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.

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.

All of our locations have TV screens in some area of the facility. When you look up at the screen, not only do you get to see the recognition that you may have shared with somebody or that you may have received, but you get to see it across the company. Having a program that enables that to be done and shared is very special.

Awardco has offered customizability that allows us to cater to our employees' needs and recognize what they are doing and change it as the environment changes as well.

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

We needed something to unify our recognition programs for all our different locations, and we found that and more with Awardco.

I was really looking for a user-friendly, up-to-speed, and easy-to-use program that can expand in different ways, and I found it with Awardco.

Companies that invest in recognition are seen as people-centric. When people feel appreciated for their contributions and are truly engaged, they’re more innovative, more creative, and more willing to think beyond the status quo. This elevates work, fuels stronger business outcomes and can foster deeper customer relationships.

We appreciate the user-friendly interface and the ample functionality of the platform, which has enabled us to better recognize team members as well as better support end users.

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

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.

Recognition fits into our strategies for turnover and helping us retain good caregivers… because everyone wants to know how they're performing. They want to know if they're doing a good job. And sometimes we forget to stop and say thank you. Recognition helps us do that easily and consistently.

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.

Thanks to Christi and the Awardco Center of Excellence, we now have a strong thought partner that shares new and different strategies to help us further elevate the Americare recognition experience. We have tested the market, and this collaborative consultation and creative problem solving from recognition practitioners differentiates Awardco. In practice, it has built our confidence that we have business partners who are sincerely invested in helping us take recognition from being a perk to a powerful strategic driver that delivers tangible impact.

[Awardco] was something that was easy to use. I knew that healthcare provider's first priority is their patient, so how do we make it so easy that they can participate and still make sure that they're still taking care of the patient.