The High Flyer program has created a culture where contributions—big or small—are celebrated. Everyone feels seen and valued, reinforcing our belief that success is a shared journey and that we grow together.

Companies that invest in recognition are seen as people-centric. When people feel appreciated for their contributions and are truly engaged, they’re more innovative, more creative, and more willing to think beyond the status quo. This elevates work, fuels stronger business outcomes and can foster deeper customer relationships.

It humanizes our organization. I can wish someone a happy birthday in Philadelphia from my desk in Houston—because I saw it in the Awardco feed. That’s magic.

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

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.

As an evolving company, I like to ask myself if we're better than we were a year ago—and with employee recognition and employee engagement, the answer is absolutely.

Awardco significantly enhances employee engagement and helps our employees feel valued and appreciated, leading to higher morale. Offering customizable recognition programs for Cinemark and a wide range of awards helps align with our employees' interests and ensures that all employees, from theatre staff to management, feel valued and appreciated.

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 I personally received a High Flyer, it was amazing. Knowing that my efforts were appreciated—especially by senior management—meant a lot.

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.

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.

The thing I like most is the ability to customize programs and recognize employees with and without monetary value.

Whether it’s recognizing a peer or a member of our team, Awardco is so simple and intuitive.

We now have complete visibility into budgetary usage and recognitions. Before, nobody could see recognitions at all—it was always done on a small scale, one-on-one from manager to employee. Now everyone in the company can see the successes of others and celebrate those with them, and we can see how managers are using the funds we've given them. Our budgets have equalized almost entirely—down to the dollar.

As a manager of a team of seven, I use High Flyer to recognize and thank my team each quarter. It makes them feel appreciated and motivated, knowing their efforts are seen.