22nd May 2025, On a buzzing evening at The Prince, Peck Seah Street, the F&B and retail HR community gathered once again for StaffAny’s 14th HR Happy Hour (HHH).
This month’s edition, themed “Gamifying Performance vs Traditional Performance Review Cycles”, welcomed Andy Low, IHRP-SP and Head of People at Alchemy Consulting, who shared practical insights from his real-world experience with HR gamification.
As always, the event kicked off with a warm welcome by Janson Seah from StaffAny, along with shoutouts to familiar faces in the crowd.
Some of the attendees of today’s event were also recipients of the HR Impact Award, a community-led recognition of those making meaningful change through HR in the restaurant and retail space. From a lucky draw to surprise servings of Liang Cha, the atmosphere was equal parts celebratory and educational.
The Power of Gamification in HR
Drawing from a case study, Andy described how his team used gamification to reduce a logistics firm’s overtime costs by up to 80%. Andy and his team leveraged a mobile app that allowed staff to take on performance-related challenges (such as documentation accuracy or team lunches) and earn points based on timely completion.
Instead of relying solely on annual or biannual performance reviews, which most companies in the room admitted to doing just once a year, Andy’s team introduced real-time feedback loops through micro-challenges and leaderboards.
These tools kept employees consistently motivated while giving managers instant visibility into performance gaps and coaching opportunities. This approach, similar to a FitBit tracking steps, shows gamification’s power to encourage employees to change their behaviour without coercion.
When is Gamification More Effective Than Traditional Reviews?
Gamification, as Andy explained, isn’t a replacement for performance appraisals. It works best as a complement, especially in fast-paced, frontline-heavy sectors like restaurants and retail.
- The role requires real-time feedback (e.g. upselling desserts)
- The goal is to change day-to-day behaviours
- There is a need to track performance without creating more admin work
In contrast, traditional performance reviews still have a role to play in career progression and leadership development.
Making it Work: Start Simple, Scale with Complexity
One of the most important insights Andy shared was the need to keep things simple when starting out. His advice was to begin with a basic, enjoyable challenge, such as seeing which team can sell the most of a particular item in a week. Once the team becomes familiar with the format, you can gradually introduce more complexity.
“It must be challenging. If it’s too easy, people will lose interest. But start simple then layer in complexity over time.”
The goal is to build momentum and scale thoughtfully. Gamification works best when it taps into both extrinsic motivators, like points and leaderboards, and intrinsic motivators such as purpose, recognition, and personal growth.
One example of restaurant gamification is a week-long competition to upsell the most desserts, with points earned displayed on a live leaderboard. Each successful upsell earns points tying performance to a business outcome while the leaderboard introduces an element of friendly competition as an extrinsic motivator. Real-time updates provide managers with visibility into who is excelling and who might need more support.
Referencing Herzberg’s two-factor theory, Andy highlighted how gamification helps with hygiene factors like structure and clarity, while also strengthening deeper engagement through meaningful acknowledgement.
Over time, gamification, such as through these micro-challenges help reinforce productive behaviours, encourage proactive selling, and strengthen the link between effort and reward.
Looking Ahead: AI and Skills Development
Looking to the future, Andy pointed out two major trends shaping performance management. The first is the role of AI, which can personalise challenges for each employee based on their individual strengths and development areas.
The second is the growing importance of workplace learning in Singapore, with national efforts encouraging the 70-20-10 approach to skills development, emphasising learning through experience and peer interactions.
A Community That Grows Together
The evening wrapped up with casual networking as HR professionals from some of Singapore’s most recognised brands, including Tim Hortons, Shake Shack, BreadTalk, and Starbucks, connected over drinks. The room was filled with shared stories, insights, and new friendships.
As always, StaffAny’s HR Happy Hour proved to be more than just a panel discussion. It was a space where knowledge, recognition, and camaraderie came together. Special thanks to our long-time sponsor Odyssey, and heartfelt congratulations to our recent HR Impact Award winners.
We’ll see you again at the next HR Happy Hour. Game on.
