Some recognition programs launch with excitement and slowly fade. Others become part of how work gets done. In a RCGNZ Summit 2025 conversation moderated by Awardco COO Isaiah Bryson, leaders from Zelis and Life Connections of Ohio shared how they built recognition into daily culture and tied it to measurable outcomes. 

Their stories, along with the employee recognition strategies they shared, show what happens when recognition is treated as a strategic lever, not a side initiative.

Read the recap below or watch the full recording here.

Building a recognition ecosystem, not a single program

Zelis: designing “Cheers” for global impact

At Zelis, recognition lives under one unified program called “Cheers.” It was intentionally designed as a culture initiative, not a software rollout.

Their ecosystem includes:

 • Peer-to-peer recognition
• Manager recognition
• Quarterly Impact Awards tied to company values
• Birthdays and service anniversaries for all tenure levels
• India-specific recognition programs built around local needs

Instead of layering disconnected initiatives, Zelis built one integrated experience that supports everyday wins and high-impact contributions alike.

Life Connections of Ohio: recognition inside a life-saving mission

Life Connections of Ohio operates in a healthcare environment where the stakes are deeply personal. Recognition had to reflect that mission.

Their program includes:

 • Peer-to-peer recognition
• Manager spot recognition with allocated budgets
• Difference Maker of the Quarter awards (employee and leader nominations)
• Story-driven campaigns like Veterans Day recognition
• Wellness initiatives designed to support employees facing high emotional demands

Recognition is not separate from their mission. It reinforces the impact employees have on patients, families, and one another.

The measurable outcomes

Zelis: engagement gains and sustained participation

Before launching Cheers, recognition scores in the annual engagement survey remained flat. Within one year of implementation, Zelis saw an 8% increase in its recognition factor.

Participation tells an equally strong story:

 • 80% of employees actively give recognition year over year
• 95% of employees have received recognition
• Over 33,000 recognitions shared year-to-date among 2,500 associates
• 100% of recognitions tied to a company value

Recognition is now part of how performance, collaboration, and values are reinforced daily.

Life Connections of Ohio: retention and culture strength

The impact at Life Connections of Ohio shows up clearly in retention metrics:

• Turnover reduced from 26% to 12%
• 90-day turnover at 0% over the past year
• One-year turnover at 0%
• 99% participation in the annual engagement survey
• 93% overall Great Place to Work score
• 34% of new hires coming from employee referrals

In healthcare, where training timelines are long and burnout is real, those numbers represent both cultural and operational wins.

After seeing these amazing results, which effective employee recognition strategies did Life Connections of Ohio and Zelis use to integrate recognition so effectively into their organizations?

Treat rollout like change management

Start with why

Zelis did not introduce recognition as a platform. They introduced it as a response to employee feedback. Every communication centered on purpose, which means this program exists because employees asked for stronger connection to values and visibility into impact.

Build a champion network

Instead of designing in isolation, Zelis engaged representatives across business units and geographies early in the process. That collaboration ensured the program reflected real workflows and cultural nuances.

Embed in daily operations

Life Connections of Ohio integrates recognition into daily stand-ups and leadership meetings. It is part of how teams operate, not a simple add-on. When recognition becomes routine, participation follows.

Align recognition with core values

Tie every recognition to a value

Zelis embedded company values directly into the recognition flow. Employees must tag recognition to a value, and prompts help them write meaningful messages aligned with those principles.

The result:

 • 100% of recognitions tied to a core value
• Improved quality and thoughtfulness in award nominations
• Clear reporting that connects culture to measurable business outcomes

Make the mission visible

At Life Connections of Ohio, community initiatives like Hero Hustle and Donate Life Month connect employees to the organization’s broader purpose. Wellness challenges, including step competitions with over 14 million steps logged in one quarter, reinforce that taking care of employees supports taking care of patients.

Engage leaders intentionally

Train leaders early

Both organizations prioritize recognition training in leader onboarding. Managers learn not just how to use the platform, but why engagement and visibility matter for performance and retention.

Provide data and templates

Leaders receive analytics, ready-to-use meeting templates, and guidance on equitable point distribution. Removing guesswork increases consistency and adoption.

Leverage healthy competition

Leaderboards, team recognition metrics, and friendly competition create visibility without forcing participation. When leaders see their peers recognizing consistently, behavior spreads.

Sustain momentum beyond launch

Refresh campaigns regularly

Zelis runs themed recognition weeks, spirit campaigns, and value-based prompts to keep participation fresh. Customized banners, announcements, and prompts prevent recognition from feeling stale.

Celebrate growth and development

Life Connections of Ohio recognizes certifications, degrees, and leadership program completions. Recognition extends beyond daily tasks to long-term professional development.

Use prompts and AI thoughtfully

Providing guided prompts and writing support helps employees craft meaningful recognition, especially for those who struggle to find the right words.

What You Can Implement in the Next 90 Days

If you are looking for practical next steps, consider starting here:

• Tie recognition directly to one core value and make it required in your platform
• Equip leaders with a simple recognition slide template for weekly meetings
• Launch a short, themed recognition week to drive renewed participation
• Recognize certifications or professional milestones to broaden what “achievement” means
• Share recognition analytics with leaders so they see participation patterns

Recognition works best when it is visible, values-driven, and embedded into existing workflows.

Final Takeaway

The success stories from Zelis and Life Connections of Ohio share a common theme. When recognition is treated as infrastructure, not a feature, it succeeds in driving impressive business results and culture growth.

When programs are aligned to mission, reinforced by leaders, and measured with clear data, recognition becomes more than appreciation. It becomes a strategic driver of engagement, retention, and culture.