Gamification has recently become one of the management science “hot topics”, and game mechanisms are commonly used as a tool for achieving management goals. However, its application in employee motivational systems in SMEs seems to be progressing slowly, despite the significance of innovative solutions in this field for entrepreneurial profits. This may be explained by one of the specifics of SMEs: personal relationships between employees and management or the fact that employees are not used to formal procedures. The goal of the text is to analyze SME employees’ opinions concerning the incorporation of chosen gaming mechanisms into their motivation systems, and some of the determinants of their opinions. The study is, therefore, based on two samples. Two questionnaires (one on a sample of 100 employees of a discount store chain, and the second on 73 “typical” SME employees) asked respondents to declare their preferences for different types of rewards in motivation systems, including readiness to be involved in two gamification-type solutions: based on (i) lotteries, or (ii) BLAP gaming with non-material and material prizes. The effects of chosen factors: psychological (risk aversion) and situational (dissatisfaction with current incentive system) on the perception of two different ways of incorporating gamification into motivational systems, were analyzed. The results show that dissatisfaction with the current incentive system and not being risk-averse favor accepting the incorporation of gamification solutions into motivational systems and the responses of discount store employees and SME employees are similar.