Gamification that changes frontline performance — not just engagement scores
Imona is an AI-guided workforce engagement and performance platform for enterprises with a large distributed frontline. It turns the KPIs you already report into game-structured missions, levels and leaderboards your people actually complete — and gives every employee, manager and team a personalised next step.
Upsell attach — contact-centre agent
- Product pairingsInfo + quiz80 XP
- Objection: "I already have cover"Scenario120 XP
- Attach conversationScenario + checklist160 XP
- Place five attach eventsLive target400 XP
Enterprises manage customers and operations. Nobody manages behaviour.
System of record for customers
Every account, every opportunity, every interaction — captured and managed.
Managed
System of record for operations
Every process, every resource, every transaction — captured and managed.
Managed
System of record for workforce performance behaviour
How people actually learn, act and perform — the last layer left unmanaged.
Unmanaged until now
Two of these are budget lines every enterprise already accepts. The third decides whether the other two produce anything, and almost nobody manages it. That is not a feature request. It is a missing system.
What enterprise gamification looks like inside a live deployment
The mechanics every deployment is built from — from a 150-person financial advisor team to a 200,000-user national programme.
Store team — this shift
Retail floor · Saturday trade- Qualify before you quotelive5/8Conversion behaviourIn progress · 100 XP
- Attach: protection planlive2/5Attach rateIn progress · 140 XP
- New range checkquiz1/1Range knowledgeComplete · 60 XP
Worlds & Levels
Work reframed as a journey
A role becomes a route with stages rather than a job description with a target attached. Progress persists, so an employee can always see where they are and what comes next.
Missions & Tasks
KPIs become clear daily actions
An enterprise KPI is not something an individual can act on. A mission is. Imona takes the measure you already report and expresses it as the specific action a person takes this shift.
Leaderboards
Team competition and status
Standing, scoped so the comparison is fair — by team, queue, store, agency or bracket. Individual public ranking can be turned off entirely where works councils require it.
Next-Step Guidance
Always a clear what-to-do
The single most common failure of a performance programme is that a person knows they are behind and does not know what to do about it. There is always a next step, and it is specific.
Rewards
Points convert to real rewards
Effort earns points, and points buy things people actually want from a reward market. That conversion is what keeps the loop running after the novelty of a badge wears off.
Challenges
Head-to-head, at any level
Employees challenge each other directly — team against team, branch against branch, person against person — and every duel resolves with a recorded outcome. Motivation stops being only top-down.
Six mechanics, as your people see them
Cropped from the product, with the demo tenant's branding removed so the mechanic carries the picture rather than the demo content.
Missions and progress
Imona turns those goals into missions, progress and a clear path forward.
Leaderboards
Standing is visible, scoped so the comparison is fair, and every employee can see their own rank alongside the podium.
Real rewards
People see what they achieved — and earn real rewards for it.
Challenges
Employees start the competition themselves, at whatever level of the organisation makes sense, and every duel resolves with a recorded outcome.
Share wall
Photos from completed missions — a client visit, a store shelf — land on a team wall where colleagues like and comment on them.
Idea board
Employees post ideas, moderation decides what goes public, and the team votes up the ones worth trying.
Three layers on one behavioural engine
Gamification structure, AI guidance and system integration — each module is documented separately because buyers ask about them separately.
AI Mentor
A personalised AI mentor for every employee — shown as named behaviours inside live deployments, not as a marketing claim.
AI Game Designer
Your training or operations team describes a level in plain language. The AI builds it and publishes live in one click — no developer ticket.
Integrations
Your own API, spreadsheet, or database — or a ready connector for Salesforce, Dynamics 365, HubSpot, Jira, ServiceNow, and the major LMS platforms.
You have already bought three answers to this. None of them changed behaviour.
Learning management
Does: Delivers content
Completion is not adoption. Engagement collapses the week after onboarding ends.
BI and KPI dashboards
Does: Measures performance
They give visibility, not motivation. A wallboard has never moved a number.
Bolt-on gamification
Does: Adds badges and points
No behavioural model underneath. Novelty fades in weeks and the scheme quietly dies.
Every tool either delivers content or measures output. None of them changes the behaviour in between.
Already inside regulated banks and insurers
Infrastructure
Cloud-native on AWS, multi-tenant, fully rebuilt in 2026
Integration
300+ open APIs into existing CRM, ERP and LMS systems
Ownership
IP owned 100% in-house, with a Netherlands BV as the European entity
Deployed inside regulated banking and insurance environments — Yapı Kredi Bankası, Allianz Sigorta, İş Bankası — which means security and compliance review is a completed process rather than an open question.
See gamification on your KPIs
Thirty minutes. We map your metrics onto missions and show the mentor guidance for the workforce you are trying to move.
- We use your metric names and your org structure, not a generic demo tenant
- You see the level map, the mission board and the mentor guidance for your workforce
- You get the security and integration answers in the same call, not in a follow-up
- 30 minutes. If it is not relevant in the first five, say so and we will stop.