Gamfi for HR · Module
A recognition programme for employees, where points for behaviour turn into a reward they choose themselves
In the Gamfi platform, employees earn points for specific behaviours and results, recognise each other, and exchange points for rewards they choose themselves from a wide catalogue.
They improve their results with us
How it works
Recognition with rules everyone understands, and a reward the employee picks themselves.
- 1
You decide what you recognise
Specific behaviours and results: helping a colleague, completed training, good customer service, a finished onboarding stage.
- 2
The system awards points for learning, people award them for behaviour
Completed training, a passed test, a streak of days or a won challenge are counted automatically. Helping a new hire or good customer service is recognised by a manager or a colleague, with one click.
- 3
The employee picks a reward in the shop
They exchange points in a catalogue of gift cards and company products – adding items to the basket themselves and tracking the order.
- 4
You see what the programme is changing
A dashboard and weekly AI summaries show which behaviours are growing across teams – instead of a report on how many points were handed out.
More, because it is one system
The points wallet and rewards catalogue run on the same platform where you track learning, onboarding and results.
One points wallet for the whole platform
Points from recognition, learning, onboarding and KPI challenges all go into one employee balance and one rewards catalogue – no separate system just for recognition.
Seasonal promotions in the rewards shop
Limited drops and promotions in the catalogue, alongside a fixed list of items to choose from – the catalogue grows with the programme.
Polish retail chains within easy reach
The Pluxee catalogue covers shops and services well known in Poland, not just global gift cards.
At UPC, employees measured on KPIs collected points in challenges and rankings – individually, as teams and at branch level, in contests sustained over many months.
Describe your need
Describe the situation in your own words – we will write back with how the Gamfi platform answers that challenge. You decide about a meeting after you have read the answer.
What you get in Gamfi
Everything you would expect from a recognition programme in a large, distributed organisation – from points for behaviour to a rewards shop and recognition visible to the whole team.
Points for behaviour and results
- Points awarded automatically for events from other modulescompleted training, a passed test, a learning streak, a won challenge
- Points awarded by the manager during a processthe manager and HR award points for the steps they run
- Separate points wallets for different purposesone currency for rewards, another for the leaderboard – in one Wallet
Recognition between employees
- Recognition initiated by an employeean employee gives a colleague points and a short thank-you for help or good advice
- Recognition visible to the whole teamthe thank-you is seen by more than just the sender and recipient
Rewards catalogue and points wallet
- A rewards shop with gift cards and productsintegration with the Pluxee catalogue – Polish retail chains and local services
- Seasonal promotions in the cataloguelimited drops and promotions, not just a fixed list of rewards
- Basket and order in a few stepscheckout, delivery addresses, order history
- Wishlistthe employee saves a reward for later, instead of spending points straight away
- Reward reviews from employeesanyone who has already redeemed points shares their opinion of the reward
- Your own company products alongside the Pluxee cataloguegadgets, experiences and rewards that you add yourselves
Competition and recognition
- Short challenges and duels for desired behavioursnot just sales results – also knowledge and collaboration
- Hall of Fame with a history of top resultsyou set the scope during rollout – team, department, or the whole company
- A leaderboard covering points from the whole platformlearning, onboarding and recognition all count towards one result
Reporting and proof of impact
- Dashboard for participation and catalogue useby team, department and person
- Weekly AI summaries on the HR dashboardwhat is changing in team engagement, in a few sentences
- Reports exported to CSV and XLSXdata goes wherever you analyse it further
- Who can award points, by roleevery award is recorded in the immutable event log
Access and data
- Access with no company emailmagic link and SMS – the programme also covers production, warehouse and shop staff
- Company login (SSO/OIDC) and automatic accounts (SCIM)as in the rest of the platform
- Employee import from a filewith an error report for every row
- Integration with HR data and webhookspoints are triggered by an event from your system, with no manual entry
Common questions
Open the one that applies to you.
Can employees recognise each other?
Yes – we switch on the employee-to-employee path during rollout. Points, the wallet and the rewards catalogue already work today, so we add just the act of giving recognition: a short thank-you plus points, visible to the team, not only to the sender and recipient.
How is this different from flexible benefits?
These are two different mechanisms. Our rewards shop is points earned for specific behaviours and results, exchanged for rewards the employee chooses themselves – not a periodic benefits budget everyone is entitled to. We describe employee benefits budgets separately – see Flexible Benefits.
Is this the same as sales contests?
No. This page describes recognition for behaviour and company-wide programmes. We describe contests on numeric results and the tax handling of sales team rewards separately – see Long-Term Incentive Programmes and Reward Tax Handling.
Will the rewards catalogue get boring over time?
Seasonal promotions and limited drops keep expanding the catalogue, and alongside the Pluxee card you can add your own company products and experiences. The catalogue grows with the programme, it is not set once at the start.
Can we see which behaviours are growing across teams?
Yes – a dashboard and weekly AI summaries show changes in engagement by team, department and person, and you export the data to CSV and XLSX for further analysis.
Is there a mobile app?
No. The programme runs on a phone through the browser, with nothing to install – and that is exactly why it covers production, warehouse and shop staff who have no company email or work phone.
How long does launch take, and what do you need from us?
The app is up and running at your company in one day. Launching the first programme usually takes 3–4 weeks, and the pace mainly depends on how quickly we exchange information. From your side we need: a list of behaviours you want to recognise, an initial points budget, and one person to decide the shape of the programme.
Who can award points, and how do you control the programme budget?
Only the role you designate can award points – every award is recorded in the immutable event log, so you can see who gave what to whom, and why. The budget is controlled by the programme rules: how many points per event, and the time window the programme runs in. There is no separate per-manager points budget today – if you need one, tell us at the meeting, because it changes the shape of the rollout.
What determines the price?
A few factors affect the price: number of participants, scope of modules and scale of the rollout. We are happy to go through the details on a call and in further contact.
For your IT team
The short version of the answer for security and integration teams.
- ISO/IEC 27001:2022 – the certificate scope covers employee experience management
- Company login (SSO/OIDC) per client, automatic accounts (SCIM), 2FA and passkeys
- Immutable event log, data hosted in the EU
- API and webhooks for integration with HR and sales systems