup).
- Click “Create New Leaderboard” or the equivalent button.
3.2. Choose Your Leaderboard Type
Smartwinnr offers a few built-in templates (Top Performers, Fastest Responders, etc.), but you’ll want to select “Custom” or “Advanced” to build your own from scratch.
- If you don’t see a true custom option, look for “Configure Metrics” or “Advanced Settings.”
3.3. Select Data Sources and Metrics
- Pick the data fields you care about—calls completed, deals closed, quiz scores, whatever you settled on in Step 1.
- Assign points or weights if needed. Make sure the math is simple enough for people to do in their heads.
- Double-check that your data source is updating automatically. If you’re relying on someone to upload a spreadsheet, expect errors and delays.
3.4. Set Rules and Filters
- Set eligibility rules (maybe only people hired after a certain date, or those in a specific role).
- Add filters to exclude outliers (e.g., managers, or folks on leave).
- Define how often the leaderboard updates—daily is usually best, unless you have a strong reason for real-time.
3.5. Customize Display
- Choose how you want names and scores to appear—full names, initials, avatars, anonymized (if you want to avoid public “shaming”).
- Decide how many people to show. Top 5, Top 10, or everyone? Sometimes, showing just the next spot motivates more than an endless list.
- Optional: Add badges or icons for milestones, but don’t overdo it. If everything’s special, nothing is.
3.6. Preview and Test
- Use Smartwinnr’s preview tool to see what your leaderboard will look like.
- Run a test with dummy data or a small group. Check for:
- Obvious bugs
- Data that doesn’t update as expected
- Confusing labels or scoring
- Ask a couple of “normal” users what they think. If they don’t get it in 30 seconds, simplify.
Step 4: Launch and Communicate (Without the Hype)
You’ve built your leaderboard. Don’t just turn it on and hope for the best. Announce it clearly, but don’t oversell it—people can smell forced “fun” from a mile away.
Tips for a good launch: - Share why you set it up, not just what it is. - Tell people how often it’ll update and what behaviors “win.” - Make it clear that the goal is friendly competition, not public shaming. - If there are prizes or recognition involved, spell it out upfront.
What to skip:
Long-winded kickoff emails, “gamification” jargon, or empty promises (“This will transform our culture!”).
Step 5: Keep It Fresh—But Don’t Chase Shiny Objects
Even the best leaderboard gets stale after a while. Here’s what works (and what doesn’t):
What works: - Rotating the metric every month or quarter (e.g., March = meetings booked, April = deal quality) - Recognizing not just the top spot, but most improved or best team player - Asking for feedback and tweaking as you go
What doesn’t: - Adding more and more leaderboards—people stop paying attention - Overcomplicating the rules (“You get 1.25 points for a call unless it’s after 4 pm on Fridays…”) - Forcing everyone to care—some folks just aren’t motivated by public rankings, and that’s okay
Pitfalls to Avoid
You’ll hear a lot of hype around gamification. In reality, most of it falls flat because:
- The same 2-3 people always win, and everyone else checks out
- Metrics are too fuzzy or hard to influence (“Team spirit” as a metric? Good luck.)
- Leaderboards feel punitive, not motivating
- The system is buggy, slow, or confusing
Be honest with yourself: If your leaderboard isn’t changing behavior in a good way, it’s just another dashboard to ignore. Don’t be afraid to tweak or even kill a leaderboard that’s not working.
Wrapping Up: Keep It Simple, Iterate Often
Leaderboards in Smartwinnr can be a great way to drive friendly competition—but only if you keep them clear, relevant, and easy to understand. Don’t try to do everything at once, and don’t believe the hype that “gamification” fixes culture overnight.
Start with one or two well-chosen metrics, get feedback, and adjust as you go. The best leaderboards are the ones people actually talk about—because they make winning feel possible for more than just the usual suspects.
Keep it simple, keep it honest, and don’t be afraid to try new things. If you do that, you’ll get way more out of Smartwinnr (and your team) than any out-of-the-box template ever could.