3 challenges, 1 month: what a workplace, a gym and a public challenge showed us

Three ActivRewards by Welly challenges ran in September 2026: a workplace, a gym and a free public challenge. Here is what each one showed, including the parts that did not go to plan. The full case study is free to download below.

3 challenges, 3 different crowds

• The workplace: 102 staff in the fitness industry. Launched by the CEO. 4 weeks, 31 August to 27 September, with points capped at 700 a week.

• The gym: 107 members signed up. Built on steps, with a goal of 30,000 a week and no cap, so volume wins. 30 days, 1 to 30 September.

• The public challenge: 91 people signed up. Free, open to anyone with the app, on the same 700-point cap. It is not a workplace, so treat it as a contrast, not proof.

Rapid challenge uptake by employees

In our workplace challenge, 91 of the 95 participants had joined by launch day. The other 4 followed within 11 days. 8 of the 95 already used the app before launch.

76 of the 95 were active on 22 or more of 28 days

That is 80% of the people who joined. 42 of them cleared the weekly target in all 4 weeks.

In the ActivRewards platform, a weekly target is something the organisation sets it in the app before the challenge starts, on the metric it chooses: points, steps, distance or activities. Everyone gets the same weekly target. When someone clears it, rewards unlock for them in the app.

The workplace and the public challenge both used 700 points a week. The gym used 30,000 steps a week.

Here is how many people cleared the weekly target, week by week:

The workplace eased by 1 to 4 people a week and never fell away. The gym held steady. The public challenge started slowly, with 21 of its 91 joining after day one.

41 of 45 said their employer should offer one

After the workplace challenge we ran a short survey. 55 of the 95 who joined answered (58%). The answers are self-reported, with no baseline, and not everyone answered every question.

• 41 of 45 respondents said their employer should offer workplace challenges.

• 43 of 46 said points across a range of activities is the right model for a workplace challenge.

• 30 of 39 said the points model meant more people had a realistic chance.

"I didn't need to aim to win. Just see how I measured up alongside colleagues." (A participant, anonymous)

More activity, more tickets, and more equitable chances of winning

Every 100 points earns a ticket in a grand prize draw. More tickets means better odds, but not a guaranteed win. In all 3 September draws, the largest ticket holder did not win. The gym's winner finished 47th of the 102 who took part, on the step leaderboard, and held 75 of 7,299 tickets, about 1%. Thekey to this design is that anyone taking part has a chance to win. This incentivises continued participation and engagement even when someone is not ranking high on the points leaderboard.

Rewards are another unique feature that come built in. ActivRewards by Welly includes 102 partner offers for milestones and giveaways, at no cost to our customers. Additionally, our rewards platform enables gyms and corporates to add their own, such as a team charity donation or a Wellbeing Day Off. These extra rewards appear to drive higher engagement when added to challenges.

5 things worth copying, with or without us

1. Launch it from the top. The workplace's CEO launched it at an all-hands, QR code on the slide. 91 of 95 had joined by day one.

2. Reward effort as well as fitness. A challenge can be set up to do both: a weighted draw where anyone with some activity has a chance, and a podium for the top performers. In all 3 September draws, the largest ticket holder did not win.

3. Set a target most people can reach. At the workplace, 52% to 61% of people cleared 700 points each week.

4. Open sign-ups a week early. In the public challenge, 21 of 91 joined after day one, and only 56 recorded anything on day one.

5. Plan something for weeks 3 and 4. A team-versus-team week, a leader's post, a new reward. The workplace eased a little each week.

These worked in the 3 September challenges. They are not a promise of what will work in yours.

One challenge is an event. Three become a habit.

A single event reads as a one-off. Three challenges a year become something people expect. The case study includes a 12-month wellbeing calendar: plan in November, run Season 1 in February, Season 2 in May and Season 3 in August, with light months between. Season 3 ends before the popular "Steptember", so people can roll straight on.

Get the case study

The full case study has the week-by-week numbers, the survey results, the draw and the 12-month calendar.

Download the case study (PDF, 10 pages)

Interested in running a challenge for your workplace or gym? Use the Book a demo button below to choose a time for a 20 minute, free discovery call.