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.

Soon after our implementation we created a financial recognition program through Awardco for managers and supervisors to recognize their employees for extra efforts. Now our managers and supervisors have their own budgeted amount to use at their discretion to award their employees at any time, and they don't have to wait for approval to do so.

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.

What I love most is the reporting aspect. It's something that reinforces the impact of Awardco, and it shows that the work we're doing is paying off.

Recognition is powerful. When you recognize someone, you feel just as good as when you’re being recognized. The Awardco feed is my ‘positive scroll.’ It lifts everyone’s spirits.

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.

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.

Awardco is such a great business partner for us… They really got in, learned about our culture before saying we’re a right fit, and I gave them a lot of credit for that.

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.

Our frontline workers are the core of what we do and the core of our customer experience. We launched Microsoft Teams for all employees. We have the Awardco interface added to the platform, so our employees can now recognize each other directly from their phones on their app while they're working. If they see a great job, they can do an immediate shout out and make that difference.

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

When I pitched Awardco to our leadership team, I shared the risk of losing connection as we grow. I framed it as a strategic need. Their response? ‘Stop talking. Just do it.

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.

If we retain a teacher, that’s 20 students we get to serve. Going from 45% turnover to 8% means we’ve kept 85–90 more staff. That’s an incredible impact on both our children and our budget.