There's plenty of research that shows the compounding impact of how when other people can see recognition, it creates that snowball effect. And so it just makes people work better together. They feel more as part of the team.

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

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.

We have a lot of different programs to ensure we encompass all our employees. Three of them tie directly to our core values: our peer-to-peer program, our manager-led programs, and our safety programs—like our Safety All-Stars, which is a monthly automated award.

We've given our employees something they never had before: the power to choose their own rewards. And if that wasn't enough, we save money because the products aren't marked up! Awardco truly brought our recognition programs into the 21st century.

Everybody at 4Refuel understands how they make a difference. Whether you’re on a customer site or supporting from the office, you bring value every day.

High Flyer has given us a framework to consistently and meaningfully acknowledge employees, boosting morale and reinforcing the behaviours that drive success. Recognition now feels natural and embedded in our culture.

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.