The High Flyer program has transformed recognition from a reactive gesture into a proactive part of my leadership approach. Recognition is now structured, inclusive, and aligned with our organizational values.

Caregivers want more than a paycheck—they want to feel valued. Recognition makes that possible.

Soon after our implementation we created a financial recognition program through Awardco for managers and supervisors to recognize their employees for extra efforts. Now our managers and supervisors have their own budgeted amount to use at their discretion to award their employees at any time, and they don't have to wait for approval to do so.

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.

Recognition using the High Flyer platform has given us greater flexibility and alignment with our objectives. It allows us to acknowledge teams and individuals in ways that connect directly to our successes and values.

Never underestimate the power of recognition. Years after I recognized a colleague, they still send me a message on the anniversary of that moment to say it continues to make their day.

Through our work phones, we get an email when we’ve earned points, and then we can log in to see our total, explore reward options, and decide how we want to use them. It stays top of mind throughout the day—whether we’re driving or working at customer sites.

It's a fun platform. We love to celebrate our wins. Whether we've completed a great project and I want to give them a shout out, or I want to award points for a job well done… It really does help boost my morale and the morale of our employees here at Hertz.