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.

My experience partnering with Awardco from an admin perspective has been outstanding. The platform is user-friendly and intuitive, leaving me empowered as an admin to own managing the platform and overall recognition programming.

The customer service experience has been exceptional, and the Awardco team has been more than willing to help us set up custom processes and programs, configure integrations, and set up our own custom swag shop.

Beyond birthdays and anniversaries, Awardco gives us a meaningful way to recognize our values, which is honestly my favorite part of the program. Every company has values and a mission statement, but they can be easy to forget in the day-to-day. Awardco helps keep our values top of mind by tying them directly to recognition.

We've put a lot of resources and focus on associate engagement and overall morale and wellness. Because of the initiatives that we've put forth this year, we've realized an 8.2% reduction in our turnover rate.

One year into having sunshine, our recognition, feeling like we're recognized went up ten percent. I think that's just a true testament of how much it means to us. We do have those hard days. And again, the Sunshine Recognition Hub empowers our nurses and team members. It's given us a platform to recognize, those moments of of excellence.

The ability to customize the platform and call it 'MyKudos' made it feel like a true extension of our brand and culture.

Awardco is not just a recognition tool—it’s a risk mitigation solution. Our tax and payroll teams love that we can now accurately track and report gifting, with proper IRS compliance.

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.

Within AOCC, we’ve built peer nominations into the process. The more recognitions a team member receives, the more points they earn toward winning a High Flyer award. This has fostered real cohesion, inclusivity, and teamwork across the department.

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.

There is never a good time to switch to a new system, but I also know that employees were eager for something new. Awardco has given us incredible power and flexibility with our recognition programs because of the millions of options to choose from, and the ability for employees to choose their own rewards has been a game changer. We know what we're getting, we know we're getting the best price, and our employees couldn't be happier.

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 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.

Our eNPS soared from 38 in 2024 to 58 in 2025. That's unheard of and something I've never been a part of before. I think speaks to the really special culture that Awardco has built through recognition and through building a culture where people feel like they belong.