Bring Your 'Forgotten Middle' Back into the Game Through Gamification

Your top performers don’t need extra motivation—they push themselves. If there was another award to win, they’d already be chasing it. Conversely, the low performers aren’t likely to wake up one day and turn things around. That leaves the middle tier—the employees who are productive, experienced, and full of untapped potential but often overlooked.

Middle managers are the backbone of an organization. They keep things running, manage workloads, and carry years of valuable knowledge. Yet, they rarely get the same recognition, rewards, or leadership investment as other groups. This neglect isn’t just bad for morale—it’s a missed business opportunity.

The good news? Gamification can turn the tide. By integrating competition, recognition, and personalized incentives into their workflow, organizations can re-energize their middle workforce and unlock their full potential.

Who are the “Forgotten Middle”?

Middle managers often start with high potential, steadily climbing the ranks due to their hard work and dedication. However, they seem to lose momentum at some point—not because they lack talent, but because they get caught in the leadership blind spot.

They are neither the shining stars who get promotions, bonuses, and praise, nor the underperformers who receive coaching and interventions. Instead, they operate in the shadows, carrying heavy workloads, ensuring smooth operations, and keeping teams connected—all without much recognition.

This phenomenon isn’t new. Research on birth order suggests that middle children often feel overshadowed by their older and younger siblings. They are left navigating complex social dynamics, sometimes leading to disillusionment and detachment. 

In the workplace, the “forgotten middle” faces a similar challenge. They work hard, but their contributions don’t always translate into career growth, leaving them stuck in stagnant roles.

Yet, history proves that middle-tier individuals have the potential to achieve greatness:

• 52% of U.S. Presidents were middle children, including Abraham Lincoln and Thomas Jefferson.
• Visionaries like Nelson Mandela, Walt Disney, Bill Gates, and Mark Zuckerberg were also “middlers.”
• Legends like Michael Jordan, Madonna, and Ernest Hemingway were middle-borns even in sports, arts, and literature.

The correlation? Middlers develop exceptional negotiation, problem-solving, and leadership skills because they constantly navigate the gap between those above and below them. These traits make them highly valuable assets in any organization—if given the right support and motivation.

Why middle managers are critical to business success

Despite being overlooked, middle managers are an organization’s most underutilized resource. They bridge the gap between top-level leadership and frontline employees, ensuring that strategies turn into action. Yet, many companies fail to recognize their true potential.

Here’s why investing in middle managers can drive business success:

• Untapped entrepreneurial thinking: Many middle managers have innovative ideas that could transform the business but lack the platform or encouragement to share them. Given the right environment, they can drive disruptive value and fuel growth.
• Interdepartmental collaboration: Middle managers work across multiple teams, acting as connectors between different functions. Their ability to break silos and create synergies makes them essential for fostering cross-functional innovation.
• Maintaining workplace morale: They are the ones who handle daily tensions, ensure smooth communication, and keep the workforce engaged. Their ability to manage people and culture is often the glue that holds an organization together.
• Balancing strategy and execution: Senior leaders focus on vision and strategy, but middle managers translate those goals into action. They ensure that business objectives are executed effectively at the operational level.
• Understanding employee needs: Middle managers work closely with employees and have direct insights into workplace challenges. They can provide leadership with valuable feedback on what’s working and what’s not.

Despite these strengths, many middle managers struggle to utilize their abilities due to structural and organizational roadblocks. Recognizing their actual value is just the first step—companies must actively work on engaging and empowering them.

The challenges that hold them back

If middle managers bring so much value, why continue struggling? The answer lies in structural challenges and lack of support. Many organizations fail to equip them with the tools, clarity, and recognition they need to thrive.

Here are the biggest obstacles that keep middle managers stuck:

• Role confusion: Are they leaders or subordinates? The middle tier is expected to follow orders from above while leading teams below, creating a constant balancing act. This dual role often leaves them uncertain about their true responsibilities.
• Lack of leadership training: Many middle managers are promoted based on their technical skills, not their leadership abilities. Management is a specialized skill that requires training, yet most are thrown into leadership roles without preparation.
• Limited decision-making power: While they oversee teams and projects, they often lack authority over strategic decisions. They are expected to implement top-down directives without having a say in shaping them, leading to frustration.
• Bridging generational gaps: Middle managers frequently manage multi-generational teams, including Gen Z employees with different expectations and work styles. Without guidance, it becomes difficult to motivate and connect with younger employees.
• Communication barriers: Senior leadership doesn’t always provide transparency about decisions, leaving middle managers to relay half-explained strategies to their teams. This lack of clarity makes it difficult to gain trust and maintain engagement.

As a result, many middle managers end up demotivated, disengaged, and stagnant—not because they lack talent but because they are not set up for success.

The solution? Gamification can reignite motivation and engagement, again turning middle managers into active contributors.

Gamification: A game-changer for middle managers

Gamification is more than a trendy concept—it’s a proven strategy that taps into intrinsic motivation, making work more engaging, competitive, and rewarding. Middle managers, who often feel stuck between routine tasks and leadership expectations, can benefit significantly from game-based mechanics that reignite their drive and push them to go beyond daily tasks.

At its core, gamification applies gameplay elements—such as leaderboards, achievements, and real-time progress tracking—to professional environments. This approach helps middle managers find renewed purpose in their roles by making their contributions visible and their goals more structured.

However, not all gamification strategies are successful. Many organizations fail by treating gamification as a generic system where the same standards measure all employees. This one-size-fits-all approach often backfires, leading to disengagement rather than motivation.

The right way to implement gamification for middle managers

For gamification to work, it needs to be customized and aligned with middle managers' specific job responsibilities, strengths, and challenges. The key lies in designing an experience that keeps them engaged without turning work into another monotonous checklist.

Here’s how organizations can apply gamification effectively:

• Tie gamification to real KPIs: The game mechanics should reflect the actual job responsibilities of middle managers. Whether it’s team performance, project execution, or cross-functional collaboration, the system should reward their real contributions instead of measuring irrelevant metrics.
• Make progress visible in real-time: Middle managers often work behind the scenes, which means their impact isn’t always noticeable. A gamification platform that tracks performance in real-time through leaderboards and dashboards creates transparency and gives them a sense of progress.
• Incorporate healthy competition: Humans are wired to respond to competition, but the goal isn’t to create cutthroat rivalries. Instead, gamification should foster positive peer motivation by encouraging collaboration while maintaining a competitive edge.
• Reward more than just the end goal: Many gamification systems only recognize top performers, leaving the rest disengaged. Instead, companies should reward progress, problem-solving, and initiative, ensuring that every middle manager sees value in participation.
• Create dynamic and personalized challenges: Instead of using a static ranking system, introduce dynamic challenges that adapt based on the employee’s role and skill level. This ensures that middle managers remain motivated without feeling stuck in a rigid framework.
• Use gamification for learning and development: Since many middle managers lack formal leadership training, gamified learning modules can help them develop managerial skills, improve communication, and navigate workplace challenges.

Sales and operations teams have long used leaderboards and incentives to drive productivity, but gamification’s potential extends far beyond hitting sales targets. When applied correctly, it can transform how middle managers engage with their roles, their teams, and the broader business objectives.

Gamification isn’t just about making work fun—it’s about creating a structured, transparent, and motivating system that helps middle managers stay engaged, upskill, and contribute meaningfully to business success.

Benefits of gamification for middle managers

Gamification isn’t just a tool for engagement—it’s a strategic solution that can address some of the biggest roadblocks middle managers face. By making progress visible, reinforcing positive behaviors, and providing real-time feedback, gamification helps bridge the gap between expectation and execution.

Here’s how gamification directly benefits middle managers:

1. Visibility: Making contributions count

Middle managers often work behind the scenes, handling day-to-day operations, resolving conflicts, and completing tasks. Unfortunately, much of their effort goes unnoticed. Gamification changes that by introducing leaderboards, performance tracking, and recognition systems that bring their contributions into the spotlight.

• Real-time tracking allows managers to see where they stand about peers.
• Automated recognition ensures that their efforts don’t go unnoticed by leadership.
• Performance insights help them understand their strengths and areas for improvement.

With gamification, middle managers no longer feel invisible—they gain a clear sense of progress and achievement.

2. Behavioral coaching in real-time

Traditional performance evaluations are reactive feedback is often delayed, and by the time middle managers receive it, they might have already lost motivation. Gamification introduces instant feedback loops, allowing managers to make adjustments on the go.

• Micro-challenges encourage managers to develop leadership skills step by step.
• Performance-based nudges help reinforce positive behaviors, such as proactive problem-solving.
• Gamified simulations allow middle managers to test their decision-making in a risk-free environment.

By embedding learning and coaching into daily tasks, gamification helps middle managers refine their skills in real-time rather than waiting for annual performance reviews.

3. Increased engagement and motivation

One of the biggest issues with middle management is stagnation—they feel stuck in their roles with little upward mobility. Gamification reintroduces a sense of excitement by turning everyday tasks into interactive and rewarding experiences.

• Achievement badges give managers milestones to work toward.
• Personalized challenges ensure that progress feels relevant and rewarding.
• Team-based competitions foster camaraderie and break the monotony of routine work.

By shifting the focus from mundane tasks to achievement-driven activities, gamification keeps middle managers actively engaged in their roles.

4. Closing the gap between effort and recognition

One of the main reasons middle managers feel disengaged is that their effort doesn’t always translate into recognition. Unlike top executives or entry-level employees, they are rarely rewarded for their hard work.

Gamification changes this by:

• Aligning rewards with effort, ensuring that progress is recognized, not just final outcomes.
• Creating structured recognition programs where small wins contribute to larger career growth.
• Fostering a culture of appreciation, where contributions are visibly valued by leadership.

When middle managers see a direct connection between their work and their rewards, they stay motivated to push forward.

5. A more agile and adaptive workforce

The corporate environment constantly changes, and middle managers must adapt quickly to new challenges. Gamification helps them develop:

• Problem-solving skills by encouraging lateral thinking.
• Adaptability through dynamic challenges that evolve.
• Resilience by creating a fail-safe environment where mistakes become learning opportunities.

By gamifying learning and adaptability, companies can create a more agile middle management team ready to navigate complex challenges confidently.

Gamification isn’t just about making work fun—it’s a powerful business strategy that enhances engagement, builds leadership skills, and ensures that middle managers feel valued, motivated, and prepared for success.

How to implement gamification effectively

Gamification can be a game-changer, but only when executed correctly. A poorly designed gamification system that focuses on generic leaderboards or vague rewards can demotivate rather than inspire. The key to success lies in customization, real-time feedback, and meaningful incentives.

1. Align gamification with key performance indicators (KPIs)

For gamification to work, it must be deeply embedded in the organization's goals. Instead of tracking vanity metrics, companies should tie gamification elements to specific KPIs that measure:

• Project execution and completion rates
• Cross-functional collaboration efforts
• Employee engagement and leadership effectiveness

Tools like Compass excel in this area by offering custom gamification mechanics that align directly with business objectives.

2. Create personalized challenges, not just generic leaderboards

One of the biggest mistakes companies make is using one-size-fits-all leaderboards. While competition can be motivating, it should be tailored to individual job roles and team dynamics.

Compass takes this a step further by allowing organizations to customize gamification elements based on different job roles, experience levels, and business functions. Instead of just ranking employees, it provides mission-based challenges, ensuring everyone has a fair chance to succeed.

3. Leverage real-time feedback and recognition

Middle managers often receive delayed feedback, making it hard for them to course correct. Gamification platforms like Compass use real-time tracking to:

• Provide instant performance insights
• Recognize and reward micro-achievements
• Help managers adjust strategies on the go

With live dashboards and automated scoring, Compass ensures employees don’t have to wait until performance reviews to know how they’re doing.

4. Foster healthy competition with meaningful rewards

Gamification shouldn’t just be about competition for competition’s sake. The rewards must be meaningful and directly tied to career growth, learning, or incentives that drive motivation.

Compass allows businesses to set up automated rewards based on:

• Skill-building achievements (e.g., completing leadership training modules)
• Team contributions (e.g., cross-departmental collaboration)
• Milestone-based progress (e.g., completing projects ahead of deadlines)

By rewarding behaviors that drive long-term success, gamification moves beyond just leaderboards and taps into what truly motivates employees.

5. Integrate gamification with existing tools and workflows

One of the biggest challenges in implementing gamification is ensuring seamless integration with existing workflows. Middle managers juggle multiple responsibilities, so gamification should enhance their work, not add complexity.

Compass offers plug-and-play integration with existing HR, CRM, and workflow management systems. This means businesses can:

• Onboard employees effortlessly
• Automate gamified engagement without manual intervention
• Track performance across platforms without disrupting daily operations

6. Encourage continuous Learning Through Gamification

Beyond productivity, gamification can also be used for learning and development. Many middle managers lack structured leadership training, and gamified learning modules can help them:

• Improve decision-making skills
• Develop emotional intelligence for better team management
• Learn conflict resolution strategies

Compass includes gamified coaching and training modules, ensuring learning is interactive, engaging, and tailored to real-world workplace scenarios.

Gamification with Compass: A smarter way to engage middle managers

Organizations that use gamification effectively see a significant boost in engagement, productivity, and leadership effectiveness. But success depends on choosing the right platform—one that is customizable, data-driven, and seamlessly integrated into daily workflows.

Compass provides a gamification solution built for real business impact—helping companies:

• Boost middle manager engagement with structured challenges
• Provide real-time performance tracking and recognition
• Deliver personalized learning experiences for leadership growth
• Integrate gamification effortlessly into existing workflows

With Compass, organizations can finally tap into the full potential of their middle workforce—turning overlooked employees into motivated leaders. 

Conclusion: Invest in your middle workforce

Middle managers are often the most overlooked yet most valuable part of an organization. They hold teams together, ensure smooth operations, and drive execution—but they can become disengaged without proper recognition or motivation. Neglecting this group isn’t just a leadership failure—it’s a missed opportunity for business growth.

Gamification offers a proven way to re-energize middle managers, helping them stay engaged, motivated, and productive. By integrating personalized challenges, real-time feedback, and meaningful rewards, companies can bridge the gap between effort and recognition—turning their "forgotten middle" into a high-performing force.

With platforms like Compass, businesses can seamlessly implement gamification without disrupting daily workflows. From live leaderboards to gamified coaching and skill development, Compass ensures that middle managers get the engagement, visibility, and incentives they deserve.

It’s time to stop overlooking the middle and start unlocking their full potential. Gamification isn’t just a tool—it’s a strategic investment in your most valuable workforce.