Remote work has its perks, but keeping people engaged can be a slog. If you’re managing a team that doesn’t share an office—or even a time zone—you're probably looking for ways to keep things lively without feeling cheesy. That’s where gamification comes in. Done right, it can actually motivate people. Done wrong, it’s just more noise in the Slack channel.
If you use Centrical, this guide will walk you through setting up gamification challenges that don’t suck. You’ll get honest advice on what works, what doesn’t, and how to avoid the “points-for-nothing” trap. Whether you’re in HR, L&D, or just the poor soul in charge of “employee engagement,” this is for you.
Step 1: Get Clear on Why You’re Running a Challenge
Before you touch a single setting in Centrical, stop and ask yourself: What are you actually trying to get people to do? Gamification works only when tied to real goals.
Common (real) reasons: - Drive adoption of a new tool or process - Improve completion rates for training modules - Boost sales call activity or customer support metrics
What not to do: - Run a challenge just to “increase engagement.” That’s vague and impossible to measure. - Set up games that reward busywork. People see right through it.
Pro tip: If you can’t explain to a skeptical employee why your challenge matters, rethink it.
Step 2: Map Out the Challenge Structure
Now figure out what the challenge actually looks like.
Decide on: - The action you’ll reward: Is it logging into a new system? Completing a quiz? Closing tickets? - The metric: What counts as a “win”? Be specific. (“Complete 3 training modules this week,” not “learn more.”) - The duration: Shorter is usually better. Two weeks is a sweet spot for most challenges. Anything longer and people lose interest. - Who’s included: Individual, team, or both? For remote teams, a mix keeps things fair and social.
Avoid: - Overcomplicating the rules. If you need a diagram to explain it, it’s too much. - Making it winner-take-all. That just demotivates people who fall behind early.
Step 3: Set Up Your Challenge in Centrical
Here’s where you get into the nuts and bolts.
3.1 Log in and Find the Challenges Section
- Go to your Centrical dashboard.
- Look for “Challenges” or “Gamification” in the side menu. (Menu names change, but it’s usually pretty obvious. If you’re lost, use the search bar.)
3.2 Create a New Challenge
- Click “Create Challenge” or the equivalent button.
- Give it a name that actually means something. “Q2 Training Blitz” beats “Engagement Challenge #4.”
3.3 Pick the Right Challenge Type
Centrical offers different templates: points-based, progress tracking, head-to-head, team vs. team.
- Points-based: Good for simple activity tracking.
- Progress tracking: Use this for multi-step processes.
- Head-to-head or teams: Great for some friendly competition—just don’t make it cutthroat.
Honest take: Don’t get cute with the format. Flashy games are fun for about 10 minutes. Focus on clear rules and visible progress.
3.4 Define the Rules and Rewards
- Set the specific action(s) that earn points or progress.
- Decide how often the leaderboard updates—real-time is best, but daily works.
- Add rewards: digital badges, shoutouts, even small prizes if you have the budget.
What to skip: Overly elaborate rewards. A $5 coffee card and some recognition goes further than a branded mug no one wants.
Step 4: Communicate (But Don’t Oversell)
You’ve set up the challenge. Now you need people to actually care.
- Announce it in plain language. Explain the goal, the rules, and what’s in it for them.
- Use channels people already pay attention to—email is fine, but Slack or Teams usually gets more eyeballs.
- Avoid hype. If you’re too breathless (“This will be SO FUN!!!”), it comes off as forced.
Sample kickoff message:
“We’re running a two-week challenge to help everyone get up to speed on the new CRM. Complete 3 training modules by Friday, and you’ll be in the running for a $10 lunch card. Top 3 get a shoutout at the all-hands. Details in Centrical.”
Step 5: Monitor and Adjust in Real Time
Don’t set it and forget it.
- Watch participation in Centrical’s reports. If nobody’s moving, your challenge might be too hard, too easy, or just not relevant.
- Send a mid-challenge update—“Halfway there! Top 5 so far: …” But don’t spam people.
- If something’s broken (e.g., points aren’t tracking), fix it fast. Trust erodes quickly.
Honest take: Expect to tweak things the first time you run a challenge. That’s normal.
Step 6: Wrap Up and Actually Reward People
When time’s up:
- Announce the results publicly.
- Hand out whatever rewards you promised, fast.
- Thank everyone for playing—regardless of performance.
What to avoid: Don’t quietly close the challenge with no follow-up. That’s a surefire way to kill interest next time.
What Works, What Doesn’t, and What to Ignore
What works: - Clear, achievable goals tied to real work - Small, visible rewards (recognition matters) - Transparent progress—leaderboards people can actually see
What doesn’t: - Vague or arbitrary challenges (“Do more stuff!”) - Big, complicated games that take more time to understand than to play - Overpromising on “fun”—people know when it’s just another checkbox
Ignore: - Fancy graphics or animations. No one cares after day one. - Overly competitive setups (unless your culture is really into that)
Keep It Simple—and Iterate
You don’t need to reinvent the wheel. Set up something straightforward in Centrical, see how it goes, and make small improvements next time. Most remote teams respond best to challenges that respect their time and tie back to real goals. Start there, keep it honest, and you’ll get way more out of gamification than any leaderboard ever promised.