We were doing recognition even before we adopted this platform, but this platform made it so easy for our frontline leaders and middle managers to run the recognition program.

Recognition fits into our strategies for turnover and helping us retain good caregivers… because everyone wants to know how they're performing. They want to know if they're doing a good job. And sometimes we forget to stop and say thank you. Recognition helps us do that easily and consistently.

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.

When you can point to exactly what someone did well, and their peers can see it too, it creates an incredibly authentic and meaningful recognition experience.

Awardco has taken the guesswork out of our culture—leadership knows they're not treating anyone unfairly or unconsciously showing favoritism. Recognition is a lot more consistent and frequent for everyone.

Our frontline workers are the core of what we do and the core of our customer experience. We launched Microsoft Teams for all employees. We have the Awardco interface added to the platform, so our employees can now recognize each other directly from their phones on their app while they're working. If they see a great job, they can do an immediate shout out and make that difference.

I was really excited when I received my High Flyer award last week. I wasn’t expecting it, and it made me feel valued and seen.

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.