The everyday parts people actually feel
Strategy and delivery decide what a company achieves. Recognition, communication and the small rituals decide whether anybody wants to stay for the next one. Both live on the same record here.
- Recognition
- Peer to peer
- Recognition
- Feeds review evidence
- On record
- Feeds review evidence
- Announcements
- Targeted
- Announcements
- Milestone prompts
- Auto
- Milestone prompts
Continuity
Recognition that still exists at review time
Praise given in a chat channel is gone by the next quarter. Recognition recorded here attaches to the person and shows up as evidence when the review cycle asks what they actually did.
- Peer recognition tied to company values
- Appears as evidence in the review cycle
- Milestones and anniversaries prompted automatically
- Announcements targeted by team, location or role
What is in it
Everything the experience layer holds
Small things, done consistently, on the same record as the serious things.
Peer recognition
Give recognition against a named company value, so the values become observable behaviour rather than a poster.
Announcements
Reach the people a message is actually for, with read tracking so you know it landed.
Milestones
Anniversaries, birthdays and role changes surfaced to the manager before the day, not after.
Pulse & sentiment
Short check-ins that feed the same engagement picture as the wellness module.
Org directory
Who does what and who they report to, including matrix lines, kept current by the record itself.
Awards & nominations
Nomination flows with a decision trail, for the programmes that need one.
Handbook & policies
Policies with version history and acknowledgement tracking, so you know who has read what.
Experience analytics
Participation and sentiment by team and tenure, always for groups rather than individuals.
Getting there
Rituals that keep running
Name the values
Define what the company actually rewards, in words people would recognise.
Open recognition
Peer to peer from day one, tied to those values rather than to a generic thumbs up.
Set the rituals
Milestones, announcements and check-ins on a cadence that runs without a coordinator.
Feed the review
Recognition arrives as evidence in the next cycle instead of being forgotten.
What changes
What people teams report
Recognition given, not just received.
It is on the record, so it is in the evidence.
Targeted rather than broadcast to everyone.
Reporting lines that match the payroll record.
Make the small things stick
Turn on recognition for one team and see what shows up as evidence when their next review cycle opens.