Gamify The Work That Actually Matters
XP for real frontline behavior — on-time clock-ins, shift pickups, safety observations, training, recognition. Climb a 60-level curve and compete on leaderboards; XP is status, not money.
What Levels & Badges Does
Award XP For Real Work
Twenty-four built-in actions hook into the platform — on-time attendance, open-shift pickups and swaps, task completion, course and quiz completion, surveys, ideas and ballot votes, safety inspections and observations, recognition given and received, contests, company event check-ins, and everyday engagement. Every award is automatic and async; the host action never waits.
Climb A 60-Level Curve
A 60-level progression whose cost rises in bands — from 50 XP early on up to 425 XP per level near the top, with Level 10 at 750 XP. Progress leads with five named tiers (Rookie, Contributor, Pro, Veteran, Master); each employee's own level number is a detail on their own page.
Unlock Badges In 10 Categories
45 built-in badges across reliability, shift hero, execution, safety, learner, quiz, voice, team player, contests, and engagement — each tier earned by hitting a real threshold (10 on-time shifts, 25 open shifts covered, 50 tasks closed). Admins can add custom badges of their own.
Rank On Leaderboards
Monthly and all-time leaderboards — company-wide, by location, by market or district, and by job title. Employees see the top of the board, their own position once they've earned XP that period, and the person directly ahead to chase — never the bottom of the board.
Keep It Honest
An idempotency-keyed XP ledger means no award is ever double-counted. Daily caps throttle the grindable actions — tasks and recognition received at 10 a day, observations at 5, recognition given at 3 — so XP can't be farmed.
Celebrate Progress
In-app notifications fire on tier promotion and badge unlock — not on every single level, so the celebration stays meaningful. Employees can add push in their own settings, and admins can switch the notices off.
Status, Not Currency — And Frontline-First
XP Is A Status Signal, Not Money
This is the design decision that makes everything else safe. XP lives in its own ledger, apart from spendable Recognition, giving allowance and Company Store points, and XP itself is never spent. Because it can't be redeemed, you can award it generously and let people compete hard for it without opening a financial or fraud surface. If you do want level-ups to pay, the Company Store points bridge is opt-in — you set the points per level-up and a hard monthly budget, and nothing is paid until both are set.
- Off by default — level-ups pay no Company Store points until you set a per-level amount and a monthly budget.
- Separate ledger — XP is never spent and never shares a balance with Company Store points.
- Award generously — XP itself can't be cashed out, and the daily caps keep ranks fair.
- Compete freely — leaderboards drive behavior on status alone.
XP Comes From The Floor, Not Just The Feed
Legacy gamification rewards only posts, comments, and likes — which favors the loudest desk workers and ignores the frontline. Levels & Badges starts from the floor: most of its earning actions are operational — clocking in on time, picking up an open shift, closing out a task, passing a safety inspection, logging an observation, finishing a course or quiz, completing a survey, and recognizing a teammate. Posting, commenting, and reacting count too, as a low-value, daily-capped Engagement category that is on by default and one switch to turn off. The people who keep the floor running finally show up on the board.
- On-time attendance — punctual clock-ins earn more than late ones, with on-time streak tracking.
- Open-shift pickup — covering a gap is one of the highest XP awards in the catalog.
- Safety logs — inspections and observations both earn, reinforcing a reporting culture.
- Training & voice — courses, quizzes, and surveys all count toward levels and badges.
Levels & Badges In Practice
A practical scope check: what earns XP, what keeps it fair, and the behaviors teams usually gamify first.
Core loop
Do real work, earn XP automatically, climb the curve, unlock a badge, and move up the monthly or all-time leaderboard.
Controls that matter
Admins tune what fits their workforce: switch any of the ten badge categories on or off, rename and re-threshold badges, add custom badges, choose leaderboard scopes, and opt in to paying Company Store points for level-ups. XP values and the level curve are the same for every company.
Scope and specs
Useful specs: Max level: 60 (50 → 425 XP per level; Level 10 at 750 XP); Badges: 45 built in across 10 categories, plus your own; Earning actions: 24; Daily caps: tasks 10, recognition received 10, observations 5, recognition given 3.
Reliability that the team notices
A frontline worker clocks in on time, builds an on-time streak, and earns Punctual → Dependable → Always-On → Ironclad as the on-time shift count climbs from 10 to 250.
Coverage heroes get their due
Picking up open shifts earns one of the catalog's highest awards and drives the Shift Hero badges — Helping Hand, Gap Closer, Shift Hero, Coverage MVP — surfacing the people who close the gaps.
A reporting culture, reinforced
Every safety inspection and observation earns XP toward Safety Aware → Safety Champion → Safety Captain — making it rewarding to speak up, capped daily so it can't be gamed.
Connected To The Rest Of MangoApps
→ Shifts & Scheduling
On-time clock-ins and open-shift pickups are the two highest-signal frontline behaviors — and they award XP automatically from the same attendance and assignment records the schedule already produces.
→ Recognition
Recognizing a teammate earns XP for both giver and receiver (self- recognition excluded) — but the XP stays a status signal, structurally separate from Recognition's spendable Company Store points.
→ Training
Course completions and quiz passes feed the Learner and Quiz Whiz badge categories, turning the training catalog into a progression people want to finish.
→ Safety Hub
Safety inspections and observations both award XP toward the Safety badge category — making the right behavior the rewarded behavior, daily-capped so volume can't be farmed.
→ Surveys
Completing a survey earns XP in the Voice category — closing the loop between asking for employee input and rewarding the people who give it.
→ Tasks & Checklists
Closing out a task earns XP toward the Execution badges — the same task engine that powers Inspections, SOP Hub, and Service Desk feeds the gamification loop.
REPLACES POINT TOOLS
One gamification layer in place of a bolt-on points app
Most engagement-points tools reward social activity, run on a separate login, and tie status to spendable rewards — which makes generous awards a budget and fraud problem. Levels & Badges rewards operational work, runs inside the platform employees already use, and keeps status structurally separate from currency.
Bonusly
Peer recognition with spendable points
- XP is a status score, not money — award it generously without the per-point budget that makes Bonusly allowances stingy
- Rewards on-time shifts, open-shift pickups, safety logs, and training — not just peer-to-peer shout-outs
- Same login as Shifts, Training, and Safety Hub — no separate points app for frontline staff to ignore
WorkTango (Kazoo)
Recognition + rewards + survey platform
- Status and spendable currency are separate by design — XP is never spent, and level-ups pay store points only if you opt in, under a monthly budget you set
- Earning triggers hook into real operational records, not a manual award flow a manager has to remember to run
- Idempotent ledger and daily caps mean ranks stay honest — no farming the board for redeemable points
Spinify
Sales-floor gamification & leaderboards
- Built for the frontline, not just the sales floor — XP comes from attendance, coverage, safety, and learning
- Leaderboards are company-wide and per-location, reading from the same HRIS- synced org chart, not a separate roster
- Runs in the branded app employees already use for shifts and pay — nothing new to deploy or log into
Generic LMS gamification
Points & badges bolted onto a learning system
- XP spans the whole job, not just course completions — attendance, shifts, safety, surveys, and recognition all count
- 45 built-in badges across ten categories, plus custom badges of your own — not a handful of course-completion stickers
- Course and quiz completions feed the same progression as everything else, so learning is one input among many — not a silo
PLATFORM ADVANTAGE
Levels & Badges inherits everything else MangoApps already does
A standalone points app has to build, buy, or integrate each of these. Levels & Badges gets them for free because the platform already runs them.
Identity & SSO
Inherits your SAML/OIDC SSO, MFA, and SCIM provisioning. Employees earn XP under the same identity they use to clock in — no separate gamification login.
HRIS-synced rosters
Employees, locations, and departments come from the live org chart, so per-location leaderboards stay accurate without a parallel user list.
Mobile-native for deskless teams
Levels, badges, and leaderboards live in the branded app frontline workers already use for shifts and pay — built for people without a desk.
Async, non-blocking awards
Every XP award runs off the host request in a background job, so gamifying attendance or task completion never slows down the action itself.
Tenant isolation
The XP ledger, badges, and leaderboards are business-scoped end to end — same isolation model the rest of the platform enforces.
Answers in your language
Ask about your XP, badges, and leaderboard in your own language. Ask AI replies in the language each person asks in.
INDUSTRY FIT
Built for the workplaces where the win is on the floor, not in the feed
Levels & Badges fits any employer, but it earns its keep where the behaviors worth rewarding are operational — showing up, covering shifts, and working safely.
Retail
Reward on-time clock-ins and open-shift pickups during peak season, with per-store leaderboards that surface the associates who keep coverage solid.
Manufacturing
Gamify safety observations and inspections so the reporting culture improves — daily-capped so volume can't be farmed, and tied to real Safety Hub records.
Healthcare
Recognize the staff who pick up open shifts and complete required training, with per-location boards that respect how clinical teams are organized.
Logistics & Transportation
Reward punctuality and coverage across distributed sites, with on-time streak badges that reinforce the reliability the operation runs on.
Hospitality
Turn shift coverage, on-time arrivals, and peer recognition into a friendly competition that keeps high-turnover frontline teams engaged.
Field Services
Gamify task completion, training, and safety logging for crews who are rarely at a desk — all from the mobile app they already carry.
WHY MANGOAPPS WINS
One platform beats a bolt-on points app on every axis
The argument ops, HR, and finance all share — and the one a standalone gamification tool structurally cannot answer.
Cheaper than the stack
One per-employee suite license instead of a separate engagement-points vendor — and because XP isn't spent, there's no rewards budget growing underneath it unless you choose to fund one.
More secure
One identity perimeter and one tenant-isolation model across every XP event. Nothing for security to re-certify when you turn it on.
Easier to deploy
Already deployed if you have MangoApps. Enable the app, pick your badge categories, and XP starts flowing from the records your other apps already produce the same day — publish it to your people when you're ready.
Easier to use
Employees earn XP just by doing their job in the app they already use — nothing to learn, no new login, no separate points wallet to check.
Easier to manage
Locations and rosters come from the HRIS, so leaderboards stay accurate on their own — admins tune categories and thresholds, not a parallel user directory.
Honest by construction
An idempotent XP ledger and per-action daily caps make double-awards and farming impossible — fairness is enforced in the engineering, not policed by hand.
No financial risk
XP is never spent, and it pays no store credit unless you opt in — then only up to a monthly budget you set — so you can award it generously and compete for it hard without a fraud surface. A spendable-points tool can't match that.
Customer Success
How Customers Use It
Customer Case Studies
Customer Case Studies
Video Case Studies
Customer Case Studies
Customer Case Studies
Customer Case Studies
Our frontline employees determine whether or not a customer is going to come back to the store. In order to provide a great customer experience, you’ve got to provide a great experience to your team members. If you’re not engaging with them, it’s less likely that they’re going to deliver on this, simply because they haven’t been enabled and supported to do it.
Chelsea Carbahal
VP, Community Impact and Public Affairs
Raley's Supermarkets
Frequently Asked Questions
XP itself is never spent. It is a status score in its own ledger, separate from spendable Recognition, giving allowance and Company Store points. If you want level-ups to pay, an admin can opt in to the Company Store points bridge: set the points per level-up and a hard monthly budget, and nothing is paid until both are above zero. Left off, which is the default, you can award XP generously and compete for it on leaderboards without any financial or fraud risk.
Twenty-four built-in actions — on-time vs late attendance, open-shift pickups and swaps, task completion, course completion, quiz passes, survey completion, idea submissions, ballot votes, safety inspections and observations, recognition given and received (self-recognition is excluded), contest entries and wins, checking in at a company event, and low-value, daily-capped engagement such as logging in, reading, posting, commenting, reacting, and watching videos. Every award is automatic and runs in a background job, so the host action is never slowed down or blocked.
There are 60 levels whose cost rises in bands, from 50 XP early on up to 425 XP per level near the top; 750 XP reaches Level 10 and the Contributor tier. The curve is the same for every company. Employees see one of five named tiers (Rookie, Contributor, Pro, Veteran, Master) and a progress bar toward the next one, with their own level and all-time points as a detail beneath it; leaderboards show other people's tier and points, never their level number. Notifications fire on tier promotion, not on every level.
There are 45 built-in badges across ten categories — reliability, shift hero, execution, safety, learner, quiz, voice, team player, contests, and engagement; six of them are earned through the Contests app. Admins can rename any badge and change its icon, threshold, and unlock message, switch badges or whole categories off, and add custom badges of their own.
Two layers. The XP ledger is idempotency-keyed, so the same event can never be awarded twice. And the grindable actions carry daily caps — tasks and recognition received at 10 a day, observations at 5, and recognition given at 3 — so no one can farm the leaderboard.
Monthly and all-time boards — company-wide, by location, by market or district, and by job title. Each employee sees the top of the board, their own position once they've earned XP that period, and the person directly ahead to chase — never the bottom of the board. Boards name everyone who has earned XP in the period. A nightly snapshot refreshes the boards, a nightly reconciliation repairs any drift, and an opt-in weekly digest emails the standings to company administrators every Monday.
Recognition-points tools tie status to spendable currency, which forces stingy allowances and a fraud watch. Levels & Badges keeps status (XP) separate from currency. XP is never spent, and any store-points payout for level-ups is opt-in and capped by a budget you set. XP comes from operational work — on-time shifts, open-shift pickups, safety logs, and training — not just peer shout-outs. It also runs inside the platform employees already use, with no separate login.
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Rolled out to every employee at AutoZone (125,000), PetSmart (50,000+), A.S. Watson and Raley's (20,000) — and at larger retailers we are not permitted to name.
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