• Kudos supports multiple brands across different regions.
• It accommodates most currencies and global merchants.
• Customer support is available 24/7 and is responsive.

As a globally distributed team, we were struggling with employee and peer recognition. Finding a unified solution for global incentive programs seemed impossible until we discovered Kudos. Their detailed catalog includes global brands, all under one platform.

There is little to dislike about the platform. Delivery times for third-party vouchers could be improved.

Kudos has a strong global presence and covers a wide range of regions. Their customer service is dedicated and responds promptly. We receive frequent updates and mailers about trending offers, keeping the platform engaging.

Consider whether your team is globally distributed, as many vendors may not support all regions. Make sure the vendor's support hours align with your team’s working hours. Employee recognition should be a core value for the organization to make full use of such a platform.

Yes, we receive regular product updates, and the list of supported brands is refreshed frequently.

Organizations that operate globally and face challenges with employee and peer recognition.

• It is easy to integrate with Slack, encourages employee engagement, offers a wide variety of rewards, encourages communication, and simplifies the employee recognition process.
• Reporting and analytics help determine which employees use Kudos, which values are most commonly recognized, and to identify engagement trends.
• Automates work anniversaries, birthdays, surveys, award programs, and more.

We wanted to increase employee engagement and find a solution to inconsistent employee recognition across the company. Two of the biggest benefits are that Kudos offers a platform that enables peer-to-peer recognition, allowing employees to acknowledge contributions in real time, and the platform's rewards system provides tangible incentives to motivate employees to use Kudos.

Kudos syncs with Slack (our main communication tool), so implementation was easy. I have personally used Kudos for six months. Kudos is an effective tool for acknowledging the efforts of team members. It contributed to a more communicative culture.

• Kudos encourages employee engagement but does not guarantee it.
• The program itself is excellent, but it is not a cure for poor corporate culture, low morale, or collaboration issues.
• Some leadership teams, especially at startups, mistakenly believe Kudos alone will solve deep-rooted organizational problems.
• You must secure employee buy-in and maintain engagement both before and during active usage for Kudos to be effective.
• When strong leaders and solid companies use Kudos, it is extremely helpful for enhancing employee engagement and improving the overall employee experience.

• Kudos is much better than its competitors (such as Bonusly, Guusto, and some proprietary options).
• It has built-in analytics to track progress and highlight areas for improvement.
• Kudos provides a better catalog of rewards than its competitors.
• I have implemented Kudos (and other platforms) with Slack and Teams; the Teams integration is poor, but that seems to be a Microsoft issue rather than a flaw with Kudos or similar platforms.
• Slack integration is seamless and easy, with almost no glitches or issues.

Understand that Kudos is not a guaranteed solution for improving employee satisfaction. If you want to enhance employee engagement and communication, consider a tool like Kudos.

As a manager who implemented and used Kudos, I found the price to be reasonable, the Slack implementation to be easy, and the employee feedback to be positive.

You will need an engagement strategy to encourage non-engaged employees to use the platform, but Kudos helps with automation features like reminders and surveys.

Kudos incorporates user feedback and maintains the platform with consistent updates and upgrades, including improvements to the mobile app and Slack integration.

It has added culture and values alignment tools, allowing companies to tie recognition directly to organizational goals and values.

Kudos is well-suited for remote and hybrid work environments.

It is ideal for companies looking to strengthen their employee engagement and recognition programs.

It works well for companies of all sizes, from startups to large corporations.

Large corporations particularly benefit from recognition programs, where it can be easy for employees to feel overlooked.

• I like the ability to tag peers and leaders, which increases engagement and enhances recognition across levels.
• The option to add GIFs is popular with the team and adds a fun, personal touch to messages.
• Tagging our DNA pillars in recognition posts is a great way to reinforce and align with company culture.

We use Kudos as an engagement and reward tool. I have personally used the platform since January 2022. Two major benefits of the platform are recognition and increased morale. My teams enjoy giving and receiving kudos from peers and leaders within the organization.

Kudos promotes positivity by encouraging employees to celebrate wins—both big and small—and to share kind, supportive messages. Employees also appreciate the rewards feature, which allows them to redeem kudos points for various incentives.

• The AI refinement tool does not function well. If you click the AI button, it duplicates your message in the box and messes up the text with words out of order.
• I do not like that you can't see larger versions of GIFs before choosing them either. Oftentimes, they are so small or the font is so tiny, you're unsure what they say before you select them.
• I don't love the leader dashboard. I would prefer easier-to-find/build reports or dashes to show which team members receive kudos most often and for what value or even notifications when team members didn't receive any kudos for the time so we make sure no one is being left out.

I have not used other platforms before.

• Consider ease of use—the platform is simple and accessible to all levels of employees.
• Determine whether the tool allows recognition to be tailored to your company’s values.
• Cost is also a factor—ensure it fits within your budget and can scale as your organization grows.

In the three years I have used it, I’ve seen the addition of features such as cards, though I wish Kudos could be integrated with them. New GIFs are added regularly, and the AI refinement tool was introduced within the past year. The dashboard has remained relatively the same and is still easy to navigate.

Kudos is ideal for organizations that want to recognize, engage, and boost morale among teams. It provides a way to reward employees beyond salary or standard bonuses.

1. It is great for team morale and allows everyone to recognize the contributions of others.
2. It integrates well with company values by incentivizing behavior aligned with our philosophy.
3. The interface is user-friendly and keeps people connected, much like a social media platform.

We got Kudos about a year ago, recommended by my COO who had used it at her previous workplace. Before this, we had a manual KUDOS system where we recognized employees on a Google Sheet and rewarded them with coffee money. It required extra admin time for HR to manage and process these recognitions.

We were looking for something to automate recognition, so the concept of Kudos was already familiar to the team when we introduced Kudos.com. The team embraced this system with joy!

We use it to streamline impromptu boosts by recognizing all the good things our team members contribute to the company. We use it for encouragement, to boost morale, for recognition, and when someone needs a little extra support to get through the day.

1. Issues with integration: We couldn’t seamlessly integrate it with our previous system, losing all the previous “kudos.”
2. The price: It took some consideration for budgeting, especially for smaller teams.
3. Design: While the interface is good, we would like more customization options to make it feel more personalized.

What I like about it compared to other HR tools is that it focuses on culture rather than just efficiency. It gives employees a voice to shape culture, which is often overlooked in other tools. The platform is easy to use and inviting, which aligns with our goal of fostering a positive work environment.

Consider whether the cost is justified for your team. If you have an HR person who can manage a reward system manually, you might not need this tool. Also, be prepared to promote its use internally to get people engaged. Additionally, if you’re accustomed to seeing your branding across all systems, you might need to adjust to a different interface without much customization.

WorkTango has added new features, but we haven’t noticed major differences. We did align values better with perks, but it didn’t make a significant impact. Some interface changes have been positive, and regular surveys help improve the tool.

I see kudos working well for companies that value culture and are keeping up with modern emlyee benefit systems. Google type companies would most definitely have something like this in place to keep the younger generation entertained at work. So definitely for companies that employ younger generations, as well as those who want to introduce something new to spice up the recognition system and make they workplace attractive to a new demographic.

It's easy to navigate and a fantastic way to show appreciation for colleagues' hard work. I love how points can be converted into real gift cards for employees. There's no need to wait until mid-year or year-end to recognize people with Kudos.

We use Nectar for staff and management to reward employees for exceptional work with points. This tool is also valuable for keeping employees connected and interested in each other's work, as it allows them to engage in a manner similar to social media. Additionally, it helps management identify areas of staff success that might otherwise go unnoticed, which is particularly beneficial for formal evaluations. With staff able to comment on each other's posts, Nectar facilitates ongoing positive interactions, enabling team members to engage daily, learn more about each other, and collaborate more effectively. Moreover, it allows management to incentivize positive behaviors with tangible rewards.

I wish the Kudos I receive each month to award to team members weren't limited to a certain amount. It would be great to have more Kudos to recognize the various departmental workers I collaborate with. As it is, I have to choose carefully who to recognize each month.

This is the only recognition software I have used.

People should think about price, usability, and user-friendliness, as well as reviews from other companies.

The Kudos system continues to expand its features to recognize all types of situations. They actively incorporate client feedback and implement their needs into the system.

Kudos is good for managers and frontline employees in small and medium sized companies.

It is easy for employees to recognize each other's contributions, creating a positive and supportive work environment where people feel valued. Kudos helps with performance reviews, promotions, and development opportunities by showing who consistently goes the extra mile and exceeds expectations. A simple, heartfelt "thank you" through Kudos can make a big difference in employee satisfaction and engagement.

As an HR manager, one of the biggest challenges I faced was recognizing and rewarding employee achievements effectively. Traditional methods like annual reviews felt impersonal and didn't capture the day-to-day contributions that make a real difference. Kudos offered a solution to this pain point by providing a platform for real-time peer-to-peer recognition. Now, employees can easily acknowledge each other's hard work and celebrate successes big and small. This fosters a more positive and motivated work environment.

While Kudos offers some flexibility, I would like more options for customizing recognition categories to better align with our company culture and values. Kudos can become a bit gamified, and I’d like features that encourage more meaningful interactions. While I can see overall Kudos activity, it would be helpful to have more granular reports on manager recognition habits.

Kudos keeps point totals hidden, making appreciation the main driver. Many competitors integrate with just a few communication platforms like Slack and Microsoft Teams that we already use.

When considering Kudos, focus on your company culture. Does it align with your values and how you want to celebrate wins? Next, think about what matters more: genuine appreciation or a points-based system? Kudos prioritizes heartfelt "thank yous." Finally, ensure it integrates with your existing tools and offers data to track program impact.

There have been no major changes in the last year.

Kudos is a great fit for culture-focused companies, remote or hybrid teams, and large organizations with complex HR needs. Organizations looking for cost-effective solutions should also consider Kudos.

Kudos boosts employee motivation by providing real-time recognition for achievements, creating a friendly and motivated work environment. It encourages peer-to-peer recognition, improving teamwork across departments. Kudos offers a visible platform for appreciation, fostering a culture of recognition and thankfulness.

Our organization invested in the Kudos platform to address several challenges. One significant issue was the lack of formal recognition and appreciation within teams, which negatively affected morale and employee engagement. Employees often felt unrecognized for their efforts, leading to potential disengagement and decreased productivity. Kudos provided a structured solution, allowing employees to easily recognize each other's efforts and contributions. This boost in morale has made our workplace more dynamic and appreciative.

Kudos also helps track recognition trends, identify top performers, and gauge employee sentiment through its analytics and reporting features. I've been using Kudos for the last two years, and it has significantly impacted our corporate culture, enhancing recognition and reinforcing our commitment to valuing employee contributions.

Kudos can sometimes lead to favoritism, where some employees are recognized frequently while others are overlooked. Overuse of Kudos can devalue its significance, making recognition feel routine rather than special. The informal nature of kudos can result in subjective appraisals based more on personal relationships than actual performance.

Kudos stands out with its extremely intuitive user interface, making recognition easy for all employees. It offers seamless integration with multiple platforms and features a robust analytics dashboard to track recognition trends and employee engagement. Additionally, Kudos supports both public and private recognition, catering to individual preferences and making the platform highly versatile.

Ensure the tool is easy and intuitive to use for all employees to promote higher adoption rates and consistent usage. Look for strong integration capabilities with your existing platforms, including HR systems and communication tools, to streamline operations. Consider customization options to tailor the recognition process to your corporate culture and values. Evaluate the analytics and reporting capabilities to track recognition trends, quantify employee engagement, and understand the impact on organizational culture.

Kudos has improved integration capabilities, now supporting leading workplace platforms like Slack and Microsoft Teams. The user interface has become more intuitive and user-friendly, making it accessible to employees at all levels. Kudos has enhanced its analytics and reporting features to provide in-depth insights into recognition trends and employee engagement. The development of mobile applications allows staff to give and receive recognition from anywhere, offering greater flexibility.

Kudos is well-suited for large organizations and those with remote or geographically dispersed teams. It helps maintain cultural cohesiveness and encourages collaboration among team members, regardless of distance.

Goal tracking is a great feature, making it easier to monitor employees' progress. Recognition tools motivate employees to reach their goals, which is a favorite aspect of the program. The user-friendly interface ensures a seamless process every month.

Our organization purchased Kudos to provide a seamless way to recognize and reward employees, enhancing morale and productivity. It allows recognition not only from direct managers but also from peers, ensuring employees feel valued and acknowledged. This tool helps to recognize the work and attitude of employees even when management is not always available to observe. By using this tool, we aimed to build confidence, foster a strong sense of character, and create a positive workplace environment. I have been using this tool for several months.

The limited number of kudos available each month is less than ideal, as some months require more recognition. This limitation can lead to some employees feeling their work wasn't good enough or acknowledged. The gift catalog lacks variety, which could be improved to appeal to a broader range of employees.

Kudos offers a variety of achievement levels for employees, unlike others that only have uniform levels of recognition. This differentiation helps employees feel unique and valued for their efforts. The support provided by this program is exceptional, saving time and resources for IT and HR teams by offering readily available assistance.

Consider how you plan to utilize the program within your organization. Evaluate the cost, which is reasonable and provides great value for building employee confidence. The user-friendly nature minimizes the need for extensive troubleshooting. The adaptability of the reward system is excellent, offering different levels and options for recognition. Ensure the tool helps track team wins and recognizes individual achievements, a crucial factor in its effectiveness.

Kudos has become more flexible in terms of rewards and their utilization. Its user-friendly design and comprehensive features make it a valuable asset for all companies.

Kudos is ideal for companies looking to build their employee base and drive confidence among their current employees.

I liked that it was fun to give shoutouts to each other. I appreciated seeing how my coworkers viewed me. It was easy to use as it’s an intuitive tool that takes hardly any learning curve to get started.

We used Kudos to give praise to each other. It was a way for us to recognize each other's work within our team and while collaborating with other teams. It was also a good way to keep track of our successes and achievements. When it came time for performance reviews, I could look back on all my shoutouts and accomplishments. I used this tool for six months.

I disliked the limited ways the data could be split; there weren't enough tables and graphs. I felt the incentive program led to giving kudos just to earn points for redemption; there weren’t many options for gift cards. The pulse surveys didn't explore company culture deeply enough.

N/A - I haven't used another tool similar to Kudos before, so I don't have enough data for comparison. If I had to say, I feel Kudos is a good tool to at least check out to see if it’s something to implement in one’s organization.

People should consider how they would use this tool to encourage company culture and what type of culture they want to build on their teams. They should also consider if this tool is necessary or if there is another way to build company culture without using a tool.

I'm unsure. I didn't use this tool long enough to see it evolve.

Kudos would be useful for a small startup or a company trying to build up its culture. It would be best for organizations that work cross-functionally since it would help build trust among the various teams that work together, such as recruiting working alongside sales, HR, and hiring teams.

One of the features I like about Kudos is the integration with Slack, which was the company's primary communication channel. An additional pro is the capability to set limits for different tiered employee categories, particularly for cost control purposes. Finally, a unique and nice feature is the ability to create custom rewards specific to the company, such as an extra PTO day or lunch with the CEO.

A prior organization I worked with utilized this service. I was involved in the selection process, and we reviewed multiple similar services. The company's goal was to recognize staff and allow staff to recognize each other. Morale was a top priority. Kudos was selected because it was a good fit for the company's office dynamic, which at the time was spread across multiple office locations and a hybrid office model, integrated with Slack, and the pricing was competitive. I personally worked with this product for approximately six months.

A potential con, depending on the company's preference, is the limited options to customize badges, messages, and the overall look if unified company branding is important. Another con is that it can be tricky to connect Kudos with some systems, which can cause problems with syncing data and managing users. I recommend reviewing all their integration options during discussions. Lastly, at the time I used the system, they did not have employer swag store options. It would be nice to have this option.

These types of platforms feel pretty similar when reviewing them. They do what they say they will do. Outside of cost, a lot boiled down to customer service capability. They were easy to work with during initial discussions and after implementation. When issues arose, such as a rare technical problem or an employee issue with a reward, it was great to know you are working with people who will assist you promptly and offer good customer service to resolve any issues.

Employers should consider the range of rewards they would like to offer and thoroughly review them with the provider during discussions. It is also important to understand if costs are billed monthly, as rewards are used, or as a lump sum. Having experienced another similar service that closed its doors unexpectedly, I would never recommend using a rewards company that requires an estimated annual lump sum payment.

Nothing to my knowledge, other than general technical updates.

I think Kudos is a great option for small to mid-size organizations in private industry. Also, it suits more clerical-based roles, as these employees are in front of a computer and more likely to interact with the product.

Redemption of points in Kudos is straightforward. While there may be a bit of a learning curve initially, employees generally find that it becomes easy to use and navigate with time. The platform features a clean design and intuitive interface, making the overall experience pleasant and user-friendly. The simplicity in redeeming points ensures that employees can quickly understand how to convert their recognition into rewards, which is crucial for maintaining high engagement levels within the platform.

In a previous role, I used Kudos for 1.5 years. The company implemented Kudos as part of a broader initiative aimed at employee retention. This tool, among others, was utilized to recognize and reward employees, contributing to efforts to retain talent within the organization.

Additionally, we wanted managers to provide gratitude and appreciation to their teams, and Kudos effectively facilitated this. Some key benefits that were taken into consideration when implementing Kudos were employee recognition, improving retention, customized awards, and increased productivity.

Although Kudos provides reports, they are limited and not customizable, which was a drawback. We were seeking detailed analytics tailored to our specific needs. Additionally, the comment section can be tricky to navigate, which may impact user experience.

There were several complaints from employees regarding the redemption process. After redeeming their points, items often took a while to arrive, and employees did not receive status updates on their redeemed items. This lack of timely updates and long delivery times can diminish the positive impact of the recognition and reward system.

I currently use Workhuman and believe Kudos is subpar in comparison. One of the main issues with Kudos is the lack of personalization on the interface, which doesn't meet the customization needs that Workhuman offers.

The integration of Kudos into our HCM system was not seamless; it was clunky and problematic, causing disruptions and inefficiencies. Additionally, the mobile app for Kudos frequently crashed or had bugs, making it unreliable for employees who prefer to access the platform via their mobile devices. This impacted employee satisfaction and engagement with the tool.

Overall, these issues highlight where Kudos falls short compared to Workhuman, which provides a more robust, personalized, and reliable employee recognition and reward system.

When choosing an employee recognition platform, there are a few key things to keep in mind to ensure it meets the organization’s needs. First, customization is crucial. A platform that can be personalized to fit a company’s unique culture and requirements can help boost engagement since employees will feel the platform truly represents their work environment.

Good reporting features are essential because they let them track how effective the recognition program is. Look for a platform that offers detailed, customizable reports so HR can analyze engagement and recognition trends.

Integration with their existing Human Capital Management (HCM) systems is another important factor. Seamless integration ensures that data flows smoothly between systems, which can save time and prevent headaches down the line. The user interface should be intuitive and easy to navigate.

A user-friendly design will encourage more employees to use the platform regularly without needing extensive training. Lastly, in today’s mobile-first world, make sure the platform offers a reliable mobile app.

A stable, bug-free mobile experience will allow employees to recognize each other anytime, anywhere, which can significantly boost engagement.

It has been a few years since I last used Kudos, but from conversations with other HR professionals, I’ve learned that the platform has undergone some improvements. They’ve mentioned that Kudos now offers more integration capabilities through APIs with various other systems, making it more flexible and compatible with different organizational tools.

However, it seems that there are still limitations that have not been fully addressed. This feedback suggests that while Kudos has made strides in enhancing its integration abilities, there may still be areas where it falls short of user expectations.

Kudos is a good fit for small to medium-sized companies.

I like the awards feature because you can customize the categories to the company. The platform is easy to use and navigate, which makes the learning curve manageable. Recognition can be sent with or without points, so it doesn't limit employees in showing gratitude.

The client bought Kudos because they wanted a different way of recognizing and incentivizing team members. There wasn't a clear method for recognizing employees. We were also looking to find motivating initiatives to make recognition a part of the everyday culture. Kudos allowed collaboration and gratitude to be easy not only from a company standpoint but also by allowing team members to shout out to each other. We have a mixture of remote and on-site teams, so the platform makes it easy to navigate recognition.

I dislike that points expire after a certain period. I know it is to encourage giving recognition, but we also don't want to force it. The pulse survey feature is a bit limited in customization and analysis. Besides those two issues, I have no other cons.

I think they have really put time into ensuring the experience is top-tier. The platform structure compared to some of the others is what sold the company.

What do you want out of your recognition program? How do you want it to align with or enhance your culture? It's not just about points and getting rewards; it is about the specific outcomes you're hoping to see.

I am not sure, as I only used it for a brief period.

A medium or big sized company that want to reward and recognize their employees will find Kudos to be a good fit.

Kudos is user-friendly with clean graphics. There are different sections for everything you want to do—milestones, recognition, rewards, spaces, and galleries for team or project pictures. Everyone in the company can see who is being recognized, which encourages more finding the good and positive things to celebrate each day.

Kudos allows everyone in the company to communicate positive affirmation of something someone did. You can send a note, an award, a badge, or award points—there are numerous ways to show recognition. This is peer-to-peer as well as for management, and everyone can see the activity that is happening. It allows for customization, so a company can include rewards specific to their culture. The system allows for team-specific albums to share memorable moments. You can build content for education or games for holidays or team-building exercises.

If you use the Kudos bot, it is difficult to get it out of the way; it won't minimize, and you have to log out and back in. Kudos is highly configurable, allowing you to create awards that fit with company culture, but too many options can interfere with the messaging—the categories need to be fairly broad. Some of the icons are difficult to figure out without clicking on them.

Kudos is fairly easy to use and understand. Some other tools I've used are very complex and make it difficult to see reporting information for your team. Kudos displays this for you all the time; just click on the right icon, and your team information is right there.

Why are you buying an employee recognition tool? What is the measurable goal you hope to achieve in buying this tool? How will you ensure management and employee engagement for ROI?

Kudos listens to customer feedback and watches for bottlenecks or functionality issues so they can adjust accordingly. They try to keep up with trends in employee recognition and be creative in rewards.

Large organizations, especially those with low morale or little faith in executive leadership. Companies that do not pay at or above industry standards would gain positive results from using Kudos.

I like Kudos for its ease of use and seamless rollout across the organization. The recent integration of AI has improved functionality, reducing mistakes in responses and speeding up performance management reviews. Kudos offers intuitive ideas for reward and recognition in real-time, suitable for all roles within the business.

Kudos was purchased to enable real-time tracking of staff recognition and management. We needed to address staff turnover and understand the reasons behind it, believing that staff reward and recognition were the most effective and cost-efficient solutions. Kudos offers a wide range of rewards, from gift cards to extreme experiences, catering to all staff levels. I have personally used Kudos for over two years and have a contract in place for its continued use.

The visuals on some boards and user limits can be limiting. It also lacks support for GIF files, which can be an issue for those who use them regularly. Additionally, while AI integration is beneficial, it can detract from the human element needed in areas like performance reviews and performance improvement.

Kudos is a good value-for-money system for small to large multifaceted organizations. It enhances team performance and productivity, is easy to use, and is accessible even on mobile phones, which is ideal for site-based recognition and engineering firms.

One benefit for a small business is the cost per user, but this may not be suitable for a rapidly growing business that needs to stick to a specific budget long-term. This cost structure supports clear organizational growth aligned with budget constraints.

Kudos has grown organically through client feedback and recently introduced AI for feedback, which is the future of this space.

It is a flexible tool, ideal for medium-sized organizations.

It is a fun way to keep everyone engaged and make the employees feel valued for helping each other out. You can accumulate points that can be redeemed for money. It also makes recognizing people easy and builds a culture of help and collaboration.

My organization bought Kudos to implement an employee recognition system, which was quick and fun. It was a way to acknowledge people for the little things they did on a regular basis and not have to wait till the Performance reviews.

I wish it could also include the contract employees. I can’t think of any negatives of using the app. Maybe it can have more emojis to include in more activities.

I have not used any other similar tool, I used Kudos and it did exactly what the team was looking for.

They should understand that this tool is not to replace any formal reviews or engagement activities. It is merely to supplement and extend the engagement among the team and highlight quick wins to create positivity

I have not seen much changes during my time of usage

I think a technically savvy workplace is important and would be the best scenario to use the tool

• It has many functions that it can be used for.
• It is easy to use.
• It provides the opportunity to build your own rewards.

We brought Kudos to ramp up our employee experience through the employee lifecycle. It provides opportunities to recognize employees through various stages in their careers. It was also a way for us to acknowledge milestones and do pulse surveys. I used this software for about a year.

It is quite costly. Other competitors in the marketplace offer better cost value.

In the employee recognition space - Kudos has a lane that offers services for People Analytics

Why are you purchasing an employee recognition tool? Is their buy-in for senior leadership? Can you buy tools a la carte or do you have to buy everything the platform has to offer?.

Large organizations