Awardco has made employees' lives easier. Working outside in the elements with the customers can be tough, but being recognized, seen, heard, and valued makes it easier.

We strive to create a high performance culture. If we're looking for certain actions and mindsets, we should celebrate them when they happen and find creative and frequent ways to recognize and appreciate the hard work behind them.

I'd like for others to look at Hertz and say ‘they're doing something right’. They're listening to employees, taking that feedback and continuing to build upon their recognition programs. Just to let them know that it is part of our culture and it's not just a platform.

Feeling seen and feeling valued… That's one thing that keeps me going every day. We all try to strive for the best and try to help one another. We have a great management system here and everybody is seen and heard.

We wanted to make recognition easy and exciting for our blue collar workers to participate in, and Awardco's capabilities have made that possible.

Awardco actually cost us less than what we were doing in the past, and it's had a bigger impact on our ROI and employee engagement.

Everybody wants to come to work every day and feel as though they're making a meaningful contribution to the business. So, when you finally get to hear that what you've been working so hard on has made an impact, it's incredibly rewarding.

Awardco made it easy for every employee, whether in Dallas or the UK, to feel seen, valued, and celebrated.

Awardco has definitely helped us do recognition even better. Recognizing someone you work with, even if you don’t see them every day, has been empowering.

Change management was a concern when exploring new vendors. However, our leadership, HR, and associates have smoothly transitioned to Awardco, and they appreciate its straightforward and intuitive design, which surpasses the complexities of previous platforms.

We have an on-the-spot recognition program where leaders can immediately recognize a CRP for demonstrating safe behavior. That recognition is visible across the organization, which motivates others to do the same. Instead of focusing on what went wrong, we’ve shifted our culture to spotlight what’s being done right—and that’s encouraged everyone to follow that path.

We've put a lot of resources and focus on associate engagement and overall morale and wellness. Because of the initiatives that we've put forth this year, we've realized an 8.2% reduction in our turnover rate.

It’s incredibly accessible. You don’t have to be tech-savvy—you can use it on your phone, through Outlook, or even a Teams plugin. It meets people where they are.

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.

Seventy-five percent of our employees are out in the field, so how do we get them excited and engaged? The safety programs really got them energized. They had the opportunity to earn a lot of points, but they also received meaningful recognition. I was really impressed by how much our login engagement increased over time.