Asana has been implemented, but employees are losing interest in tasks
The company implemented Asana to bring order to tasks and deadlines. But after a few months, employee enthusiasm fades: routine turns into an endless stream of checklists, and checking boxes in the interface stops feeling rewarding. Sound familiar?
The team formally works in the system, but internal motivation drops, and the business gets only the appearance of activity instead of real results.
When interest in tasks is lost, deadlines and quality suffer. Employees start putting things off and show less initiative, while managers spend time on control instead of development.
Implementing Asana provides structure but not energy — and it is energy that turns what was planned into what gets done. Without it, even well-tuned processes stall.
The solution is Asana gamification. It is not a replacement for the system but an enhancement: we add game mechanics to familiar tasks, bringing back the thrill and the desire to see things through.
Employees see progress, compete on achievements, and earn rewards for results — and they do more because it becomes engaging.
Asana gamification solves the main implementation problem — loss of engagement. You keep all the benefits of transparency and planning, but gain what is usually lost in automation: genuine interest from the team.
It is this interest that ensures stable business efficiency, rather than one-off fulfillment of plans.
We help turn Asana from a “mandatory system” into a tool people want to open. We design mechanics tailored to your team, its culture, and your business goals.
As a result, you get not just an implemented tool, but a working motivation system that keeps employees engaged and accelerates your company’s goal achievement.
What a virtual rewards store gives your team
Routine stops being routine when every completed step produces a visible result.
A virtual rewards store turns work processes into a game: employees earn points for achievements — from delivering a project to helping a colleague — and spend them on bonuses, merch, or extra privileges.
Everyone chooses their own prize, so motivation works more powerfully than an abstract “good job.” This way, the company connects everyday actions to tangible rewards, and engagement grows without pressure.
The second effect is a stronger corporate culture. A public achievements showcase shows that everyone’s contribution is noticed and creates healthy competition. Employees begin to pursue the goals that matter to the business on their own, instead of ticking boxes.
This is especially valuable for remote teams, where there is no in-person recognition “in the hallway.”
Technically, the store easily integrates with your ecosystem. For example, for Asana we tied point accrual to task completion: close a stage — get a reward. The system automatically tracks results, removes manual accounting, and makes everything transparent. No one “forgets” an employee’s achievements — this strengthens trust in gamification.
The main thing is measurable value. After implementing a virtual store, companies see higher engagement, lower turnover, and more completed tasks. Managers see the dynamics in numbers.
This is not entertainment for its own sake, but the practical benefit of gamification — a management tool that shows up in team KPIs.
Corporate rewards store formats for a key objective
The rewards store format should match the objective and team size. Some need a calm showcase for regular recognition; others need an exciting auction with rare items.
In Asana, we embed this mechanic directly into processes: rewards are linked to tasks, projects, and achievements, and employees see the path from result to reward.
Gamification models differ in pace of progress, scarcity, and emotion. We offer several reward formats and help you choose the right mechanic for your objective — from retaining employees to increasing engagement in planned activities.
| Format | Who it’s for | What it gives the client |
|---|---|---|
| Open showcase | For regular recognition of achievements | Clear goal: employees accumulate points and choose their own reward |
| Auction | For active, competitive teams | Excitement and increased activity: rare lots go quickly |
| Random rewards | To keep things surprising | Emotional engagement and the joy of unexpected bonuses |
| Seasonal collections | For quarterly goals and holidays | Storefront refreshed for events and new actions |
Formats can be combined: a base catalog plus a seasonal collection for the annual report. We’ll prepare a prototype, show it in your team’s workspace, and define effectiveness metrics together: employee coverage, share of repeat rewards, speed of point accumulation.
How a corporate rewards store is implemented
Implementing a corporate rewards store for your company — as in the Asana project — follows a clear process. You always know what stage the project is at and what comes next. We handle every stage, from brief to launch and support, so you get a motivation tool without surprises.
Implementation stages
- Brief and audit. We discuss which employee achievements to recognize, how points should be awarded, and what reward catalog you need. We study current processes so the store fits into operations without unnecessary complications.
- Scenario and prototype. We design the mechanics: how employees earn points, what they can buy, and how the storefront looks. We show an interactive prototype — you see the result before development starts and can make adjustments.
- Design and integration. We build a storefront in your corporate style and connect it to the company’s internal systems. Achievement data is pulled in automatically, so employees don’t need to fill anything in manually.
- Testing and debugging. We test the store on real scenarios: point accrual, redemption for rewards, and prize delivery. We fix any issues so the team has no problems from day one.
- Launch and training. We launch the store, set up administrator permissions, and prepare short instructions for employees. We explain how to accumulate points and exchange them for rewards.
- Support and growth. We analyze employee activity, update the reward catalog, and adjust the mechanics to company goals. You can always suggest a new idea — we’ll help bring it to life.
What’s included in the delivery and what results you get
You get a fully functional rewards store integrated into your Asana ecosystem. We don’t just develop the interface — we design the motivation mechanics that will work toward your business results.
The delivery package includes:
- Game mechanics and reward logic. Well-designed scenarios: points for completed tasks, levels, badges, and an achievements showcase. Employees see their progress and understand what it takes to earn a valuable prize.
- Reward catalog and content. A prepared assortment: from branded merch items to discounts and partner bonuses. Each reward has a description, image, and clear rules for redeeming points.
- Integration with Asana and your corporate services. The system automatically awards points when tasks, sprints, and goals are completed. Managers don’t need to track anything manually — everything happens automatically.
- Training for your team. We run a short workshop for administrators and employees: how to use the store, how to assign rewards, and how to analyze activity.
- Full documentation. An administrator guide, point-exchange regulations, and technical documentation. Your team will be able to develop the program independently — changing the catalog, levels, and rules.
- Quality guarantee and support. Before launch, we test against real scenarios from your operations. After launch, we provide technical support and consultations for an agreed period so everything runs reliably.
The result of implementation is a transparent motivation system that connects employee efforts to their rewards. You get a tool that increases engagement and creates healthy competition — and therefore directly affects the speed and quality of task completion.
All data on point accruals and exchanges is available in reports, making it easier to control and plan your recognition budget.
Case study: 2.5x growth in team engagement with Asana
We implemented a corporate rewards store inside Asana for an IT company with a distributed team. The task was simple: employees no longer felt connected to their work results, engagement was falling, and turnover was rising.
Traditional bonuses and certificates weren’t working — what was missing was a mechanic that makes achievements visible and valuable.
The challenge
The client wanted employees to see their contribution to the overall result and receive instant recognition.
To achieve this, we designed a rewards showcase integrated with corporate processes in Asana: achieving goals, closing projects, helping colleagues — everything turned into points and badges.
The store became not just a “wall of fame,” but a working tool that showed what to do next every day.
The result
Over six months, team engagement grew 2.5 times — employees began setting goals and seeing projects through to completion. Turnover fell by almost a third because people saw a growth trajectory and fair evaluation.
Internal surveys showed that 9 out of 10 participants said they now better understand how their work affects the business.
The company’s HR lead summed it up this way: “We used to spend months on motivation programs with unclear results. Now everyone sees their progress in Asana, and we see a transparent picture across the whole team. This is the best engagement project in recent years.”
Why it worked
We didn’t just add “points” — we connected gamification to real business KPIs. Every employee action gained clear value in the rewards showcase, and managers could see which areas needed support. This approach pays off quickly and scales to other departments without reworking processes.
Answering common questions about rewards implementation
Implementing any change in corporate processes raises questions: Will the new approach disrupt familiar work? How quickly will it pay off? Will employees refuse to use it?
We’ve gathered answers to clients’ most common concerns so you understand what you’re getting before the project starts.
Will this fit into our existing Asana processes?
The corporate rewards system is built on your existing regulations and doesn’t require retraining the team. Employees see a familiar interface, and all mechanics work through clear scenarios — you get results without stopping production cycles.
How long will launch take?
A standard project takes a few weeks: after the brief, we configure the mechanics, fill the catalog, and run a short training session for administrators. At every stage you receive a demo version, so the launch goes smoothly.
How will employees react to the new tool?
We design the gamification together with you, based on your team’s motivations. Clear mechanics, quick wins, and public recognition make participation feel natural — usually more than half of employees get involved within the first few days.
What happens when something goes wrong?
We have well-established support and backup channels: after launch, we stay in touch, respond quickly to incidents, and help administrators resolve any issues. Work in Asana is not interrupted — changes happen smoothly and in a controlled way.
If you still have questions — below we’ve covered a few more implementation scenarios and configuration options.Ready to boost your team’s performance with game mechanics?
Ready to boost your team’s performance with game mechanics? Then let’s start small — we’ll work out which employee actions are worth turning into a game and where rewards will bring the most value.
You’ll get not abstract recommendations, but a personalized plan that fits your business processes and doesn’t require extra effort from your team.
What you get by contacting us
- A personalized plan for implementing rewards and game mechanics for your department’s objectives, with clear timelines and stages. We’ll develop scenarios for your specific needs.
- Clear rules and criteria for point accrual — with no “gray areas” or disputes within the team. Every employee sees what they earn rewards for, and you stay in control of the process.
- Fast start: we launch the first mechanics as early as the pilot stage, without waiting for full deployment. Results are visible within the first weeks, and you can adjust the plan quickly.
- Support at every stage — from brief to launch and results analysis. We’re there when you need help, not “goodbye after signing the acceptance certificate.”
- Transparent reporting: you see how engagement and productivity change in numbers, not guesses. We’ll clearly show which mechanics bring value and which should be replaced.
- Careful integration with your tools, including Asana, so employees don’t have to switch between systems. Everything works within your familiar setup, without unnecessary downtime.
Book a consultation — and we’ll prepare a personalized rewards implementation plan for your team. Describe your challenge, and we’ll propose a solution that will pay off through higher engagement and concrete business results.
How to choose the right rewards store format for your business?
Choosing a rewards store format is not about “what’s trendier,” but about what fits your business objectives. There’s no one-size-fits-all solution: what works for a 20-person startup will fall apart in a 500-employee company, and vice versa.
So the right answer always starts with three criteria: team size, program goals, and the complexity of the processes you want to digitize.
Team size. If you have a small group, a simple showcase with a catalog of branded gifts and automatic point accrual is enough. A large team needs a multi-level structure: personal accounts, statuses, periodic promotions, and seasonal collections.
Otherwise, motivation fades over time, and the store becomes a “showcase for ticking boxes.” The right format is one that keeps interest alive six months and even a year later.
Rewards program goals. Ask yourself: why the store? To raise brand awareness, retain key employees, or increase repeat customer purchases? The mechanics depend on the goal: leaderboards, random bonuses, or personalized offers.
For example, for the Asana project, we built a virtual store where rewards were tied to real actions in the product — this drove engagement without the need to track achievements manually.
Process complexity. If the rewards system needs to integrate with an HR portal, CRM, or internal regulations, choose a format with flexible rule configuration and automated scenarios.
The higher the complexity, the more you benefit from automation: no need to manually approve every reward, and employees see their accrual status in real time. These solutions pay off faster because they save hours of coordination and eliminate “human factor” errors.
Final advice: start with a pilot version in one department, measure engagement and conversion, then scale. A format chosen using these three criteria will deliver measurable results in the first few months rather than becoming a “dead” corporate option.