[Awardco] was something that was easy to use. I knew that healthcare provider's first priority is their patient, so how do we make it so easy that they can participate and still make sure that they're still taking care of the patient.

Awardco's fast, compassionate service ensured an employee received a much-needed gift card in time for an urgent personal purchase. It wasn't just a reward—it was a meaningful act of support when it mattered most.

A quiet employee might never self-promote, but Awardco gives us the visibility to see their impact. We’ve literally had leaders say, ‘I had no idea!’ when reviewing this data.

Before, we had to piece everything together manually. Now it’s all in one place, and it just makes the nominations process make more sense and it’s so much easier.

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.

When I pitched Awardco to our leadership team, I shared the risk of losing connection as we grow. I framed it as a strategic need. Their response? ‘Stop talking. Just do it.

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

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.