Where the relevant experience is enabled, organisations can support recognition from managers, peers, leaders, guests, customers, or other authorised participants.

Guest or customer recognition can help highlight employees who handled a request, resolved a complaint, created a memorable experience, or otherwise represented the brand well. Organisations can decide whether external recognition is public or private, whether it includes points or another reward, and whether it requires review before delivery.

The sender roles, submission methods, moderation, approval requirements, privacy controls, and reward rules depend on the selected programme. Organisations should establish clear guidelines for personal information, public recognition, gratuities, guest feedback, and employee consent.

Where the required employee data is available, organisations can automate service awards, onboarding recognition, birthdays, and other date-based programmes. Automated workflows can send an employee communication, notify a manager, issue points, open a catalogue, or trigger another configured experience.

Organisations can also align milestones with their workforce practices, such as recognising employees after a probationary period, using different service-award cadences for hourly and salaried staff, or creating separate rules for different roles or locations.

Automation depends on the connected HRIS or data source, trigger fields, timing, employee eligibility, and programme rules. Organisations should confirm how data corrections, leave, transfers, rehiring, union rules, and offboarding affect a scheduled award.

Organisations can design recognition programmes around distributed properties, locations, departments, job types, employee groups, and other approved organisational data where supported.

Administrators may use separate budgets, eligibility rules, catalogues, point values, approval paths, or reporting views for different locations or teams. A central programme can provide consistency while allowing local leaders to recognise employees within the rules that apply to their property or group.

The available segmentation, permissions, budget controls, and hierarchy depend on the employee data source and configuration. Organisations should define how transfers, seasonal employees, contractors, union or represented groups, new properties, and terminated employees are handled.

Awardco can be configured to support employees who may not use a desktop computer or work email throughout the day. Depending on the setup, employees may access recognition through mobile experiences, text messages, email, notifications, printed or physical award cards, collaboration tools, or other approved channels.

This can help organisations include housekeepers, front-desk teams, food-and-beverage employees, maintenance teams, airport or airline staff, seasonal workers, and other employees who work across properties or in guest-facing environments.

The available channels, identity requirements, personal contact information, device access, language options, and employee experience vary by programme and configuration. Organisations should validate access for each workforce segment before launch.

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

A hotel, resort, restaurant, airline, airport, or attraction might use different programmes for welcoming new employees, recognising an exceptional guest interaction, celebrating a service milestone, rewarding a safety contribution, or thanking teams during a busy season.

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