Organisations can configure programmes for service anniversaries, onboarding, birthdays, peer recognition, manager recognition, spot awards, nominations, sales contests, performance goals, safety or quality behaviours, training, wellness, and other approved initiatives.

A restaurant or store operator might recognise an employee after a first shift, celebrate a service milestone, reward a team for meeting a sales or customer-service goal, or recognise an employee for living a company value. A food manufacturer, distributor, or grocery organisation might also use programmes across production, warehouse, delivery, store, and corporate teams.

Programmes can be monetary, non-monetary, automated, peer-led, manager-led, store-based, or combined. The available programme types and criteria depend on the enabled products and organisation configuration.

Depending on the available marketplace and programme, employees may receive or choose from restaurant and grocery gift cards, other digital gift cards, virtual prepaid cards, merchandise, company swag, experiences, travel-related options, charitable giving, or a restricted custom catalogue.

Organisations can offer broad employee choice or align rewards to a store, campaign, location, brand, service milestone, onboarding kit, or budget. Local reward options may be especially relevant for employees who shop or dine in their own communities.

Availability, country coverage, currency, provider, catalogue, fulfilment, taxes, point value, and employee eligibility vary. Organisations should validate the current reward catalogue and avoid promising that every employee will see the same brands, denominations, products, or redemption methods.

Where the relevant programmes are enabled, managers and peers can recognise employees for their contributions, values, customer service, teamwork, performance, or other approved behaviours. Organisations can also configure nominations, contests, challenges, or other programmes around defined goals.

A company may use non-monetary recognition for everyday appreciation, and points or other rewards for specific achievements. Performance programmes can be designed around individual, team, store, department, or campaign criteria.

Organisations should define eligibility, measurement, approval, budget ownership, timing, and communication rules before launching a performance or sales-related programme. Recognition should complement, not replace, required compensation, commission, incentive, or employment policies.

Organisations can design programmes around stores, restaurants, regions, brands, departments, job types, employee groups, or other approved organisational data where supported.

Administrators may use different budgets, eligibility rules, reward values, catalogues, approval paths, or reporting views for store managers, regional teams, corporate employees, or other groups. A central programme can provide consistency while allowing local leaders to recognise employees within defined rules.

The available segmentation, permissions, hierarchy, franchise or ownership boundaries, and data mappings depend on the organisation’s operating model and connected systems. Organisations should define how employees who transfer locations, work across stores, or change roles are handled.

Employees can access recognition via a mobile app, web portal, text or email notifications, collaboration tools, QR codes, award codes, printed cards, or other configured channels.

Award codes provide managers with a physical way to recognise an employee at a store, restaurant, warehouse, or worksite. Depending on the setup, an employee can use the code to claim points associated with their Awardco account.

The available channels, identity requirements, device access, personal contact information, language options, and account-recovery process vary by programme. Organisations should validate access for employees who do not have a company email, work on shared devices, work varied shifts, or do not use the platform every day.