If you’re looking to make work a little less of a grind and a bit more engaging, points-based reward systems can help. But let’s be real: half-baked schemes just end up ignored or—worse—mocked. This guide is for HR folks, team leads, or anyone with admin access who wants to set up a meaningful points-based reward system in Bunchball that doesn’t suck the life out of everyone’s day.
We’ll walk through how to actually build one from the ground up, what to skip, and how to avoid common mistakes. This is not a hype piece—just practical advice from someone who’s seen these systems done well (and badly).
Step 1: Get Clear on Why You’re Doing This
Before clicking a single button, know what you want out of this. “Boost engagement” is vague; “get more peer recognition” or “increase training participation by 30%” is better. If you can’t measure it, skip it.
Common reasons to use points-based rewards: - Encourage behaviors (e.g., finishing mandatory training, mentoring, collaborating) - Recognize unsung heroes (the people who help others but don’t shout about it) - Improve retention by making work less dull
Pro tip: If your goal is just “make work more fun,” rethink it. Employees see right through window dressing.
Step 2: Sketch Out the Basics
The more complicated your system, the faster people will tune it out. Before diving into Bunchball, sketch out:
- Which actions get points? (e.g., submitting ideas, helping teammates, finishing projects)
- How many points per action? Don’t go nuts—if everything’s worth points, nothing is.
- Who can give/earn points? Are points just for managers to award, or can peers do it too?
- What do points get you? (actual rewards, public recognition, badges, etc.)
What to skip: Avoid rewarding stuff that’s just part of the job. If you give points for showing up to meetings, you’ll train people to expect gold stars for breathing.
Step 3: Set Up Your Actions and Rules in Bunchball
Now, log in to your Bunchball admin dashboard and get started:
3.1. Create a New Program (if needed)
- Go to the “Programs” section.
- Click “Create New Program.”
- Name it something people won’t roll their eyes at (“Team Kudos” beats “Synergistic Engagement Initiative”).
3.2. Define Activities That Earn Points
- In your program, look for “Activities” or “Actions.”
- Add the specific things you want to encourage (helping a teammate, finishing a course, etc.).
- Assign point values—keep them proportional. (Finishing a big project shouldn’t be worth the same as logging in.)
Honest take: Resist the urge to copy-paste generic templates. Start with a handful of actions you actually care about.
3.3. Set Up Earning and Redemption Rules
- Decide if points expire (they probably shouldn’t, at least at first).
- Set limits if needed (e.g., no more than 100 points per week for any one action).
- Choose how users can redeem points: gift cards, company swag, extra time off, lunch with the boss, etc.
Pitfall to avoid: If your rewards are all cheap trinkets nobody wants, expect participation to tank.
Step 4: Think About Recognition vs. Rewards
Points are a game mechanic, but people care about being seen. Public leaderboards, badges, or shout-outs are often more powerful than $5 gift cards.
- Enable public recognition: Most Bunchball setups let you show top point earners, give badges, or post “wall of fame” shout-outs.
- Let peers nominate or award points: If your culture’s mature enough, peer recognition goes a long way.
What not to do: Don’t pit people against each other if teamwork matters. Competition is fine, but don’t create a cutthroat vibe if you want collaboration.
Step 5: Pilot First—Don’t Blast It to Everyone
Roll out your system to a small group first. Get honest feedback. Are the rules confusing? Are people gaming the system? Did anyone care?
- Pick one department or team.
- Watch for unintended consequences (people spamming actions just for points).
- Tweak point values, actions, or rewards before going company-wide.
Pro tip: Bribe your test group with extra points for genuine feedback. Make it clear you want brutal honesty.
Step 6: Launch—But Don’t Oversell It
When you’re ready to launch company-wide:
- Send a simple announcement. No cheesy videos or corporate-speak.
- Explain what actions earn points, what the rewards are, and how to get started.
- Be upfront about what you’ll fix or change as you go.
What to ignore: Don’t waste time on fancy marketing campaigns. If the system’s actually motivating, word will spread.
Step 7: Monitor, Adjust, Repeat
The first month is critical. Log in weekly and check:
- Who’s earning points? Is it just the usual suspects?
- Are people gaming the system? (Flag if someone’s earning 10x more points than anyone else.)
- Any rewards nobody wants? Drop them.
- Are people actually doing the things you care about more often?
Don’t be afraid to change point values or remove actions. Nobody gets it perfect the first time.
Honest take: If engagement tanks after the first week, don’t panic. That’s normal. Adjust and try again.
What Works (and What Doesn’t)
What Works:
- Clear, meaningful actions tied to real business outcomes
- Peer recognition, not just manager-driven rewards
- Simple, transparent rules
- Rewards people actually want (ask them!)
What Doesn’t:
- Overly complex systems (nobody reads long rulebooks)
- Points-for-everything approaches
- Cheesy or obviously cheap rewards
- Leaderboards that turn into popularity contests
Wrapping Up: Keep It Simple, Keep It Real
Points systems can be great if they’re simple, fair, and tied to things people care about. Don’t overthink it, and don’t expect instant culture change—this stuff takes time and tweaks. Start small, listen to feedback, and remember: If your reward system feels like busywork, people will ignore it. Build something you’d actually want to use, and you’ll be way ahead of the pack.