Decide for yourself what you contribute - and be recognized for it
With GoodPoints, employees choose their tasks themselves. Those who bring their strengths to the table see it in points. More freedom, fair recognition, less administration.
Still spending time assigning tasks? GoodPoints handles that.
Idea awarded by Service Association KVD
For: Trades · Authorities · Schools · Clubs · Care · Coaching
With GoodPoints, engagement is playfully rewarded and initiative is naturally encouraged. The integrated gamification system provides motivation and fun – no comparison, no pressure, just a good feeling! Companies benefit from more engagement, higher efficiency, and a positive, modern corporate culture.
Also for organizations where employees or members want to be involved and benefit from it, but sometimes are a bit too reserved about their own initiative, GoodPoints is a good tool.
Who is GoodPoints made for?
For any organization where tasks need to get done
Make freedom fair
Because good work does not need control, but fair incentives
Choose your own tasks
People work better when they can decide for themselves. GoodPoints gives everyone that freedom - without the team suffering.
Unpopular tasks are worth more
Not every task is popular. That is why GoodPoints rewards unattractive topics more strongly. Simple, fair and understandable.
Free-riders become visible - fairly
Everyone sees their own result and can show it to their manager. Colleagues and managers recognize who contributes - without public ranking.
This is the core of GoodPoints: More freedom for employees, more fairness for teams and more clarity for managers - all in one system.
GoodPoints costs almost nothing. A conversation with the developer costs a fortune. But that's exactly the point: GoodPoints is built to work without him.
Why does GoodPoints exist?
Many people enjoy their work. They appreciate their team, their tasks, their social environment. They work for their income and for purpose in what they do. But often they don't get the tasks that suit them - but the ones that happened to be assigned. That's wasted potential. For everyone.
GoodPoints turns this around: Everyone sees the open tasks. Everyone chooses for themselves. Points show what you have achieved - but only to yourself.
Proven in Practice
A tested concept - now as software
"Employees no longer asked: Why me? - but: Why don't I get this task?"
Frequently Asked Questions
Honest answers, no beating around the bush
Do I need to train my team first?
No. GoodPoints is built to work intuitively. Employees see open tasks and can take them on themselves. No training, no changeover stress.
What happens to our data?
Your data stays in Germany. We do not store sensitive personal data publicly. Points are private - even the manager only sees team results, never individual values.
Which teams is GoodPoints suitable for?
GoodPoints fits especially well for teams with service tasks: trades, care, schools, clubs, authorities and service providers. Where tasks are otherwise distributed via messenger, on paper, by a dispatcher or dispatching software.
How long does setup take?
The company is created in a few minutes. The first tasks can be created immediately. Larger structures with multiple groups take a bit more time - but not days.
What do the points do for me personally?
Points document your performance - objective and verifiable. Those who take on more have it in black and white. This can help when it comes to salary reviews or new responsibilities. You decide for yourself who you show your points to.
What happens with unpopular tasks?
An example from practice: At a presentation in Stuttgart, a company boss said: "In winter, Friday evening, a fault 170 km away in the Black Forest with ice and snow - nobody does that for points."
The answer: A normal fault gives 60 points. This one gives 400. What would happen?
Silence in the room. That's exactly the principle: Unpopular tasks are rewarded with higher point attractiveness. The system regulates itself - without the boss having to force anyone.
Also applies to on-call duty, holidays like Christmas, or unpopular shifts: Less interest = more points. And since points are not money, it doesn't cost the company immediately - but someone volunteers.
What happens if the boss or a manager wants to see my points?
They can't. With GoodPoints, everyone sees only their own points. Neither managers nor the owner can view individual scores - this is technically hard-coded, not just a setting that can be switched.
This is crucial: When points are public or can be viewed by superiors, behaviour changes immediately. Nobody wants to fall to the bottom, nobody wants to stand out at the top. The system becomes a surveillance tool instead of motivation. From practice: Companies that made points public sabotaged the system - unintentionally, but effectively.
With GoodPoints, this is impossible. The team result is visible, individual points remain private. This keeps it a motivation system - forever.
Do I lose control as a boss?
No - you gain effectiveness. With GoodPoints, the system drives employees, not you. You see the team result and know if things are working. You don't need individual points because the system already regulates itself.
Your role changes from driver to coach. And if someone is collecting points like crazy - make sure they don't overwork themselves. That's the right concern of a good boss, not "Who is the worst?".
What is the actual principle behind GoodPoints?
In almost every company, allocation comes from above - someone decides who does what. GoodPoints brings market economy inside: tasks find those who can do them best and are most motivated. Just like in the economy outside, this works better than top-down allocation. Companies that understand this have a clear competitive advantage.
Why points instead of money?
- Money creates dependency and demands - points motivate without expectations
- Points are fair because they show performance, not purchasing power
- With money, motivation stops when payment stops - points keep working
- Points are not taxed and remain personal
- Points are earned recognition, not money
- With points, everyone sees for themselves how they compare - unvarnished and objective, not just the boss's opinion
Of course, the salary must be fair. But for additional effort and engagement, points are better than money - they motivate differently, more lastingly, without expectations. Money burns. Points stay - and since they are private, you can slow down without losing face.
In addition, points act as strategic control: whoever sets the point values for specific techniques, customers or tasks steers the behaviour of specialists - regionally and globally. Specialists take local characteristics into account themselves. This creates a control that is not possible today without such a system.
What is the pricing model?
GoodPoints is free for up to 5 contributors per team. Larger teams pay 1.50 € per contributor per month. No hidden costs.
Three ways - one principle
Points for performance - from a simple personal tracker to the complete enterprise system
Solo
Just you. Your own tasks, your own points. Free.
Lean
For clubs. Tasks via WhatsApp, points visible to all.
GoodPoints (you are here)
Complete system for enterprises. With roles, marketplace, GDPR.
GoodPoints is based on a proven concept by the inventor of the service exchange (KVD Award 1992).
Original articles, visions and practical experience: