High Flyer has given us a framework to consistently and meaningfully acknowledge employees, boosting morale and reinforcing the behaviors that drive success. Recognition now feels natural and embedded in our culture.

From the admin side, managing and ensuring that gifts are timely and fair is dramatically easier. Everything can be scheduled in advance and fulfillment happens automatically.

Using Awardco, we received 122 nominations for 80 unique nominees in just 10 days. This is the most internal nominations we’ve ever gotten, and we've had so much positive feedback from our coworkers on the user experience!

Awardco enables us to celebrate not just big wins, but the small moments that make a difference every day.

It's interesting because everybody has the strategy. It's the execution of the strategy that matters. And so I think really prioritizing it from the board level all the way down through the organization.

We wanted our recognition program to be more than just a platform—it needed to be a cultural cornerstone. Awardco made that possible.

After COVID hit we had over 1800 employees go remote. Our HQ campus became a ghost town. We couldn't do the high touch thing anymore, but still wanted to engage our workforce. Because of the nature of remote work, we didn't even know which employees were where, and there was no way we could use our old system of bi-annual distribution. We had gotten so much positive feedback with our service anniversary program that we reached out to Awardco to see if they could do something to help us with our bonus program.

The beauty of Awardco is that it empowers everybody to make sure good work doesn’t go unnoticed. When people see recognitions coming through, it’s meaningful for the person receiving it, but it also shows everyone else how important recognition is. That’s what Awardco allows us to do—make appreciation visible across the company.

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.

I don't worry about the cost as much in these situations because I think having an engaged employee, a happy, satisfied employee that feels like they're part of something is going to reap a lot more rewards in the long run.

I always wanted recognition in Attaboy whenever I was working. I had managers that didn't give that to me. I was eager to have somebody on my team that was willing to recognize me for the efforts that I was putting out for the company.

Colleagues have to choose a value from The Collaborative Way when they recognize, making our recognition feed daily proof of why our values are so important. It’s such a powerfully positive place. Leaders are really taking notice—they want to see their teams at the top of the adoption leaderboard because they know the impact our values have on employee performance and retention.

We'd help them get through if they're not computer savvy and help them get their logins created and get set up.

Beyond birthdays and anniversaries, Awardco gives us a meaningful way to recognize our values, which is honestly my favorite part of the program. Every company has values and a mission statement, but they can be easy to forget in the day-to-day. Awardco helps keep our values top of mind by tying them directly to recognition.

The platform is user friendly, intuitive, and looks great! Plus, the marketplace available offers a lot of great options for employees to redeem their points for great prizes and rewards.