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.

We wanted to make recognition easy and exciting for our blue collar workers to participate in, and Awardco's capabilities have made that possible.

[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 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.

Since joining, I’ve found myKudos [Awardco] posts to be a great way to learn what others are doing across the agency. I’ve even picked up ideas from shoutouts that I’ve been able to implement on my own accounts. It’s more than recognition—it’s a source of inspiration.

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.

What I love most is the reporting aspect. It's something that reinforces the impact of Awardco, and it shows that the work we're doing is paying off.

Our people use their points for vacations, holidays, gifts… it’s meaningful to them.