Organizations can configure programs for service anniversaries, onboarding, birthdays, peer recognition, manager recognition, spot awards, nominations, sales contests, performance goals, safety or quality behaviours, training, wellness, and other approved initiatives.

A restaurant or store operator might recognize an employee after a first shift, celebrate a service milestone, reward a team for meeting a sales or customer-service goal, or recognize an employee for living a company value. A food manufacturer, distributor, or grocery organization might also use programs across production, warehouse, delivery, store, and corporate teams.

Programs can be monetary, non-monetary, automated, peer-led, manager-led, store-based, or combined. The available program types and criteria depend on the enabled products and organization configuration.

Depending on the available marketplace and program, employees may receive or choose from restaurant and grocery gift cards, other digital gift cards, virtual prepaid cards, merchandise, company swag, experiences, travel-related options, charitable donations, or a restricted custom catalogue.

Organizations can offer broad employee choice or align rewards to a store, campaign, location, brand, service milestone, onboarding kit, or budget. Local reward options may be especially relevant for employees who shop or dine in their own communities.

Availability, country coverage, currency, provider, catalogue, fulfillment, taxes, point value, and employee eligibility vary. Organizations should validate the current reward catalogue and avoid promising that every employee will see the same brands, denominations, products, or redemption methods.

Where relevant programs are enabled, managers and peers can recognize employees for contributions, values, customer service, teamwork, performance, or other approved behaviours. Organizations can also configure nominations, contests, challenges, or other programs around defined goals.

A company may use non-monetary recognition for everyday appreciation and points or another reward for selected achievements. Performance programs can be designed around individual, team, store, department, or campaign criteria.

Organizations should define eligibility, measurement, approval, budget ownership, timing, and communication rules before launching a performance or sales-related program. Recognition should complement, not replace, required compensation, commission, incentive, or employment policies.

Organizations can design programs around stores, restaurants, regions, brands, departments, job types, employee groups, or other approved organizational data where supported.

Administrators may use different budgets, eligibility rules, reward values, catalogues, approval paths, or reporting views for store managers, regional teams, corporate employees, or other groups. A central program can provide consistency while allowing local leaders to recognize employees within defined rules.

The available segmentation, permissions, hierarchy, franchise or ownership boundaries, and data mappings depend on the organization’s operating model and connected systems. Organizations should define how employees who transfer locations, work across stores, or change roles are handled.

Employees can access recognition through a mobile app, web experience, text or email notifications, collaboration tools, QR codes, award codes, printed cards, or other configured channels.

Award codes provide managers with a physical way to recognize an employee at the store, restaurant, warehouse, or worksite. Depending on the setup, an employee can use the code to claim points associated with their Awardco account.

The available channels, identity requirements, device access, personal contact information, language options, and account-recovery process vary by program. Organizations should validate access for employees who do not have a company email, work on shared devices, work varied shifts, or do not use the platform every day.