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.
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.
Why GoodPoints is different
The difference to traditional dispatch - at a glance
| Traditional | GoodPoints | |
|---|---|---|
| Task assignment | Boss decides | Employee chooses |
| Motivation | Direction, supervision | Points, self-drive |
| Dispatch effort | High (daily) | Almost zero |
| Who gets tasks | By availability, not by strength | By skill and motivation |
| Transparency | Public, comparative | Points private, team public |
| Unpopular tasks | At manager's discretion | More points = more incentive |
| Cost | Dispatcher salary | Free up to 5 people |
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.
Pricing
GoodPoints is free for up to 5 contributors per team. Larger teams pay a fair price of 1.50 € per contributor per month. All prices include German data hosting and support.
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. Those who are motivated take more. Those with the right skills get the matching tasks. Nobody is forced. Nobody is publicly judged.
The points are the conscience of the system: They show each individual what they have achieved - but only to themselves. The team sees success, not the person. This protects dignity and motivates at the same time.
GoodPoints is not just software. It is the idea that people work best when they are allowed to decide for themselves - and receive the recognition they deserve for it.
From practice: When employees are allowed to choose for themselves, something unexpected happens - they want more. Not because they have to, but because they can. And because it's fun to do what you're good at.
GoodPoints is like oil in the gears: Employees who decide for themselves find more joy in their work. Managers focus on strategy instead of allocation. And the team grows - because voluntary effort achieves more than pressure.
Proven in Practice
A tested concept - now as software
"Employees no longer asked: Why me? - but: Why don't I get this task?"
GoodPoints is not for people who just do their jobs. It's for those who want more - for themselves and their team.
What happens when structures fall asleep?
GoodPoints keeps them awake - not through control, but because no one can stand by for long without showing what they can do.
Frequently Asked Questions
Honest answers, no beating around the bush
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.
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.
Can I use completed tasks for billing?
Yes. All completed tasks can be exported as CSV or Excel - with employee, customer, date and working time. You can import this data into your billing software. We can create a direct interface to your system on request.
Can GoodPoints be connected to our existing software?
Yes. GoodPoints offers an API for data export. We can create custom interfaces to your ERP, CRM or billing system on request. Talk to us.
How do companies use the ranking for motivation?
The group result can be shown publicly - anonymously. Everyone sees where the team stands and who is where. Individual points stay private, but the ranking is visible.
From practice: In one project, rankings were shown daily for everyone to see. The result: employees were suddenly eager to get tasks. Before, the attitude was more like "as long as it's not me". The visibility alone changed behaviour - without pressure, without exposure, because it was anonymous.
GoodPoints offers exports (CSV, PDF) that can be sent daily or displayed in the office.
Can companies pay bonuses to top performers?
Yes - and it's a proven way to increase motivation and acceptance. Examples from practice:
- Top 3 each month: Voucher, meal with family, small gift
- Top half per quarter: Contribution to retirement savings or training
- Special bonuses for particularly unpopular tasks that still got done
The distribution is fair because it's based on performance - and discreet because the ranking is anonymous. What bonuses you give and how is entirely up to you. The points just show who has achieved something.
Nobody sees my points - why should I make an effort?
Points are primarily for yourself. You know in black and white what you have achieved - objective, verifiable, without a supervisor having to evaluate it. That is self-recognition.
The ranking shows where you stand - anonymous to others. But you see your exact values. And you decide who you show your points to: your boss in a salary discussion, colleagues, nobody.
Points protect those who work invisibly: documentation, preparation, helping colleagues. When the boss says "you're not doing anything for customers", you can show your points: "Yes, 200 points for internal tasks that would otherwise be left undone."
Those who truly do nothing can no longer hide behind "I was busy". 0 points = 0 verifiable performance. Even invisible work earns points. Those who have none, did nothing.
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 can points be awarded for?
Points are not just for regular tasks. Anything that benefits the company or team can be rewarded:
- Helping and supporting colleagues
- Customer referrals - bringing new orders to the company
- Quality control of completed work
- Conducting or attending training
- Organising summer parties, Christmas events or team events
- Contributing ideas and improvement suggestions
- Documentation, organisation, safety checks
Since points are not money, much more is possible than would otherwise be too expensive. Everyone who contributes becomes visible - without the company spending money immediately.
Can GoodPoints be adapted to our specific requirements?
Yes. From industry-specific terminology to custom workflows - GoodPoints can be adapted to your needs. Since we developed the system ourselves, we can change things quickly and precisely.
Personal advice and support in German - directly from the developer. Write to info@goodpoints.de
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?".
Are point values adjusted automatically?
Today, the company sets point values manually. A system is planned that learns automatically: Tasks that sit for a long time automatically become more valuable, tasks that are taken immediately become less. Like a stock exchange, price is regulated by supply and demand - in points instead of money.
In addition, management can steer strategically: An important customer in contract negotiations gets higher points for their tasks. A new market is being built - points for that increase. The system combines automatic adjustment with strategic control.
This feature is under development and becomes smarter as customer data grows.
What happens long-term with GoodPoints?
- Employees push for internal process improvements: cumbersome processes, long waiting times for spare parts, unnecessary reports - everything that costs time also costs points. They demand better processes themselves.
- Point values show market trends: Where there are too few specialists, points rise automatically. This directs skilled workers to where they are needed - like an internal market.
- Bosses focus on strategy and process optimisation instead of daily dispatching.
The system becomes smarter over time - not through programming, but through the many decisions specialists make every day.
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.
Self-management and motivation for teams
GoodPoints is a software for self-organisation and employee motivation. Instead of assigning tasks, employees choose their tasks themselves from a marketplace. This means self-determination at work - a proven factor for higher motivation and satisfaction. The dispatch process becomes simpler, fairer and more efficient because it regulates itself.
Whether it's a trades business with 20 employees, a club with volunteers, a school with working groups or an authority with caretakers - GoodPoints adapts to every industry. Process optimisation is built into the system: tasks are taken on by those who have the right skills and the time. The points system ensures fair recognition without public pressure.
Process improvement through gamification: employees collect points for completed tasks. Unpopular tasks are rewarded with higher point attractiveness - a self-regulating system for fair task distribution. No more complex dispatching, no more discussions about "why always me?". GoodPoints makes team organisation simple and motivating.