Safety & Quality Incentive Programs

Reinforce safe behaviors and improve quality

Encourage accountability, participation, compliance, and continuous improvement with programs designed to engage employees and drive real results.

 

Return on Recognition

The impact of recognition and workplace safety

Safety and quality thrive when employees feel connected to the outcome. Recognition and rewards drive motivation, reinforce safe habits, and foster a culture where safety, excellence, and productivity come naturally.

48
%
reduction in workplace incidents
98
%
increase in program participation
83
%
improvement in quality control

Custom incentive programs

Recognize and reinforce great work

Create structured programs to reward employees for safety milestones, quality improvements, security compliance, training completions, proactive reporting, and more.

How it works

Build programs people actually use

STEP 1

Design programs with clear goals

Establish specific safety and quality goals to encourage program participation with minimal friction.

STEP 2

Launch to a targeted audience

Deploy programs across teams, departments, or company-wide to target key compliance groups.

STEP 3

Incentivize with tailored rewards

Automatically reward employees for completion, milestones, or quality improvements through the platform. 

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STEP 4

Track program success

Monitor participation, incident reduction, and quality improvements in real time.

Testimonials

What our customers say

We know we’re a people-first organization… and to keep delivering, we needed the right tools and technology to build a culture of everyday impactful recognition.
Smiling young woman with blonde hair wearing a floral jacket and white top against a concrete background.
Sierra Capone
Director, Wellbeing & Employee Experience
McCormick & Company
Bravo has been a real game changer for us. Every day, employees are actively seeking out opportunities to recognize one another. They can celebrate meaningful milestones in their own lives and in their peers’ lives, and they can see great work happening across the organization. It’s created space for recognition to thrive.
Woman with long dark hair wearing a black top, smiling against a plain gray background.
Lola Fawole
VP of HR Americas
McCormick & Company
If I were to describe the High Five Club [Awardco] in a couple words, I'd say it's collaborative and it's contagious.
Smiling middle-aged woman with short blonde hair wearing a brown jacket, chandelier earrings, and a chunky necklace against a blue backdrop.
Pat Cokingtin
Senior VP of Sales & Marketing
Americare Senior Living
Change management was a concern when exploring new vendors. However, our leadership, HR, and associates have smoothly transitioned to Awardco, and they appreciate its straightforward and intuitive design, which surpasses the complexities of previous platforms.
Smiling woman with glasses and light curly hair wearing a black top and red shirt seated indoors.
Kerie Rogers
HR Operations Leader
Beckman Coulter
[Awardco] was something that was easy to use. I knew that healthcare provider's first priority is their patient, so how do we make it so easy that they can participate and still make sure that they're still taking care of the patient.
Smiling woman with long brown hair wearing a white blouse, standing in front of a window with green foliage outside.
Madeline Quinn
Employee Experience Manager
Children's Nebraska
We were looking for a safety recognition program and how we'd be able to not just build one, but monitor and administer the program.
Ruben White
Manager of Occupational Health and Safety
Southwest Gas Corporation
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.
Smiling man with short spiked hair and a black shirt on a white background.
Josh Olofson
Vice President of Employee Experience
Crumbl
The onboarding process was very encouraging. We weren't given the program and told to figure it out on our own—we've had someone to lean on the entire time, someone who helped us navigate this big, company-wide change.
Smiling man with short brown hair wearing a checkered shirt against a blue gradient background.
Ryan Zellner
Marketing & Corporate Communications Manager
Ampirical

Integrations

Seamlessly connect to everyday tools

Wherever work happens, recognition is there—fast, easy, and built into existing workflows.

Thought Leadership & Resources

Employee experience resources

FAQ

Frequently asked questions

What rewards and access options are available for frontline employees?
 

Organizations can offer configured rewards such as points, gift cards, products, experiences, branded merchandise, or non-monetary recognition. The appropriate options can vary by program, location, employee group, and organizational policy.

Frontline and deskless employees may access submissions, recognition, or rewards through the Awardco web or mobile experience and other configured communication channels. Organizations can also use practical rollout methods such as QR codes or printed instructions when appropriate.

Available rewards, channels, identity requirements, currency, fulfillment, and shipping vary by country and configuration.

Can safety or quality submissions require approval before rewards are issued?
 

Yes. Organizations can design workflows in which a safety manager, quality team, administrator, supervisor, or other designated reviewer verifies a submission before an award is issued.

Approval criteria can include whether the submission is complete, whether the behavior meets program rules, whether evidence is sufficient, whether the observation is a duplicate, and whether the reward amount is appropriate. Organizations can also separate submission, review, approval, and reward-administration responsibilities where their controls require it.

Approval workflows should be documented clearly so employees understand what qualifies, who reviews submissions, and when rewards are issued.

Can organizations configure separate permissions, budgets, and rules?
 

Yes. Programs can be structured around the organization’s operating model, including different locations, departments, cost centers, employee groups, managers, or program administrators.

Depending on configuration, organizations may define who can submit, review, approve, administer, or report on a program; which employees are eligible; which rules apply to each location or group; how budgets are allocated; and what award values are available.

Separating permissions and budgets can help organizations give local teams appropriate control while maintaining centralized governance and reporting. The specific controls and hierarchy depend on the Awardco configuration and the organization’s requirements.

Can Safety and Quality programs connect to existing forms and systems?
 

They can be designed to work with existing forms, safety platforms, quality systems, HR systems, CRM or operational tools, APIs, file feeds, and other configured data sources when the required connection is supported.

A connected workflow might send approved observations into Awardco for recognition or rewards, or use Awardco data in an organization’s existing reporting and administrative processes. The connection method may vary by system and could involve a supported integration, API, scheduled file, or another configured data exchange.

Organizations should define the system of record, data fields, approval ownership, timing, error handling, and privacy requirements before connecting systems. Not every system or workflow is supported natively, and availability should be confirmed during solution design.

How can employees submit safety or quality observations?
 

Organizations can configure an Awardco submission experience around the information needed to review an observation or contribution. A submission may include a description, category, location, date, risk level, photo, screenshot, form response, or supporting documentation.

Frontline employees may be able to submit through a mobile experience, QR code, or another configured access point rather than relying on a desktop computer. The fields and evidence requirements should be simple enough for employees to complete at the point of work while still giving reviewers the information they need.

The available submission channels and form capabilities depend on the Awardco products, configuration, and any connected systems used by the organization.

What safety and quality behaviors can Awardco incentivize?
 

Organizations can configure incentives around observable safety and quality behaviors and contributions, such as:

  • Reporting hazards, near misses, or unsafe conditions
  • Identifying quality issues or opportunities to prevent defects
  • Completing inspections, audits, checklists, or corrective actions
  • Completing required safety, quality, or compliance training
  • Maintaining certifications or required qualifications
  • Demonstrating safe-driving or equipment-safety behaviors
  • Submitting improvement ideas or participating in prevention initiatives
  • Recognizing employees or teams for quality improvements and safe work practices

The strongest programs define the behavior or contribution being recognized, the evidence required, the approval process, and the reward criteria. Organizations should align the program with their safety, quality, legal, HR, and compliance policies before launch.

Incentivize quality and safety

Build incentive programs fully customized to your business that encourage participation, accountability, and engagement while reducing risk and improving workplace culture.