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.

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.

People like to be recognized for what they’ve contributed. They’re proud of their work—and they should be.

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

Recognition truly is a cornerstone of PMG’s culture because it fuels engagement, strengthens relationships, and reinforces the behaviors that drive our success. It allows you to immediately recognize big and small wins where that impact is immediately felt.

Awardco is central to our strategy around helping people feel connected across the organization in the work that they do. Our strength is that we have diversity across all our offices. So collaboration may be the soul of a layer group, that tie that binds our unique cultures together. But we really want to celebrate and recognize the diversity across our offices, and that is our strength. Awardco helps us create that visible platform for everybody to see the good work and the unique ways that people are solving problems around the organization.

Since implementing Awardco, we’ve saved at least 30 hours a month that used to be spent manually tracking, purchasing, and mailing gifts. Now it’s all automated—and more empowering for our associates.

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.

With Awardco we now have more visibility into our incentive budgets than ever, and can be more judicious about our incentive spend.

Modern recognition with Awardco has created an ecosystem of appreciation. What we've found, as employees have recognized each other, is that they're motivated long term. Employees want to enjoy their work and be successful, and if we recognize them for their success, they'll know they're doing a great job and can improve every single day.

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.

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.

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.

Recognition using the High Flyer platform has given us greater flexibility and alignment with our objectives. It allows us to acknowledge teams and individuals in ways that connect directly to our successes and values.

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.