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Product Modules Overview

A bird's-eye view of which vimigo modules to turn on for which problem. Per-module how-to lives in customer-guides/guides/.

Which modules do I actually need?​

Most bosses landing on vimigo's docs ask the same question: "there are a lot of modules - which ones do I actually need?" Short answer: probably four to start with, then three more once those are bedded in.

Match your situation to the row below.

If your situation is...Start with these modulesWhy
First 30 days, any teamPeople + vimiGoal + Diamond + vimiRewardsOne simple goal, daily diamond awards, monthly reward redemption. The rest can wait.
You run a sales teamAdd vimiSales + Leaderboard + vimiBankReal-time tracking, transparent rankings, commission held until payslip day.
You manage shifts or attendanceAdd vimiCheckIn + vimiLeave + Working DaysClock-in, leave applications, holiday calendar - all in one app.
Multi-department or multi-branchAdd vimiTeam + vimiClassTeam-level targets, monthly grading per role, transparent across branches.
You want fair, formula-driven bonusesUse the vimiBonus methodology + EWFCombines vimiClass grades with the bonus formula in strategy-vimibonus.md.

If in doubt, follow the Strategies intro rollout schedule - it's the same progression, paced week-by-week.

The seven reward types - which one for what?​

vimigo isn't a single reward. It's seven coordinated reward types, each doing a different job. Pick at least one short-term, one medium-term, and one long-term type, or your system flattens.

Reward typeWhat it isWhat staff feelWhat you control
DiamondVirtual currency. Staff earn diamonds for hitting goals, daily wins, or boss-awarded recognition.Spendable and visible. "I earned 8,000💎 this week" feels motivating.Set the diamond-to-RM rate (default 500💎 = RM1) and top up the Principal Wallet.
vimiRewardsCatalog of items staff redeem with diamonds - vouchers, food, gadgets.Concrete reward in their hand. "I cashed in 30,000💎 for a Shopee voucher."Add items, set diamond prices, manage stock.
vimiBadgeDigital achievement badges.Public recognition the whole team sees. Pride and culture.Boss or managers award instantly, named reasons.
Lucky WheelSpin-to-win. Staff use tickets to spin for prizes.Variable-reward thrill. Same psychology as a slot machine, used positively.Configure prizes, ticket distribution, spin costs.
vimiBankVirtual wallet that converts to real ringgit on payslip. Holds commission earnings.Watching their commission pool grow over the month. Long-term retention pull.Configure commission formulas in vimiSales, vimiGoal, or vimiTeam. Run payouts on payroll cycle.
EWFEmployee Welfare Fund. Purpose-based wallets - typically Education, Travel, Food."I have RM800 saved up for the kids' tuition next year." Money tied to a life need.Allocate funds, decide which wallet types are enabled. Wallets vary per company.
Extra leave balanceBonus leave days awarded as recognition.More time off for good work.Add days through vimiLeave.

How performance flows into rewards​

Performance data comes from goals, sales, and grades. From there it fans out into the reward types above:

[vimiGoal] / [vimiClass] / [vimiSales]   ← performance source
        │
        ├─→ vimiBank   → real money on next payslip   (long-term)
        ├─→ Diamond    → spend on vimiRewards or Lucky Wheel  (medium-term)
        ├─→ EWF        → welfare fund for life needs   (long-term)
        ├─→ Extra leave→ time off as reward            (immediate)
        └─→ vimiBadge  → instant recognition           (immediate)

Lucky Wheel sits to the side - it's the variable-reward layer staff spend diamonds on, not a direct payout from performance.

Mix short, medium, and long-term​

A common mistake: only paying out diamonds (medium-term) and ignoring vimiBank (long-term). After three months, staff who've already redeemed their favourite items lose interest, and there's nothing pulling them to stay.

A balanced setup looks like:

  • Today / this week - diamonds and vimiBadge. Daily check-in streaks, weekly target hits, named public recognition.
  • This month - vimiRewards Day. Fixed redemption ritual on the 10th and 20th. See the Diamond × vimiRewards Day strategy.
  • This quarter / this year - vimiBank commission, EWF welfare wallets, extra leave. The slow-burn things staff would actually miss if they left.

Pick at least one item from each band. Don't skip the long-term layer just because it's quieter - it's the layer that drives retention.

Talent Review​

See the dedicated Talent Review guide for the full module write-up. The summary below is the bird's-eye view in the context of the other modules.

Talent Review is the assessment layer that uses data already collected by vimiClass, vimiGoal, and vimiTeam to identify A-players, B-players, and underperformers objectively - based on multi-month trend, not single-month spikes or boss memory.

It answers the question every SME boss eventually asks: "who do I actually need to retain, and who's been coasting?"

What you see. A boss can pull up Wei's record and see he's been Class A for three months running. Faizal has been Class C for a year without intervention. Aisha is trending up - Class B for the first time after two months at C. Without this layer, retention decisions get made on feelings; with it, they're made on three months of evidence.

Why it matters. Strong performers feel unrecognised and quietly job-hunt. Weak performers stay because nobody surfaces the data. Talent Review reverses that.

Who uses it. Business owners, senior management, HR.

What feeds in. Grades from vimiClass, goal completion from vimiGoal, team-level signals from vimiTeam. Outputs feed bonus and promotion decisions, including the vimiBonus methodology in strategy-vimibonus.md.

What you're actually buying - software plus people​

vimigo isn't only the app on your phone. When you sign up, you're buying four things at once. If you've only been told about the software, here's the rest.

1. The app and modules - what most bosses think of when they hear "vimigo". The seven reward types, the goal and sales tracking, the leaderboards, the EWF wallets. Documented module-by-module under customer-guides/guides/.

2. Owner workshops (vimigo CEO) - 3-day workshops every two months for business owners. Covers how to think about motivation, reward design, and stepping out of day-to-day operations. The mindset layer - useful even if you're a confident operator, because most bosses haven't been taught how reward systems actually change behaviour.

3. Manager workshops (vimigo TEAM) - 5-day workshops for your core team (typically 6-8 of your senior people). Aligns them on accountability and execution so they can run the daily layer when you're not in the room.

4. CVO program (Chief Vimigo Officer) - online coaching for the internal champion at your company - usually a senior manager or HR lead - who drives the rollout, handles adoption challenges, and keeps the system alive past month one. If someone mentions "the CVO", they mean the person inside your company, not someone from vimigo HQ.

You can use the app without joining the workshops, but most successful customers run all four together for the first six months. Ask your account manager what's included in your subscription tier.