FAQ - honest answers, no beating around the bush
The questions that managers, club boards and self-employed people ask us most often - answered honestly, with links to our specialist pages.
Money works short-term and creates dependency. Lasting motivation emerges when performance becomes visible: whoever takes on work collects points - everyone sees the same point list. Nobody has to beg for recognition. In the 2006 pilot, productivity rose by more than 20% without bonus payments.
More: Motivating employees
Because they do not pay off. The solution: unpopular tasks carry more points. A normal fault gives 60 points, one on a Friday evening in winter far away gives 400. What happens? Volunteers sign up. The system regulates itself - without the boss forcing anyone.
More: Distributing tasks
Through a point list that makes performance visible anonymously: completed tasks = points. Crucially, individual points remain private - even from the boss. This prevents surveillance and exposure while showing the team that performance counts. Companies that made points public sabotaged the system.
With a task marketplace: technicians choose jobs themselves, each job carries points by difficulty and urgency. Fairness emerges through transparency - everyone sees the same list, nobody is preferred. The concept won the Service Management Prize in 1992; the 2006 pilot showed +20% productivity.
More: Distributing jobs fairly
Less popular duties automatically carry higher point values - whoever takes the Christmas shift earns more points than a normal workday. Volunteers sign up themselves. And since points are not money, it does not cost the company immediately - but the duty gets done reliably.
Points make contributions visible: whoever takes on tasks and completes them collects points - everyone sees the list. This balances the workload because quietly carried work becomes visible. GoodPoints Lean for clubs is free and works without registration.
More: Organising a club
An often overlooked cause: invisible performance. If someone performs a lot but nobody sees it, they eventually lose motivation. Points make performance objectively visible - without the boss having to hand out praise. Not a substitute for fair pay, but a proven lever against the feeling "It does not matter anyway".
Start small: one group, one month. Points by difficulty and urgency, quality checks by colleagues instead of the boss. The most common mistake: managers want to see and control individual points - earlier projects failed exactly there. GoodPoints keeps points technically private; nobody can switch that off.
No - the opposite. Social scoring rates from above: state or company evaluates behaviour and sanctions. GoodPoints is bottom-up and voluntary: points only arise from actually delivered, measurable work. Nobody is rated, nobody sanctioned. Points are earned recognition - market economy inside the company instead of control over people.
Money creates dependency and demands - points motivate without expectations. Money stops working when payment stops; points keep working. Optionally a company can support the top 30-40 percent of a month (moderate bonus or company pension contribution) - a visible consequence of the points, not a price per task.
All specialist pages also available in German and French. Awarded the Service Management Prize 1992 (KVD e.V.), 2006 pilot: +20% productivity.
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