HR guide: using fantasy soccer to boost engagement
February 1, 2026
HR guide: using Fantasy Soccer to boost engagement
Work can feel quiet. People log in. They do tasks. Then they log off.
A simple game can change that.
Fantasy Soccer (is Prediction Game in English) is a prediction game.
People predict match results and score points.
They do not select players or manage a squad.
That makes it easy for new fans. It also makes it fair for mixed skill levels.
Why HR teams use it
You want steady energy at work. You also want easy set-up.
A prediction contest can help because it is:
- Simple: pick outcomes, earn points
- Fast: most picks take 2–5 minutes
- Social: people talk before and after matches
- Inclusive: works for remote, hybrid, and on-site teams
- Low cost: prizes can stay small but meaningful
Many teams link it to employee motivation. The game gives people a reason to connect. It also adds a fun rhythm to the week.
For a clear view on why engagement matters, see this research from Gallup on employee engagement.
The best workplace formats (pick one)
1) Company-wide league
Best for: 100+ people
You build one table. Everyone joins. HR posts weekly highlights.
2) Team vs team
Best for: sales pods, support teams, branches
You score by team average. This keeps it fair.
3) Customer + employee challenge (marketing + HR)
Best for: brands, clubs, communities
You run one contest. You add separate leaderboards for staff and customers.
A simple ruleset you can copy
Keep rules short. Keep them clear.
Here is a proven option:
- Correct result (win/lose/draw): 3 points
- Correct scoreline: 5 points
- Bonus for perfect week: +2 points
- Tie-break: most exact scores, then earliest entry time
Set one weekly deadline. Pick a time people remember.
How to launch in 7 days
Day 1: set your goal
Pick one primary goal:
- More cross-team chat
- Better onboarding links
- Higher meeting attendance
- Stronger culture in remote teams
Day 2: pick your season window
Start small. Try 4–6 weeks first.
You can scale later.
Day 3: name it
Use a fun, safe name like:
- “Predict & Win”
- “Friday Forecast”
- “Office Score Guess”
Day 4: choose prizes
Prizes should feel good, not risky. Try:
- Lunch voucher
- Extra break time
- Charity donation in the winner’s name
- Team trophy that rotates
Keep values modest. Many firms cap gifts. Ask HR or legal if needed.
Day 5: write the one-page guide
Include:
- What the game is (prediction game, not player picking)
- How points work
- Deadlines
- Code of conduct (be kind, no spam)
Day 6: promote with short messages
Send three short notes:
- Launch invite
- “Last day to join”
- Weekly reminder
Use plain language. Use one call to action.
Day 7: post the first leaderboard
People return when they feel seen.
Share:
- Top 10
- Biggest mover
- Fun stats (most exact scores)
Keep it inclusive and safe
Do these basics:
- Let people join with a nickname
- Avoid pressure to share personal data
- Keep chat friendly and work-safe
- Make it optional, never forced
Also plan time zones. The US spans many.
Set deadlines that work for most people.
How to show ROI to leaders
Track simple numbers:
- Join rate (% of staff)
- Weekly active pick rate
- Chat posts or reactions
- Survey score: “I feel connected to my team”
Then share one short story.
Example: “Two remote teams started a weekly thread. They now help each other faster.”
Why this works for sales-minded HR teams
Engagement helps retention. It helps referrals. It supports employer brand.
A prediction contest gives you a repeatable, low-effort campaign.
If you want a fast way to start, build your contest around Fantasy Soccer (is Prediction Game in English). Keep the rules simple. Share the leaderboard often. Then run the next round even better.