3 GOOD AND 3 POOR EXAMPLES OF GAMIFICATION

3 GOOD AND 3 POOR EXAMPLES OF GAMIFICATION

There are many examples of gamification… here is a look at 3 good and 3 poor ones.

Share This Post

Share on facebook
Share on linkedin
Share on twitter
Share on email

3 GOOD AND 3 POOR EXAMPLES OF GAMIFICATION

Gamification is a great way to engage and motivate learners, and to fast track the achievement of your goals. In this article, we discuss three good and three poor examples of gamification, along with the reasons for each.

GOOD EXAMPLES

1. Dropbox

The company’s goal? Get more people to use Dropbox. And their strategy? Award additional drive space for introducing friends to the service. A free account gives you access to 2 GB of storage, but you can earn an extra 500 MB for each friend you refer. Plus, other activities on the site are also rewarded appropriately – 250 MB for taking a tour of Dropbox’s services, 125 MB for connecting to your Twitter or Facebook accounts, and so on.

By directly tying their business goal with a reward that users highly value (additional storage space), the company has hit the proverbial nail on its head, and sent product adoption rates soaring.

2. LinkedIn

LinkedIn’s new interface and experience leave a lot to be desired, but it is an example of gamification done right. Right from profile strength, to skill endorsements, to profile and post views, the service oozes gamification at several touchpoints, and in a good way. All tied up neatly in a bid to get more people to use LinkedIn, and more often than before.

However, product adoption and usage are not enough on their own. LinkedIn is a freemium service, which means that the company wants to encourage users to buy a subscription, which is where they earn their money. LinkedIn does so in many ways. On the home page, there is this subtle message that reads “Access exclusive tools and insights: Reactivate Premium”. Or go to the page where you want to see who’s viewed your profile, and you see this message “Upgrade to Premium and see who’s viewed your profile over last 90 days while browsing in Private Mode”.

3. Duolingo

One of the best apps I’ve seen for learning a new language. Uses gamification fittingly to motivate users to maintain their learning ‘streak’. Here is a detailed review of this marvelous tool.

 

POOR EXAMPLES

1. Google News

Google’s goal was to make more people read their news via Google News Reader. To encourage people to do so, people were awarded badges for reading news stories. These badges were awarded based on the topics the users read about, and they were automatically leveled up when they read more. And… that’s it! The only use the badges had was that they could be displayed on the user’s profile page, earning them bragging rights. But, bragging for what? For reading a piece of news?

This was a poor implementation of gamification on many counts, the most important of them being the badges literally meant nothing to the users. People could not do anything with their badges, except choose to display them to their networks, which presented an additional problem. Those who were uncomfortable making their browsing / reading habits public gave up using Google News altogether, making the entire initiative a failure.

2. Zappos Badges

This, again, is an example of how meaningless badges can drive users away. Zappos as a brand is brilliant at marketing, and the company already had a loyalty program wherein VIP customers were treated with free shipping and the like. So when they started introducing badges on users’ profile pages, people got excited. Only for it to fizzle out in a short while. For, those badges just sat there, just being displayed, and doing nothing else. A typical example of offering a reward that no one wants. Needless to say, Zappos ended up scrapping the program.

3. Wupperman Steel

Wuppermann is a steel company based in the Netherlands. They created a dashboard displaying safety incidents and stoppages, the idea was that showing this data would make workers aware of the number of incidents, thereby reducing their occurrence. Workers were rated based on their individual scores, and were then pitched against each other on a leaderboard.

When the program was launched, Wuppermann employees started complaining that they found it depressing to be always reminded of what went wrong. Additionally, the idea of forced competition further tended to demoralize staff, forcing the company to drop the program.

 

What do you think? What other examples of gamification (good or bad) can you think of? Please share your thoughts in the Comments section below.

Looking to implement gamified learning in your organization? Please get in touch with us at elearning@learnnovators.com.

Written by Srividya Kumar

(Co-Founder at Learnnovators)

_________________________________

(Visited 2,343 times, 1 visits today)

More To Explore

Corporate Culture - Learnnovators
E-Learning

Corporate Culture vs. Company Values

It’s easy to print your values on posters. It’s much harder to live by them every day. This article unpacks the growing disconnect between company values and actual workplace culture – and why that gap matters. It explores how culture isn’t built on buzzwords but on behaviours, decisions, and what leaders choose to reward. When values are lived, they create trust and meaning. When they aren’t backed by action, people notice. The piece offers practical ways to close the gap and build a culture that not only says the right things, but does them too.

Micromanaging - Blog - Learnnovators
E-Learning

Stop Micromanaging. Start Trusting.

Micromanaging rarely starts with bad intentions—but it can quietly erode trust, stifle creativity, and drain ownership from even the most capable teams. In remote settings, where reassurance can’t come from a smile or a quick hallway chat, the impact runs deeper. This piece unpacks how micromanagement shows up, why it’s often invisible to the manager, and what it really takes to build a culture of trust. Because real support isn’t about control—it’s about creating space for people to take the lead, make mistakes, and grow.

How to Develop and Retain a Highly Engaged Workforce - Learnnovators
E-Learning

How to Develop and Retain a Highly Engaged Workforce

Engagement isn’t about grand gestures—it’s about getting the everyday things right. This article breaks down what it really takes to build and keep a workforce that’s motivated, committed, and ready to grow with the company. From meaningful onboarding and recognition to encouraging autonomy and psychological safety, it’s a practical look at how small, thoughtful efforts can add up to a culture people want to be part of—not just today, but for the long haul.

The Power of Recognition: Building Employee Loyalty Through Appreciation - Learnnovators
E-Learning

The Power of Recognition: Building Employee Loyalty Through Appreciation

Appreciation might seem like a nice-to-have, but in reality, it’s a game-changer. This article unpacks why recognition is more than just good manners—it’s a smart, strategic move that drives loyalty and performance. From making praise timely and personal to encouraging peer-to-peer shout-outs, it explores how small, thoughtful gestures can shape a culture where people feel seen, valued, and motivated to give their best. Because when recognition becomes a habit, it does more than lift spirits—it builds teams that last.

Creating a Sense of Belonging in Remote Work Environments - Learnnovators
E-Learning

Creating a Sense of Belonging in Remote Work Environments

Remote work comes with plenty of perks, but it can also leave people feeling disconnected. This blog dives into five straightforward ways to create a stronger sense of belonging across remote teams. From taking time for real conversations and celebrating everyday wins to encouraging openness and involving everyone in decisions, it’s about making the small things count. Because when people aren’t in the same room, connection takes intention—and a little thought can go a long way in building a team that feels truly supported.

How to Cultivate Resilience in the Workplace
E-Learning

How to Cultivate Resilience in the Workplace

Resilience at work isn’t just about getting through tough times—it’s about learning, growing, and coming out stronger. This blog looks at simple, practical ways to build resilience across your team, from creating a safe, supportive environment to encouraging real connections and open conversations. It also highlights the importance of recognizing growth, even when things don’t go as planned. When resilience becomes part of everyday culture, teams are better prepared to handle whatever comes their way—and keep moving forward.

REQUEST DEMO