A good programme makes everyday appreciation easy and higher-value awards fair. Use these examples to shape your badges, spot awards, nominations, budgets and recognition cadence—then adapt the details to your culture.
Choose when a thank you, badge, award or Spotlight fits.
Set criteria, eligibility, approvals and cadence.
Separate appreciation from points and budgeted awards.
Write the behaviour, contribution or moment each format exists to recognise.
State who can give, receive and approve each type of recognition.
Ask for a specific action and impact instead of broad praise alone.
Keep peer appreciation available every day and define review cycles for major awards.
Decide which moments are non-monetary and which use points or budget.
Choose what belongs on Culture Wall, in Spotlight or on Wall of Fame.
A timely message from a peer or manager. Best for helpful actions worth acknowledging now.
A repeatable way to connect appreciation with the behaviours your organisation values.
Structured recognition with defined criteria, optional approval and possible reward points.
Prompt recognition for an exceptional contribution, with eligibility and budget rules set in advance.
More visible recognition for achievements, anniversaries, project moments or team celebrations.
Name the action, who it helped and why it mattered.
Recognise collaboration across roles, locations or teams.
Use when someone shares context, removes a blocker or supports a joint outcome.
Describe the idea and the change it created or could create.
Keep eligibility and approval rules clear before adding points or reward value.
Connect the nomination to a specific customer need, action and outcome.
Add a personal message so the recognition feels more human than an automated alert.
Culture Wall can hold the everyday rhythm: appreciation, badges, awards and celebrations. Spotlight and Wall of Fame can bring selected achievements forward without making every post feel like a major announcement.
A fair process does not need to feel heavy. Ask for the same useful details every time, then apply the same approval rule to every eligible nomination
A peer or manager sees work
worth recognising.
Give appreciation, an award, a
Spotlight or a team celebration.
Explain the contribution and
apply an approval step when
the award requires one.
Share the moment while points,
budgets, wallet activity and
programme signals stay connected.
A useful monthly review: look for teams, roles, locations or kinds of work that may be under-recognised. Recognition activity is a signal to examine—not proof of performance by itself.
Use messages, values badges, team celebrations and milestone posts when visibility and sincerity are the value.
Use messages, values badges, team celebrations and milestone posts when visibility and sincerity are the value.
Start small enough to explain in one conversation. You can expand once employees use the first set consistently.
Explore employee rewards and recognition software for Culture Wall, appreciation, badges, awards, points, budgets, Spotlight, Wall of Fame and the employee rewards Shop.
A useful programme defines the behaviours and contributions being recognised, who can nominate, who is eligible, whether approval is needed, how often recognition happens, what budget applies and where recognised moments are visible.
Peer recognition is usually a frequent appreciation from one colleague to another. A spot award is commonly a manager-led or approval-based reward for a specific contribution and may include points or monetary value.
Start with a small set employees and managers can distinguish easily. A mix of everyday appreciation, values-led badges, a manager award, a spot award and milestone recognition is often clearer than a long catalogue of overlapping awards.
No. A sincere public appreciation or values badge can be meaningful without points. Reserve reward value for clearly defined awards and use budgets and approval rules where financial value is attached.
Publish eligibility and criteria, ask for evidence tied to the criteria, make approvals consistent, review recognition patterns and check whether teams, locations or work types are being overlooked.
