I’ve been able to see how much recognition has changed since we started using Awardco. From an admin perspective, it’s become so much more manageable and has saved me countless hours. Birthdays, anniversaries, and new-hire milestones are all automated through Workday, new hires get points at 30 and 60 days, and employees are recognized automatically for birthdays and anniversaries.

We hear positive feedback about Awardco from employees all the time! They love the program, especially the peer-to-peer recognition feature. Reading through the recognition feed and seeing what employees are posting about one another reinforces our culture and just brings joy.

I genuinely enjoy reading the daily kudos in Slack. Seeing the names and stories of colleagues going above and beyond is inspiring—it motivates me every day and reminds me why I’m proud to be part of PMG.

When I joined Lockton, we didn’t have a recognition platform. It was the first thing I pushed for—because I’ve seen firsthand how important it is. People want to feel seen and validated.

When I pitched Awardco to our leadership team, I shared the risk of losing connection as we grow. I framed it as a strategic need. Their response? ‘Stop talking. Just do it.

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.

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.

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’ve made myKudos [Awardco] a key part of how we work at all levels—whether you’re a people manager or an individual contributor. MyKudos is just as powerful when peers recognize each other, creating a culture of appreciation across the organization

Previously, every manager hand-wrote a message to their employees every six months thanking them for their hard work, and it was all tied in with the bonus distribution. It was very high-touch, very labor intensive, and we had the process down to a science. We liked the connections that formed between managers and employees as a result of this program, but after COVID-19 most of our workforce went remote. Our semi-annual tradition wasn't possible any longer, nor was it feasible.

Managers now have visibility into real-time recognition, which makes performance reviews easier and more holistic.

Everybody at 4Refuel understands how they make a difference. Whether you’re on a customer site or supporting from the office, you bring value every day.

From the intitial implementation, the regular administration, and the support, Awardco has been a great option for our employees.

After implementing Awardco we saw a huge influx [of recognitions]… we were riding a tidal wave. Now it’s at a sustainable level, but still significantly higher than before.

Talented, motivated, competitive people are just attracted to this brand. Humans are very similar. They wanna be seen. They wanna be recognized. They wanna be valued.