Awardco is the perfect platform for our employee recognition program. It supports our unique employee culture and community.

Our investment to leverage the Center of Excellence team at Awardco was the best decision we made. Katie didn’t just advise, she partnered. She brought deep healthcare expertise and helped us translate what recognition should feel like for clinicians into something that actually works for a deskless, clinical workforce. With her leadership, we built our Awardco instance as a true virtual haven: a values-based recognition experience designed with and for our teams, easily accessible, and directly tied to our mission. The result is an always-on program that makes it easy to celebrate the moments that matter — strengthening connection, belonging, and pride across the organization.

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

The High Flyer program has made a significant difference in how our teams perform and work together. One of my shifts has won the award twice this year, and you can see the motivation and pride reflected in their daily behaviors.

Our operational leaders really appreciate how easy it is to reward their teams through the Awardco platform, irrespective of global location. For the staff that are receiving recognition, being able to access and spend the points straight away enhances the perceived value of the reward.

The scalability of the Awardco platform makes it the perfect partner for Dubai Airports. It evolves as we evolve—allowing us to introduce new efficiencies and features while keeping recognition simple and user-friendly.

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.

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.

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

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.

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.

When I personally received a High Flyer, it was amazing. Knowing that my efforts were appreciated—especially by senior management—meant a lot.

We selected Awardco after a focus group review. It was hands down unanimous. Everyone loved how clean, easy, and intuitive Awardco was, especially the ‘Who do you want to recognize?’ prompt right when you log in.

We really like the redemption options and how Awardco integrates with Amazon — the platform's ease-of-use has empowered us to handle our growing employee population.

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.