BNY Mellon has a unique “Moments that Matter” program that highlights the life events of their employees with recognition & support, including things like birthdays, new babies, marriages, retirement, and bereavement. Their unique approach to life events has made them our most impactful client in this space—nobody does it like BNY Mellon.

Okta has a “People First” initiative that has worked to create a company-wide effort in service of a shared sense of ownership and vision. That’s hard to do when your organization spans the entire globe, including 30 countries. However, through their unique approach to strategy, regular training, and comprehensive support resources, Okta has seen incredible global success with 87% participation and triple the number of recognitions in a year.

Texas Roadhouse runs a host of different programs for their employees to participate in. They strive to think outside the box and get their employees excited and engaged throughout the year. Some examples of past programs include March Madness, Manager to Employee, and Peer to Peer programs.

Brooks Running wanted every employee, regardless of location, to feel like a part of the team. To achieve this they created many different regional programs specific to the location, showing their teams they care about their cultures and individual lives. Brooks has seen wonderful engagement as a result of these efforts.

Universal Orlando Resort has a lot of on-site and loyal employees, and they’ve created a fantastic milestone rewards program to celebrate their people everywhere they work. Universal Orlando Resort’s utilization of physical workstations, qr codes in break rooms, and physical packets sent to recipients has led to one of the highest redemption rates we’ve seen—a good sign that the program is working well.

Rush launched their program to 15,000 employees, and created a robust communication plan to notify every employee and train new managers on their new recognition efforts. This included flyers, QR codes, and several reminder emails going out before the platform went live. This all created a ton of buzz for their program and led to measurable engagement for their organization.

Zendesk had a goal: to make the adoption of their new recognition platform easy and exciting for all their employees. To accomplish that, they created a branded guide and a branded video that really showed off the capabilities of the program. In their first week alone, they had 785 unique recognitions! They also used Purchasing Power Parity (PPP) to ensure their global employees were rewarded equally from the very start.

Service anniversaries are the greatest milestone an employee can celebrate at work, and no one celebrates them quite like Chick-fil-A! Because of their extremely generous reward system, employees are rewarded a ton of points as they reach certain milestones. This has made retention a strength of Chick-fil-A.

Creating engaging recognition programs can be difficult, but not for Vineyard Vines. They pioneered the “Snap and Claps” program and the “We Give 50, You Give 50” program, each designed to make recognizing and rewarding employees easier and more fun than ever. Because of these innovative programs, Vineyard Vines has a staggering amount of unique recognitions!

Zillow used Awardco to incentivize participation and engagement in their safety programs. Because of this incentive initiative for safety programs, they’ve seen an incredibly high NPS score and an amazing redemption rate on the Awardco platform—not to mention the best participation they’d seen in years.

Hertz is an employee recognition powerhouse, and weathered the global pandemic by streamlining processes with automation and reinvesting in its most important asset: its people. They made sure that each employee in their substantial global workforce was celebrated and recognized during a particularly challenging time—all with the power of automation.