For us to onboard a staff member, it's probably close to about 5,000 to 6,000 dollars. As a nonprofit, I feel like going to Awardco has been a huge cost-savings advantage.

Recognition is vital in a large, fast-paced, and dynamic environment like ours. It motivates our people, reinforces our corporate behaviors, and helps create a culture where everyone feels valued and engaged.

Our job was to solve the continuous problem of helping staff feel connected—to each other and to the organization.

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.

Using the Awardco mobile app has made it so much easier to recognize our team in the moment. I love being able to snap a quick photo and send recognition right from my phone while I am on the go, so those feelings of appreciation are never lost. In a hospital environment where our people are rarely at a desk, having that kind of flexibility is incredibly important.

We wanted everything to go through one platform—and that's how we landed on Awardco.

Working with Awardco’s Center of Excellence was an incredibly valuable part of shaping our recognition strategy. Katie brought a depth of real-world, enterprise experience that helped us think more holistically about what we were building and how it would scale over time. She guided us through key considerations, from award values and program structure to governance and budget, in a way that felt both practical and aligned with our organizational goals. What stood out most was her ability to help us strike the right balance between meaningful guidelines and employee autonomy. We wanted to create a program that maintained consistency and oversight, while still empowering employees to recognize one another in ways that feel genuine and personal. Katie provided thoughtful, practical recommendations that made that balance feel achievable. As a result, we're starting with a high level of confidence in the recognition strategy we’re building at Pennrose.

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.

We're very deliberate in the culture that we built. It is a constant effort every day. We value integrity, innovation, and we have an awesome culture because of who we hire. We've got a huge team of really talented individuals. They need to know that they're looked up to, that what they do is impactful and it means a lot to those around them.

The thing I like most is the ability to customize programs and recognize employees with and without monetary value.

As we’ve scaled, we’ve lost the day-to-day visibility into our people. Awardco fills that gap. Peer recognition surfaces contributions that would otherwise go unnoticed—especially from introverts or quiet top performers.

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.

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 we implemented Awardco, we refreshed everything and synced all service dates to our HRIS. It works flawlessly now—and the person who used to manage that spreadsheet is very happy.

Staff greatly appreciate getting to choose their gifts from vendors like Amazon instead of picking from traditional canned corporate swag.