The metrics spoke for themselves—over eighty percent utilization and more than eight thousand recognitions. It’s exciting to see people using the program and finding real value in it.

I’ve been recognized myself, and it felt wonderful—surprising, but also deeply motivating. I’ve also had the privilege of recognizing teams for delivering major projects, which brought departments together in a unified sense of achievement.

How do we better recognize our associates on the day to day? One of our engagement survey questions is, 'In the last seven days, have you been recognized for doing good work?' Awardco really allows us to to do that and to do a better job of that.

We recently pulled an in-platform report to check on usage, and then we reached out to people individually to improve adoption—especially managers. Since then, engagement has been significantly higher, and our culture of recognition is growing—even our executives are recognizing.

Some of the great stories that we've read are how impactful all of the team members have been to help the children feel better, it's showing our team members how impactful they are.

The High Flyer program has transformed recognition from a reactive gesture into a proactive part of my leadership approach. Recognition is now structured, inclusive, and aligned with our organizational values.

Awardco has offered customizability that allows us to cater to our employees' needs and recognize what they are doing and change it as the environment changes as well.

The implementation was effortless. The Awardco team was incredibly supportive and proactive throughout the journey, offering guidance and expertise that led to a smooth and successful launch of our High Flyer program.

Recognizing your team members...it's a great way to build moral. To to get those team members to do that extra truck. There's a saying, take care of the people and they'll take care of you. And by taking care of you, it's making sure that every truck is turned in on time and every pallet is pushed through the warehouse.

Colleagues have to choose a value from The Collaborative Way when they recognize, making our recognition feed daily proof of why our values are so important. It’s such a powerfully positive place. Leaders are really taking notice—they want to see their teams at the top of the adoption leaderboard because they know the impact our values have on employee performance and retention.

When employees feel seen and appreciated, they’re more engaged and engagement drives performance. Using Awardco helps leaders and managers recognize impact in real time and that momentum drives continued and lasting success.

When I personally received a High Flyer, it was amazing. Knowing that my efforts were appreciated—especially by senior management—meant a lot.

We do a lot of remote work activities where you can win something. We do a lot of these contests, and I used to go to Amazon and send a $25 gift card to the winners, but now I do it through Awardco. It's in the system, trackable, and much more streamlined.

Our investment to leverage the Center of Excellence team at Awardco was the best decision we made. Katie didn’t just advise, she partnered. She brought deep healthcare expertise and helped us translate what recognition should feel like for clinicians into something that actually works for a deskless, clinical workforce. With her leadership, we built our Awardco instance as a true virtual haven: a values-based recognition experience designed with and for our teams, easily accessible, and directly tied to our mission. The result is an always-on program that makes it easy to celebrate the moments that matter — strengthening connection, belonging, and pride across the organization.

Within AOCC, we’ve built peer nominations into the process. The more recognitions a team member receives, the more points they earn toward winning a High Flyer award. This has fostered real cohesion, inclusivity, and teamwork across the department.