When we unified our recognition programs, we saw a strong correlation between recognition and employee engagement. Teams led by managers who consistently recognized their people were the most engaged.

Our investment to leverage the Center of Excellence team at Awardco was the best decision we made. Katie didn’t just advise, she partnered. She brought deep healthcare expertise and helped us translate what recognition should feel like for clinicians into something that actually works for a deskless, clinical workforce. With her leadership, we built our Awardco instance as a true virtual haven: a values-based recognition experience designed with and for our teams, easily accessible, and directly tied to our mission. The result is an always-on program that makes it easy to celebrate the moments that matter — strengthening connection, belonging, and pride across the organization.

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

Some of the great stories that we've read are how impactful all of the team members have been to help the children feel better, it's showing our team members how impactful they are.

Recognition fits into our strategies for turnover and helping us retain good caregivers… because everyone wants to know how they're performing. They want to know if they're doing a good job. And sometimes we forget to stop and say thank you. Recognition helps us do that easily and consistently.

Recognition is vital in a large, fast-paced, and dynamic environment like ours. It motivates our people, reinforces our corporate behaviors, and helps create a culture where everyone feels valued and engaged.

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 is the perfect platform for our employee recognition program. It supports our unique employee culture and community.

We have an on-the-spot recognition program where leaders can immediately recognize a CRP for demonstrating safe behavior. That recognition is visible across the organization, which motivates others to do the same. Instead of focusing on what went wrong, we’ve shifted our culture to spotlight what’s being done right—and that’s encouraged everyone to follow that path.

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.

Since implementing Awardco, we’ve saved at least 30 hours a month that used to be spent manually tracking, purchasing, and mailing gifts. Now it’s all automated—and more empowering for our associates.

The metrics spoke for themselves—over eighty percent utilization and more than eight thousand recognitions. It’s exciting to see people using the program and finding real value in it.

Modern recognition with Awardco has created an ecosystem of appreciation. What we've found, as employees have recognized each other, is that they're motivated long term. Employees want to enjoy their work and be successful, and if we recognize them for their success, they'll know they're doing a great job and can improve every single day.

Feeling seen and feeling valued… That's one thing that keeps me going every day. We all try to strive for the best and try to help one another. We have a great management system here and everybody is seen and heard.

There's plenty of research that shows the compounding impact of how when other people can see recognition, it creates that snowball effect. And so it just makes people work better together. They feel more as part of the team.