Your virtual team is losing motivation. How can you use gamification features to boost morale?

Forget the level-up approach. Unfortunately, this is completely misused in the context of gamification. Even in the classic game, it is not the higher level that is attractive, but the increased difficulty of the challenges that can be found in this level. In other words, don't make the mistake of offering achievable levels by simply dividing the previous tasks, which were apparently not motivating enough on their own, into levels in terms of quantity. This is old wine in new bottles and works exactly once. Instead, ensure that the individual tasks are viewed as a consecutive journey that unfolds based on the decisions made by the employees. Oh, unfortunately, I have reached the character limit for this answer.

La gamificación es una buena opción para levantar la moral de un equipo, organizar el plan de carrera al estilo de un juego en el que vayan obteniendo insignias y subiendo de nivel es una forma divertida de motivar el crecimiento.

That's the biggest elephant in the room. An unmotivating activity incentivised (whether with points or badges or whatever) is still unmotivating. They've just created some sort of bribery system to get the user to look past it. Points systems have been around in the economy for over 200 years. Their motivational limits are therefore well known. If you really want to show individual progress and also visual representation of their contributions, then ‘convert’ completed tasks into skills that the employees needed for them or may have acquired separately and visualise this progress as an individual skill tree. Paired with a visualisation of your own percentage contribution, it's awesome. Shows the experience

El sistema de puntos lo podemos utilizar para la evaluación constante, en la que las personas pueden ganar o perder puntos por la realización de actividades, así al llevar a un valor se pasa de "nivel" o se hacen revisiones periódicas de los puntajes para hacer tabla de los primeros 3 puestos, y tener recompensar por estar en el cuadro ganador.

Team challenges are the natural extension of the approach I explained in point two. Because without the knowledge of the personal impact on a team, the team challenge itself is initially not sustainably motivating. In the end, as experience shows, victories with the team are particularly motivating and satisfying when you know in advance that you have been able to make your own effective contribution, precisely because you have achieved personal progress with your skills. What you should avoid in any case: Team challenges and individual competitions, symbolised and visualised by ranking lists, for example. These cannibalise each other.

Los niveles de desbloqueo y los puntos suelen ser sistemas individuales, para los grupos suele ser más eficiente los desafíos o metas en conjunto, en donde las personas deben trabajar en equipo para poder obtener todo un beneficio. Debemos promover el trabajo en equipo y las metas en conjunto, donde ellos puedan organizarse y alcanzar metas.

Las recompensas son muy importantes para la motivación, eso sí, debemos de cuidar de que sean proporcionales al trabajo realizado, ya que de lo contrario generarán un efecto negativo. Las recompensas pueden ser días libres, bonos, cupones, etc, dependiendo del equipo y lo que para ellos sean cosas de valor.

This point really depends entirely on the activity to be performed. Research is already very advanced here and after 15 years of gamification design, I can also fully endorse this: If it is a repetitive and monotonous task, where the way it is performed is largely predetermined, then the reward mentioned here can be very helpful. However, if it is a cognitive challenge where the result is largely dependent on how it is solved and the correct way is therefore not yet clear, then a reward system is actually a hindrance. This is because the prospect of a reward tends to tempt the brain not to be creative, but to take the easiest route. In such job contexts, such reward systems should therefore be largely avoided

Everything written here is correct. Very good dashboard design and appropriate interaction design can make the difference between success and failure. Above all, it is also their task to communicate all the points mentioned above in a human-centered way.

La personalización de las recompensas es clave para que tengan el mayor valor posible, ya que no todos vemos igual las cosas, permitir que la recompensa por el logro de un objetivo sea variable, que tengamos por ejemplo 5 opciones equivalentes, pero que cada persona pueda seleccionar la de su preferencia, entre por ejemplo un día de spa, un día en un club con piscina, un día libre o dinero. Cada quien valora diferentes las cosas o incluso depende del momento puede preferir más una opción que otra, por eso es bueno dar opciones.