It’s inevitable.
At some point, a manager will bounce into the team meeting and announce that there’s a new workplace competition underway. It might be “Star of the Month,” “Biggest Sale,” “Fastest to Hit Target,” or “Most Clients Signed This Quarter.” And they get really excited about it as though it is going to be the next best thing after sliced bread. It’s all wrapped up as a way to motivate employees and boost workplace productivity.
Usually, the introduction of a competition isn’t just a fun idea someone thought up over coffee. It tends to arrive when senior management isn’t thrilled with team performance. Something always needs improvement, and for some reason, a reward system is the chosen thing to get things back on track.
Now, workplace competitions can be the ticket. For some people, they really work. There are employees who thrive off competition in the workplace. They love the thrill, the scoreboard, the “beat everyone else” energy. They’ll bend over backwards to outshine their peers, and they often deliver loud, impressive results.
But not everyone is wired that way. In fact, some people hear the word “competition” and immediately feel their soul leave their body. Cue eye rolls, deep sighs, and workplace disengagement.
When Competition Doesn’t Motivate
I’ll admit it.
I’m not a naturally competitive person. Or, more accurately, the stars need to align just right for competition to motivate me. Over time, I’ve noticed some common themes that make these so called employee engagement tactics fall flat.
1. The Wrong Incentives at Work
Let’s start with the obvious: the prize matters. If the incentive isn’t appealing, it’s hard to care. One workplace I was at had a prize of a flight to Sydney. I already lived in Sydney. Why would I compete for the privilege of standing in my own backyard?
Even when the reward is cash, if it’s only a few bucks tacked onto an already full workload, it’s not worth it.
2. Unrealistic Deadlines
When the timeframe is unreasonable, it’s hard to get onboard. You can’t expect people to do the impossible. If it would usually take 6 months, there’s no benefit squishing it into 2. That kind of rush undermines any real impact on employee motivation.
3. Out of Control Factors
Sometimes these contests rely on things outside an employee’s control. It’s like asking who can collect the most rainwater. But if I lived in a desert. What exactly do you want me to do? Cry into the bucket?
4. Team Tension Builds
There’s always that one person who takes competition to the extreme. Let’s call him Bob. Bob becomes unbearable. He stops collaborating, hoards information, and starts treating the team like his personal obstacle course. This shift can quickly turn office culture sour.
5. Individual Over Team
When you focus too much on individual winners, team collaboration takes a hit. Helping your peers? Not anymore. When being the best individual is the goal, people stop helping each other. Some even subtly sabotage others to get ahead. The team vibe? Shattered.
6. Pile-On to Existing Workload
If I’m already doing well, hitting targets, staying productive and now you want me to compete on top of that? That’s a shortcut to burnout and resentment. Especially when it’s clear the competition is just a way to squeeze more out of already stretched people.
7. Moving the Goalposts
Let’s say I do win. Now what? Are these new numbers the baseline moving forward? Because if that’s the case, the reward suddenly feels like a trap. The goalposts just got moved, and I’m expected to keep delivering at sprint pace forever. And that, my friend, is how you kill employee engagement long term.
8. Spiralling Under Pressure
Sometimes, a competition makes me feel like my usual solid work just isn’t good enough anymore. The performance pressure starts creeping in, and instead of lifting me up, it drags me down. And that doesn’t help anyone. There are no winners in this scenario.
9. Having No Choice
And the most bizarre thing of all is that the competition that is meant to be fun is never an opt in activity. It is actually a mandatory activity and if you’re not going the extra mile to win then you get asked “Do you even want to work here?”
Competition Isn’t One-Size-Fits-All
So, is competition the best form of motivation? For some, absolutely. There are people who love sizing up with their peers. But for others, it creates more noise, pressure, and headaches than it’s worth. It’s not the universal motivator it’s often made out to be, and when it misses the mark, it misses hard.
Sometimes, people just want to be trusted to do their job well, without feeling like they’re in a constant race.
Desk Lite 
Thoughts?