We recently pulled an in-platform report to check on usage, and then we reached out to people individually to improve adoption—especially managers. Since then, engagement has been significantly higher, and our culture of recognition is growing—even our executives are recognizing.

Our turnover definitely went down after implementing Awardco, especially compared to the previous year. We've noticed that recognition, along with rewards like Amazon items and prepaid Visa cards, has had a big impact on retention without being a huge cost to the company.

I’ve been recognized myself, and it felt wonderful—surprising, but also deeply motivating. I’ve also had the privilege of recognizing teams for delivering major projects, which brought departments together in a unified sense of achievement.

With Awardco we now have more visibility into our incentive budgets than ever, and can be more judicious about our incentive spend.

I was really looking for a user-friendly, up-to-speed, and easy-to-use program that can expand in different ways, and I found it with Awardco.

Awardco is central to our strategy around helping people feel connected across the organization in the work that they do. Our strength is that we have diversity across all our offices. So collaboration may be the soul of a layer group, that tie that binds our unique cultures together. But we really want to celebrate and recognize the diversity across our offices, and that is our strength. Awardco helps us create that visible platform for everybody to see the good work and the unique ways that people are solving problems around the organization.

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.

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.