Why Gamification Often Falls Short—and How to Make It Work
Away From Points, Towards Purpose: Unlocking the True Power of Gamification
Reading time approx. 5 minutes
A Living Example: Motivation Thrives in the Right Context
If you had known me in school, you’d probably have come to a pretty clear conclusion: troublemaker. I was constantly restless, easily distracted, and staying focused was like climbing a mountain in flip-flops. Memorizing vocabulary? Torture. Sitting still for hours? Impossible. My teachers weren’t wrong, but they also weren’t seeing the full picture.
Because here’s the thing: outside the classroom, I was a completely different person. When it came to my hobbies, I could focus for hours, absorbed and relentless. Whether it was sports, puzzles, or learning something I cared about, I had the kind of drive and attention that seemed impossible at school. So what made one context feel unbearable while the other felt effortless?
It wasn’t about my abilities—it was about the environment. In school, everything felt like an obligation, a checklist of tasks imposed from above. But in my hobbies? I had control. I chose to be there, to push myself, to grow. It was the difference between "I have to" and "I want to." And that realization sparked a question that has driven me ever since: what’s the secret sauce of intrinsic motivation?
Fast-forward to today, and I see the same patterns everywhere—in businesses, education systems, even apps and platforms that promise to “engage” people. Too often, we rely on rewards like points, badges, and bonuses. Sure, they work at first. But the moment those rewards disappear, so does the motivation. What’s missing is a system that doesn’t manipulate people, but genuinely inspires them.
How Does It Work? Science, Baby!
The key lies in understanding the difference between extrinsic and intrinsic motivation. Extrinsic motivators—like bonuses or badges—are external rewards that can push people to act in the short term. But they often fail to sustain engagement because they don’t address the deeper, internal drivers of human behavior.
Intrinsic motivation, on the other hand, is all about doing something because it’s inherently satisfying. Research in behavioral psychology, especially Self-Determination Theory (SDT), shows that three core needs fuel intrinsic motivation:
Traditional gamification often overlooks these needs, focusing instead on surface-level tactics like leaderboards and badges. While these can create a short-term boost, they rarely lead to the deep engagement needed for lasting behavior change. The trick is designing systems that build curiosity, create a sense of progress, and allow people to feel ownership over their journey.
For example, think of a fitness app that doesn’t just reward you with points for completing a workout but allows you to set personal goals, unlock new challenges that match your interests, and connect with others for support and accountability. It’s not the points that keep you coming back—it’s the feeling that you’re growing, learning, and part of something bigger.
Why This Is Important?
When we rely solely on extrinsic rewards, we risk undermining people’s intrinsic motivation—a phenomenon known as the Overjustification Effect. Studies show that when external rewards overshadow the inherent joy of an activity, people are less likely to engage in it once the rewards disappear.
Why does this matter? Because in today’s world, creative problem-solving, innovation, and emotional engagement are critical for success. We need systems that cultivate long-term passion and commitment, not just quick bursts of compliance. This shift from manipulating behavior with rewards to fostering intrinsic motivation can transform workplaces, education, and personal growth.
And Now?
Today, take a moment to rethink how you approach motivation. Here are a few actionable tips:
Design for Autonomy: Give people choices and control over how they complete tasks.
Focus on Mastery: Instead of rewarding outputs, celebrate progress and effort.
Build Community: Create spaces where collaboration and shared goals thrive.
For example, if you’re managing a team, ditch the one-size-fits-all incentives. Instead, let individuals choose how they tackle projects and encourage them to challenge themselves in ways that align with their interests. Recognize their growth—not just their results.
Bottom Line
Core Insight: Intrinsic motivation thrives on autonomy, mastery, and connection—not on quick-fix rewards.
Checklist for Action:
Ask yourself: Are you motivating behavior with temporary incentives or creating lasting engagement?
Identify areas where people feel “forced” and explore how you can give them more ownership.
Replace superficial rewards with meaningful progress and opportunities to learn.
Chief Behavioral Officer Wanted
Where in your organization are decisions being made where logic doesn’t fully drive action? Look around—whether it’s customer service, marketing, or management, there are likely decisions fueled by emotions that, with the right nudges, can be reframed in positive, supportive ways.
See you next Tuesday.
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