Gamification without a framework is just decoration.
You can throw points, badges, and leaderboards into your workspace all day long, but if you don’t understand the psychology behind them, it’s just noise. Confetti on top of chaos.
That’s where gamification frameworks come in. They give us structure, language, and a lens for understanding why people are motivated and how to design for that motivation.
In my previous blog post, I introduced you to Yu-kai Chou’s Octalysis Framework—the one that flipped my perspective back in 2016 and still shapes the way I build systems today.
But Octalysis is just one of many. Over the years, game designers, researchers, and psychologists have developed other models that are just as powerful in helping us rethink the way we design digital spaces.
Let’s break them down—what makes each one special, where they overlap, and most importantly, how you can apply them in something practical like a Notion workspace.
Yu-kai Chou’s Octalysis Framework
Eight Core Drives of motivation—Epic Meaning, Accomplishment, Creativity, Ownership, Social Influence, Scarcity, Curiosity, and Avoidance—split into “White Hat vs. Black Hat” and “Intrinsic vs. Extrinsic” motivators.
Why it’s special:
It’s one of the most holistic models. It doesn’t just map motivation, it explains how it feels: fulfilling vs. manipulative, intrinsic vs. extrinsic.
Some ideas on how this could look inside a digital system like Notion:
- Onboarding framed as Epic Meaning → joining a mission, not filling out forms.
- Training modules with Accomplishment → progress bars, levels, skill trees.
- Team dashboards with Creativity → customizable layouts, templates people can shape.
- A wiki that shows Social Influence → contributions highlighted, recognition baked in.
Bartle’s Player Types
The classic model of motivation in multiplayer games: Achievers, Explorers, Socializers, Killers.
Why it’s special:
It was one of the first frameworks to highlight that different people play differently.
Some ideas on how this could look inside a digital system like Notion:
- Achievers → progress bars and milestones to show growth.
- Explorers → optional “deep dive” dashboards with extra resources.
- Socializers → team recognition walls or collaborative boards.
- Competitors → lighthearted leaderboards or challenge trackers.
This overlaps with Octalysis (Achievers = Accomplishment, Explorers = Curiosity, Socializers = Social Influence). The value here is simply reminding us: different teammates engage differently, so design multiple entry points.
Marczewski’s User Types Hexad
An evolution of Bartle’s model, tailored for gamification in workplaces: Philanthropists, Free Spirits, Achievers, Socializers, Players, Disruptors.
Why it’s special:
It brings workplace reality into the mix—recognizing that some people are motivated by rewards, while others want to improve or even disrupt systems.
Some ideas on how this could look inside a digital system like Notion:
- Philanthropists → adding to a shared knowledge base or mentoring through documentation.
- Free Spirits → customizing their dashboards or experimenting with layouts.
- Achievers → working toward progress bars and visible milestones.
- Socializers → engaging in peer shout-outs or collaborative quests.
- Players → chasing badges or points tied to engagement.
- Disruptors → testing workflows in sandbox pages before they go live.
If you already know Octalysis, you’ll see the overlaps: Philanthropists = Epic Meaning, Free Spirits = Creativity, Achievers = Accomplishment, Socializers = Relatedness. The Hexad just gives a sharper lens on personalities.
Self-Determination Theory (SDT)
A psychological framework that says humans are motivated by three universal needs: Autonomy, Competence, and Relatedness.
Why it’s special:
It’s pure psychology, not game theory—and it’s the foundation behind why gamification even works.
Some ideas on how this could look inside a digital system like Notion:
- Autonomy → giving people the ability to shape their dashboards.
- Competence → progress tracking that shows real growth.
- Relatedness → shared spaces that foster connection and recognition.
This maps directly back to Octalysis and the Hexad—it’s another way of saying: give people choice, show their progress, and connect them socially.
MDA Framework (Mechanics, Dynamics, Aesthetics)
What it is:
Mechanics = rules, Dynamics = interactions, Aesthetics = feelings.
Why it’s special:
It forces us to think beyond mechanics. Badges and points mean nothing if they don’t create the right interactions and feelings.
Some ideas on how this could look inside a digital system like Notion:
- Mechanics → progress bars, streak trackers.
- Dynamics → collaboration on shared challenges or dashboards.
- Aesthetics → designing dashboards that feel clear, empowering, even delightful.
This echoes Octalysis’ White Hat vs. Black Hat split—it’s about the emotional experience.
Four Keys to Fun (Nicole Lazzaro)
What it is:
Four types of fun: Hard Fun (challenge), Easy Fun (exploration), Serious Fun (meaning), People Fun (connection).
Why it’s special:
It broadens the definition of “fun.” Fun doesn’t just mean playful—it can mean meaningful, social, or exploratory.
Some ideas on how this could look inside a digital system like Notion:
- Hard Fun → skill-tree style onboarding.
- Easy Fun → hidden Easter eggs, playful callouts.
- Serious Fun → connecting training to company mission.
- People Fun → team quests or recognition boards.
This aligns closely with Octalysis again—the difference is the lens. It asks: what kind of fun does this create?
Common Gamification Techniques
Once you’ve got the frameworks, here are the mechanics you can bring into Notion:
- Points, badges, leaderboards.
- Progress bars & levels.
- Challenges & quests.
- Streaks & habit loops.
- Unlocks & scarcity.
- Customization & avatars.
- Storytelling & narrative.
These only work when tied to real meaning and effort.
Why Gamification Matters for Your Business
Gamification isn’t decoration—it’s culture design.
When applied well, it transforms your digital workspace:
- Onboarding becomes initiation, not paperwork.
- Training becomes growth, not chores.
- Collaboration becomes connection, not obligation.
Frameworks help you do this intentionally. They keep you from falling into the trap of “shiny mechanics” and instead guide you toward designing systems that actually work.
If you’re ready to bring gamification into your team’s digital workspace, let’s talk.