When we unified our recognition programs, we saw a strong correlation between recognition and employee engagement. Teams led by managers who consistently recognized their people were the most engaged.

Some of the great stories that we've read are how impactful all of the team members have been to help the children feel better, it's showing our team members how impactful they are.

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.

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.

We recently pulled an in-platform report to check on usage, and then we reached out to people individually to improve adoption—especially managers. Since then, engagement has been significantly higher, and our culture of recognition is growing—even our executives are recognizing.

Through our work phones, we get an email when we’ve earned points, and then we can log in to see our total, explore reward options, and decide how we want to use them. It stays top of mind throughout the day—whether we’re driving or working at customer sites.

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.

I’ve been recognized myself, and it felt wonderful—surprising, but also deeply motivating. I’ve also had the privilege of recognizing teams for delivering major projects, which brought departments together in a unified sense of achievement.

Just managing our custom rewards felt like a full-time job with our previous vendor—it took all day every Friday. With Awardco, I don't have to do any of the manual fulfillment work anymore. I'm saving 6-8 hours a week, just managing orders.

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.

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.

There's plenty of research that shows the compounding impact of how when other people can see recognition, it creates that snowball effect. And so it just makes people work better together. They feel more as part of the team.

Before Awardco Nominations, we had to piece everything together manually. Now everything lives in one place, making the process much easier and more intuitive.

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.

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.