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.

Employees look forward to seeing their monthly Safety All-Star points. Those conversations happen in lunchrooms, dressing rooms—it becomes part of our culture.

We were doing recognition even before we adopted this platform, but this platform made it so easy for our frontline leaders and middle managers to run the recognition program.

Awardco's fast, compassionate service ensured an employee received a much-needed gift card in time for an urgent personal purchase. It wasn't just a reward—it was a meaningful act of support when it mattered most.

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.

A quiet employee might never self-promote, but Awardco gives us the visibility to see their impact. We’ve literally had leaders say, ‘I had no idea!’ when reviewing this data.

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

Caregivers want more than a paycheck—they want to feel valued. Recognition makes that possible.