Awardco has made employees' lives easier. Working outside in the elements with the customers can be tough, but being recognized, seen, heard, and valued makes it easier.

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.

I could rave to millions of people that I think this should be the platform of choice.

We have a lot of different programs to ensure we encompass all our employees. Three of them tie directly to our core values: our peer-to-peer program, our manager-led programs, and our safety programs—like our Safety All-Stars, which is a monthly automated award.

I love how simple Awardco is to use, both the main platform and the admin side, with how many reporting features it has to offer.

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.

We were really worried that clinical staff wouldn't be able to log in, being away from their desks. But that hasn't been an issue. Our emergency department senior director, for example, uses it right on the spot. We've seen a strong showing from our clinical departments.

If we retain a teacher, that’s 20 students we get to serve. Going from 45% turnover to 8% means we’ve kept 85–90 more staff. That’s an incredible impact on both our children and our budget.

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.

The flexible rewards offered are my favorite part. Rather than giving gift cards or merchandise that individuals might not use, they get to decide what they want.

Awardco helps employees share meaningful recognition and reduces the silos that occur with so many employees being remote.

Recognition is now part of our day-to-day culture—from Slack shoutouts to CEO highlights in company-wide messages.

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.

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.

Recognition is powerful. When you recognize someone, you feel just as good as when you’re being recognized. The Awardco feed is my ‘positive scroll.’ It lifts everyone’s spirits.