20 Best Employee Rewards Programs of 2026
The true standouts in a sea of self-claimed best employee reward systems.
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The best employee reward system helps you motivate staff, strengthen your workplace culture, and attract new talent without exhausting your human resources with piles of extra work. After testing over 50 options and giving and receiving hundreds of kudos over the past five years, we’ve experienced firsthand how easily such a platform can foster a culture of appreciation, especially when paired with its sibling employee recognition software.
What is the best rewards program for my staff? How much does it cost? Any pitfalls and adoption mistakes I need to bear in mind? These are some of the questions we’ll help you answer in this guide.
Flexibility and customization, reporting and analytics, and peer-to-peer engagement are the criteria we use to evaluate the best reward system for employees.
1. Flexibility and customization
The strength of many workforces lies in their diversity, which means not everyone wants the same employee perks and benefits. To evaluate how customizable and flexible an employee rewards system is, we investigated the system’s rewards catalog. We examined the number of available reward types, merchants, and covered countries, and the option for custom company-branded swag.
2. Reporting and analytics
After testing essential rewards features from both the employer's and employee's perspectives, we examined the system’s analytics dashboard. Let’s be honest: One of the best things about having technology by our side is its ability to diligently track data in real time and highlight critical points and trends that deserve our attention.
We pulled standard and custom reports (if any), considering how easy (or hard) it was to get a set of data from the system and whether it’s helpful, actionable, and easy to digest for most users.
3. Peer-to-peer engagement
Employee rewards shouldn't be doled out by bosses alone; the recipients should also have some input on the process.
Recent data supports this idea: Recognition from co-workers is 35.7% more likely to positively impact financial results than recognition only from managers. For that reason, we looked at features like milestone celebrations, kudos, shoutouts, and, really importantly, how easy they were to use.
During testing, we signed up for a demo with vendors, examined the tools ourselves from both employer and employee perspectives, and sought verified user feedback to get a more holistic view of what each option has to offer.
Additionally, we’ve interviewed HR leaders from companies using employee rewards systems to understand what works in practice and what doesn’t. We’ve also consulted with industrial-organizational psychologists to better evaluate how rewards impact motivation and culture.
The people behind this guide bring decades of HR, technology, and editorial experience.
- Huda Idris led the editorial development of this guide, ensuring every platform review is structured, clear, and genuinely helpful for HR professionals. With over 12 years in HR tech content, she focused each evaluation on practical considerations like ease of use, alignment with HR goals, and long-term value.
- Phil Strazzulla developed the criteria used to assess each employee rewards platform. As the founder of SelectSoftware Reviews and an experienced HR tech buyer, he helped shape evaluations around impact on culture, scalability, and ROI.
- Alison Hunter contributed hands-on insights to each review, analyzing how platforms perform in real-world use. With 10+ years of experience launching HR strategies, including recognition programs in tech companies, she evaluated systems based on rollout speed, user engagement, and long-term adoption across teams.
- Anh Nguyen led the research and testing of the rewards platforms featured in this guide. With a background in tech recruiting and academic research, she analyzed platforms for usability and how well they support HR teams in driving recognition and retention.
- Christina Moran contributed expert analysis on how each platform supports intrinsic motivation, team recognition dynamics, and cultural reinforcement. Her expertise in organizational psychology enriched our reviews with evidence-based perspectives on what actually drives meaningful reward experiences.
- Tracie Marie brought a scaling and strategic fit perspective to our reviews. With experience implementing recognition programs at both startups and Fortune 100s, she helped assess which platforms can adapt to complex organizational structures and evolving engagement needs.
At SelectSoftware Reviews, we test and review products with complete editorial independence. Every insight you’ll find here is grounded in hands-on use, expert analysis, and what actually matters to HR teams trying to build a stronger culture of appreciation. Read more about our editorial standards.
Motivosity
Motivosity lets employees choose personalized, exciting rewards; automates service awards and birthdays; and leverages gamification to drive engagement in company initiatives.
PROS
- Motivosity is mobile-friendly. Users can access the platform via phones, desktops, and collaboration apps like Teams and Slack.
- The company offers free software (namely Connect) with fundamental features for employee engagement.
- The free trials are available for all paid subscriptions.
- In addition to rewards, it’s easy to give a shout-out or recognition to another colleague through the platform.
- The built-in reporting provides helpful insights around potential attrition, most recognized employees, and performance highlights.
- Employees can access this system from their phones, desktop, and apps they are in at work such as Teams/Slack
- One platform that combines rewards, recognition, employee engagement, and more
- Built in reporting with insights around potential attrition, most recognized employees, managers that need coaching, etc.
CONS
- Lack of rules to regulate the distribution of points. For example, a team member could give 100% of their monthly rewards to a friend.
- Performance management features, like 1:1s and coaching, are no longer available.
- Only has dollar (not points) based rewards. Their research shows dollars is more effective, but many companies want points.
- Some users claimed sometimes it can be a bit buggy connecting to Slack to notify people that an appreciation came through.
- It would have broadened the number of gift card options for users to choose from.
- There could have been an easier way to integrate the software with swag stores. For now, you have to transfer funds to a card and then link that card with the swag store, which slows down a bit the process to cash in funds.
Motivosity is easy to recommend given how this vendor reinvents employee rewards by letting companies move beyond cookie-cutter gift cards to create recognition programs that truly resonate with their teams. Testing the platform, the first thing that sticks out is the rewards store. It’s so customizable, covering both digital or physical gift cards, from national retailers or local merchandise.
Adding custom rewards was straightforward. We liked how flexible the platform is in letting administrators set up unique competitions—anything from wellness challenges to book clubs—complete with badges and awards for winners. Impressively, you can set up the platform so that participants can upload proof such as step counts or book reviews to foster integrity and fairness to the process.
For milestones, Motivosity automates service awards and birthday celebrations with personalized gifts and shoutouts. These moments appear in a social feed, where colleagues can leave social recognition to amplify the celebration and build camaraderie.
However, we think you'd hesitate to make an investment in this platform if all-in-one solution with both recognition and performance management capabilities is what you’re eyeing. Motivosity has phased out its performance management tools, so features like one-on-ones and coaching are no longer available.
Another potential drawback is that the rewards platform lacks rules or limits on how employees distribute their points. This means someone could, in theory, send 100% of their monthly reward allocation to a close friend, which can hurt the fairness of the system if not monitored.
Health Catalyst, Cotopaxi, Health Equity, Instructure, Ivanti
Motivosity’s core product of Recognition and Rewards is $4 per employee per month. This includes all of their tools for internal communication, rewards, awards, milestones, social connection features, etc. For a comprehensive list of features included in each pricing option, refer to Motivosity's dedicated pricing page.
Best For
Motivosity is among the top social rewards platforms for organizations with 10 - 10,000 employees.
Motivosity for management and leadership development has been a major area we employ. We use this to facilitate one-on-one and small group meetings between supervisors and their teams. It's been extremely helpful in getting everyone to participate and as they can add agenda items and plan in advance.
Performance has improved as a result because staff receives guidance on problem-solving and prioritizing work from their supervisor and they receive acknowledgment afterward. Also, the leadership team can see the reports on how often these meetings are happening and get a sense of how well our supervisors are performing.
We also use the recognize feature to reward the daily achievements and allow staff to recognize coworkers. Great work that often went unacknowledged or just was easily forgotten/overlooked now gets the attention it deserves. We found that everyone responds to this feature and that these small, regular acknowledgments tied to tangible monetary and gift rewards have really increased overall employee motivation and satisfaction and made doing great work rewarding and fun for our staff. We also set it up to make sure major events like an anniversary are not missed.
We also benefit from the surveys and feedback that leadership can see as insightful and data-driven reporting. It has been critical in getting information that was mainly anecdotal, unpredictable, and sporadic in the past. We use this for departing employees' exit interviews and to track turnover. Handling and understanding employee turnover had been overly informal and a bit chaotic before this feature, but we use the exit interviews and data to get a better picture of areas we need to focus on.
It improved employee morale and performance by offering ways for them to connect better with coworkers and supervisors and allowed ongoing, regular, and routine recognition rather than just major things like salary increases and promotions.
Leadership has gained a better sense of how our management is performing and increased the effectiveness of our supervisors at every level.
It's given us valuable data about how our staff are performing, employee turnover, and management performance in reports.
We were concerned about employee engagement given the fact that a large number of employees were remote, and we have multiple worksites. Both factors created a sense of disconnect among the staff from both the company and their co-workers. It seemed to be harming employee morale and, consequently, employee productivity.
We were also very concerned about increased interpersonal conflict, declining employee retention and feedback that generally indicated dissatisfaction. We were also looking for a way to provide ongoing recognition and to attain ongoing feedback, because annual reviews and occasional surveys were not enough, and were not incorporated into the day-to-day culture.
We've used motivosity for about a year and a half. In that time, we've seen improvements in all these areas.
We were not thrilled with the customer support regarding questions about billing and technical errors.
The system seemed to have some technical issues and was sometimes really slow or even would crash.
Though it met our needs, there do appear to be products on the market that have more features for around the same cost.
Having used a few similar products, I think Motivosity does a better than average job creating personalized connections between coworkers and social media-like content for staff members and was very good at fostering a sense of empowerment by management to the employees.
It allows for employees to recognize each other, not just management recognizing employees as is typically the case. Also, the user interface is very straightforward, intuitive, easy to navigate, and easy to use.
A tool like this will very likely increase employee engagement and increase performance and retention, but people should consider the costs involved both in the product and in monetized rewards and recognition to staff.
Once you institute such rewards, taking them away may be poorly received by staff. Also, it requires leadership to support and endorse the efforts to use this product and without that, it may not be effectively deployed, especially if you do not have full participation.
From my understanding, they have refined the features to focus better on reporting and on management development.
Remote workers will especially benefit. It helps to replace some of the personal bonding and connection that usually happens through in-person interactions.
Organizations, where there is infrequent staff interaction, will also find a lot of benefits in both the sense of personal connection and regular recognition that can be lost when workers are not physically near each other often.
An organization that highly values a top-down style of relationships may find that they don't value the degree to which employees are empowered to give feedback and recognition.
C.A. Short Company
C.A. Short is a great option if you value high-touch support, deep customization, and a strong mix of digital and physical rewards and recognition programs for employees. Its peer-to-peer recognition features allow for both digital and physical forms of acknowledgment, while the dedicated support team makes sure the entire system is customized to your needs.
PROS
- The rewards and recognition programs are coded to fully match each customer’s needs.
- Combines digital (peer-to-peer eCards, social feed-style recognition) and physical recognition (on-the-spot recognition cards).
- Dedicated account managers, customer service reps, and an implementation team.
- The rewards and recognition programs are coded to fully match each customer’s needs.
- Combines digital (peer-to-peer eCards, social feed-style recognition) and physical recognition (on-the-spot recognition cards.)
- Dedicated account managers, customer service reps, and an implementation team.
CONS
- The UI is not as modern as some competitors.
- Changes to the system require communication with support rather than self-service configurations.
- Reporting relies on Power BI rather than being embedded within the platform.
- The UI is not as modern as some competitors.
- Changes to the system require communication with support rather than self-service configurations.
- Reporting relies on Power BI rather than being embedded within the platform.
C.A. Short is not the most modern-looking or feature-rich employee rewards platform we’ve reviewed, but its white-glove, concierge-style support is among the best, especially for businesses that want hands-on guidance in designing and implementing a corporate rewards program.
We evaluate dozens of new vendors every month, and it’s clear that most platforms are moving toward a fully digital approach. However, C.A. Short is one of the rare few who embrace a hybrid model of peer recognition, combining digital tools with tangible, in-person acknowledgment. This unique approach adds a personal touch that sets it apart.
During our assessment, as employee users, we could send eCards with or without monetary rewards, celebrate achievements with peers in the social feed-style "Rec Room," and even receive on-the-spot recognition cards—physical cards handed out by managers for a job well done. The point redemption process was smooth, too: we scanned a QR code on the card, and our recognition points were redeemed almost instantly.
When it comes to customization, C.A. Short takes a highly personalized approach. In our tests, simply communicating our needs to the customer success team resulted in a system coded to our specifications, complete with fully tailored corporate rewards program packages. This makes for a less flexible, self-service experience, but it also significantly reduces the administrative burden—something many companies may prefer over off-the-shelf tools.
On the reporting front, C.A. Short offers a robust tool called C.A. Insights, which provides strong visibility into recognition engagement, usage patterns, and program effectiveness. However, a notable drawback is that the analytics are not built directly into the platform. Instead, they rely on Power BI, requiring users to leave the system to access data. The good news is that the vendor has confirmed full in-app reporting integration is on their roadmap, and we’ll be sure to keep you posted once it’s available.
Another thing to keep in mind is that while the employee rewards software excels in customization, the user interface is not as intuitive or visually appealing as solutions like Motivosity or Connecteam.
Additionally, though C.A. Short does offer automated secure sFTP folders for data integration, eliminating manual data imports, some might prefer the familiar native integrations with big HR software vendors like Workday and BambooHR.
Dollar General, Penske, Sysco, and Tractor Supply are some of C.A. Short Company’s customers.
C.A. Short Company doesn't have a free trial, and pricing is determined on a case-by-case basis.
Best For
C.A. Short Company is best suited for mid-sized to large organizations prioritizing hands-on support and a deeply tailored employee rewards program experience.
Bonusly
Bonusly’s specialty lies in its global rewards catalog and its ability to connect recognition with rewards to drive employee performance. The platform packs over a thousand gift cards and curated physical gifts. Teams of 50–5,000 can roll out Bonusly quickly, and nonprofits especially benefit from its discounted pricing.
PROS
- Bonusly offers an intuitive user interface for admins, managers and employees.
- The platform is available in German, English, French, and Spanish.
- There are Android and iOS apps for on-the-go access.
- Nonprofits and educational organizations get discounted pricing from Bonusly.
- There is a free plan and a 14-day, full-featured free trial that anyone can sign up for.
- Intuitive user interface.
- Available in German, English, French, and Spanish.
- Supports Android and iOS.
- Discounts for nonprofit and education organizations.
- 14-day, full-featured free trial.
CONS
- Less suitable for experiential rewards due to its point-based system.
- Some users have reported issues with user imports, redemptions, or platform downtime.
- Analytics and reporting features are relatively underdeveloped.
- The reward catalog lacks in-person experiences and physical goods.
- All our plans are billed annually, and the vendor no longer discloses their pricing.
Bonusly is one of the most flexible and employee-friendly rewards platforms we’ve tested, which is designed to offer tangible value, personal choice, and global accessibility. From gift cards to branded swag and curated physical gifts, this tool makes it easier for companies to build meaningful employee rewards programs that scale across teams and geographies.
The core offering is Bonusly’s global rewards catalog, featuring over 1,200 gift cards in over 200 countries and curated gifts that feel personal and meaningful. Employees can choose from categories like apparel, dining, travel, and entertainment. In our tests, the redemption process was pretty straightforward, with clear navigation and strong international coverage. Through its AXOMO integration, companies can also offer branded swag on demand, which one can utilize to keep rewards on-brand without giving more work to HR.
Moreover, recent product updates have improved reward delivery and platform control. Slack and Teams integrations now allow one-click reward actions with real-time previews, and admins can moderate content by restricting hashtags or emojis. Bonusly has now also expanded its integrations to include Paylocity, Rippling, and Workday, enhancing compatibility within larger HR ecosystems.
Additional enhancements include structured 1:1s with shared agendas, lightweight check-ins to keep everyone on the same page, and automated performance recaps that highlight not only recent contributions but also trends over weeks and months.
That said, given that this solution’s rewards model is primarily point-based and individual-focused, companies aiming for more non-monetary, experiential reward strategies may find it less compelling.
We’d also like to see Bonusly improve its analytics further, as the current dashboards provide high-level trends but lack granular filtering by department, tenure, or region. Additionally, some global users report limited local reward options and lower redemption caps, which can affect fairness and engagement abroad.
Hulu, InVision, SurveyMonkey, and Headspace are among Bonusly's 3,400+ customers.
Bonusly provides three annual subscription tiers: Free ($0 for up to 8 users), Team ($3/seat), and Organization (custom pricing). A 14-day free trial is also available.
Best For
Bonusly is best for mid-sized to large companies that want a flexible, point-based employee rewards system with international reach and strong admin controls.
One of the most effective ways to use Bonusly is by tying it directly to company values. Attaching values to recognition helps reinforce what they look like in action. The tool also gamifies recognition, allowing employees to reward each other in a fun and engaging way.
Employees could redeem their points for rewards, donate to nonprofits, or even support coworkers in times of need—for example, we once set up a special donation fund when an employee's dog required expensive veterinary care. This flexibility made Bonusly a powerful tool for fostering both engagement and community support.
- It's easy to set up and use.
- Employees loved using it, and it was the most widely adopted recognition tool I’ve seen in my career.
- It provided visibility into employees' contributions, which was especially valuable in a remote work environment.
I administered Bonusly for over two years as our primary reward and recognition tool. We used it to celebrate employees, provide positive feedback, and reinforce company values and culture. As a predominantly remote company, we relied on Bonusly to foster connection and encourage behaviors we wanted to see more often.
Full disclosure: I worked for Bonusly when we used it, but I left the company two years ago. One of the reasons we implemented it was to "dog food" the tool—using our own product to better understand its impact.
- I wished it had broader functionality, so we didn’t need separate tools for other recognition-related needs.
- The reporting capabilities were limited, missing opportunities to provide deeper insights into employee engagement.
- They introduced an engagement survey tool, but it couldn't compete with more established solutions in that space.
Bonusly was extremely easy to use and integrate into workflows, especially for companies that rely on Slack. While other HR tools include recognition features, Bonusly’s gamification made it more engaging and widely used. However, it could be a harder sell to executives since some competing platforms bundle recognition with other HR functions.
Think about your goals and how your team works. Avoid traditional mindsets that limit recognition to managers or leadership—peer-to-peer recognition can be just as impactful. Consider how a tool like Bonusly can help amplify your culture and reinforce company values in a meaningful way.
Bonusly has always excelled at core recognition but struggled to expand its functionality beyond that. Recent updates suggest they are working on additional features, and I’m curious to see how those develop. If they continue to evolve, it could become an even stronger tool, particularly for smaller companies.
Bonusly works well for companies of any size, from small teams of five to large enterprises with 15,000 employees.
If a company does not prioritize employee recognition or struggles with engagement, Bonusly may not be the right fit. Without an existing culture of appreciation, adoption and impact would likely be limited.
Achievers
We chose Achievers because its international reward system performed more smoothly than most we’ve tested. Local vendor partnerships across 200-plus countries reduced friction for employees receiving rewards, and the platform’s real-time budgeting features kept things predictable at scale.
PROS
- Global reward fulfillment via localized vendor partnerships.
- The concierge redemption option lets employees choose virtually any legal reward.
- Swag, gift cards, cash-like options, and experiences available in a single platform.
- Budget controls and compliance tools support enterprise-wide reward governance.
- Highly flexible catalog that adjusts based on location, language, and user permissions.
- Native integrations with Workday, Slack, Outlook, and several other enterprise platforms.
- Global reward fulfillment via localized vendor partnerships.
- The concierge redemption option lets employees choose virtually any legal reward.
- Swag, gift cards, cash-like options, and experiences available in a single platform.
- Budget controls and compliance tools support enterprise-wide reward governance.
- Highly flexible catalog that adjusts based on location, language, and user permissions.
- Native integrations with Workday, Slack, Outlook, and several other enterprise platforms.
CONS
- Reward catalogs vary by region, with some users wishing for more variety.
- Some users noted that the redemption layout could be confusing, or they experienced difficulty locating specific reward items.
- Targeting organizations with 500+ employees, Achievers may be too costly for smaller companies.
- Reward catalogs vary by region, with some users wishing for more variety.
- Some users noted that the redemption layout could be confusing, or they experienced difficulty locating specific reward items.
- Targeting organizations with 500+ employees, Achievers may be too costly for smaller companies.
For large organizations that want to offer culturally relevant rewards across regions, we found that Achievers provides a solid global infrastructure, a flexible concierge option, and a clear no-markup pricing model.
What stood out most in our testing, perhaps, was the global fulfillment engine. Instead of steering everything toward Amazon gift cards or a small in-house catalog, Achievers works with local vendors in more than 200 countries through a drop-ship model. Seeing how this played out in sample flows, it felt more reliable than many systems we have tried. Employees in Canada and the U.K. generally receive rewards without the shipping delays or additional import fees that tend to frustrate users elsewhere. It is not perfect everywhere, but the consistency was noticeable.
The catalog itself is broad. We saw cash-like gift cards, charity options, travel and lifestyle perks, branded gear, and a wide mix of physical items. What gave the system a different feel was the concierge feature. Employees can request nearly any legal reward, and Achievers will attempt to source it using their vendor network. We have seen other platforms talk about flexibility, but this was one of the few cases where it actually came through in practice. Of course, how often employees use it depends heavily on internal guidance and manager discretion.
On the admin side, we found the budgeting tools straightforward to work with. Real-time visibility helps prevent overspending, and the no-markup pricing model keeps point values predictable. For organizations that need tight financial controls, this level of transparency can be useful. On the employee side, integrations with Microsoft Teams, Slack, and QR-based mobile access keep recognition close to where people already work. We appreciated that recognition did not require a separate login just to complete simple tasks.
There were also areas where the platform felt less strong, of course. In particular, users in less-supported countries often say the catalog feels thinner than in major markets. While that is not uncommon in global reward tools, it is still worth noting. We also saw comments that the redemption workflow felt a little harder to navigate, especially when users were looking for specific items rather than browsing. Additionally, because Achievers is built for organizations with 500 or more employees, smaller companies may find the platform heavier or more costly than they need.
Five Star Bank, General Motors, Sobeys, Wesley, Moxa.
Achievers uses custom pricing. A demo is required for an accurate quote.
Best For
We found Achievers to be a strong option for large, global organizations that need predictable pricing and a flexible reward model. Its strengths are most evident at enterprise scale, though companies in smaller markets or with leaner needs may want to weigh the trade-offs.
Guusto
We are big fans of Guusto’s inclusive approach to coporate rewards, with features that enforce a culture of appreciation across all employees - from the frontline to the executive suite. The platform is also easy to set up, has a straightforward redemption process and a free plan for SMBs.
PROS
- Guusto is remote-friendly and planet-conscious: All gift cards are digital, so no plastic waste and no shipping.
- The gifts are real dollar value – no confusing points.
- You can use the platform on mobile devices thanks to its Android and iOS apps.
- The subscription fee is for reward givers only. You can add unlimited recipients for free.
- Guusto partners with One Drop Foundation: the platform donates one day of clean drinking water for every gift sent.
- 4,000+ reward options available worldwide.
- Free plan available.
- They partnered with the One Drop Foundation to donate 1 day of clean drinking water for every gift sent.
- All gift cards are actually digital, meaning there’s no plastic waste. This also makes it a very remote-friendly product.
- Guusto is not a points program. All the gifts within the platform are real dollar value.
- As of early 2023, their global rewards options have grown to the thousands.
- In the process of becoming more international, gift redemptions can now be done in almost any currency within the regions they operate in.
CONS
- Accounts can only be funded with USD or CAD, although gift redemptions can be made in a variety of currencies.
- The starting price for subscriptions has increased from $40/month to $125/month.
- Accounts can only be funded with USD or CAD
Guusto makes rewards and recognition seamless for dispersed workforces with its inclusive and automated software. We appreciate a simple approach to rewards, and Guusto offers just that.
Rather than point systems, which can be confusing to understand, Guusto uses real dollar value rewards that can be sent to any employee, even if they aren't in the system yet. To make things even better, you only need to pay for users that send recognitions; recipients can be added for free, without any limit.
Another thing we love about Guusto is its focus on frontline and deskless workers, ensuring they’re not left out of any appreciation efforts. These employees are often on the move, and many of them don’t have corporate email access. Their rewards and shoutouts can be sent to them via SMS text messages and physical cards.
The software empowers managers with custom budgets to consistently recognize achievements, reinforce values, and automate milestone rewards. Peer-to-peer shoutouts boost morale across locations, automated drawings help randomly issue rewards and incentives, and employees can redeem their recognitions for hundreds of digital gift cards from top brands worldwide, company swag, donations, and more.
Unfortunately, the recent price change for Guusto left us a little disappointed. It used to start at an affordable rate of $40 per month. Now, the latest figure has tripled to $125 per month. And given that Guusto accounts can currently only be funded using USD or CAD, those operating across different currencies may find this restrictive.
Staples, Compass One Healthcare, The Body Shop, Fairmont, Rexall Pharmacies
Guusto offers four pricing plans: a free plan for single users sending rewards, a Lite plan at $125 per month for single users who send and schedule bulk rewards, and Essential and Premium plans, priced per seat per month. Essential costs $4 per sender seat and $0.7 per recipient seat with a minimum contract of $200 per month, while Premium is $5 per sender seat and $1 oer recipient seat with a minimum contract of $500 per month.
Best For
Guusto’s employee rewards program is best for companies with frontline employees, particularly in the Healthcare, Retail, Financial Services, and Hospitality industries.
Employee & peer rewards and recognition.
I love using Guusto because of the peer recognition and when you receive gift cards from coworkers, the redemption process is easy from a variety of vendors. The user interface on the Guusto site & app is easy and you can find things easily on the website.
Guusto is very user-friendly for employee & peer recognition. I have been using Guusto for about 3 months now.
The website and application is very user-friendly and easy to use. I would only recommend having themes for the website and having a dark mode option.
The variety of vendors and the amount of gift selection available to use. Guusto has a variety of gift vendors and the redemption process is very simple.
Guusto listens to our feedback and is very customer-oriented.
Financial companies or any office companies. The user experience is very simple for anyone.
Possibly companies where computers are not used and where employees do not have their own email addresses.
Workstars
Workstarts gives you the choice to gift employees from its online rewards and prepaid cards or to create your own catalog of incentives and perks that meet your employees’ liking, redeemable at both a local and global scale.
PROS
- Pretty simple to launch and navigate.
- Pricing is transparent—no fees for setting up the system.
- Cost-effective when compared to similar platforms.
- Culturally aware, while based mainly in the UK and the US, the Workstars team has been known to go the extra mile to adapt to the customs, expectations, and cost of living adjustments of clients in other parts of the world.
- 30-day trial with a dedicated support agent.
- Custom rewards like service awards, top performer awards, nominations, voting, etc
- Cost-effective when compared to similar platforms.
- Culturally-aware; while based mostly in the UK and US, the Workstars team has been known to go the extra mile to adapt to the customs, expectations, and cost of living adjustments of clients in other parts of the world.
CONS
- No HRMS integrations. To upload employee data, the user must either make do with XML/CSV files or set up the API integrations.
- No free plan.
- The user interface appears less modern than some competitors.
- Support is limited to UK and US business hours, which could result in delayed responses for international users.
- Neither a free plan nor a free trial is offered.
Workstars can help you deliver an exceptional employee experience with its global flexibility, seamless integrations, actionable insights, and strong security. Through the platform, you can access an online catalog of rewards and prepaid cards to incentivize employees, locally or globally. In our testing, we were quite impressed by how the platform let us add and change languages, countries, currencies, and cost of living adjustments without extra fees. It’s got a level of flexibility we’ve not seen on other platforms.
We are also fans of Workstars’ analytics capabilities, giving users valuable insights into workforce engagement trends, undercover achievers, and corporate value effectiveness. It also provides the reports you need for finance, IT security audits, and more.
Workstars also integrates with popular tools like Slack, Microsoft Teams, and Salesforce, and prioritizes security, with robust protocols around data storage, GDPR compliance, and penetration testing. To top it all off, the platform is fully responsive on mobile devices, ensuring employees can access Workstars anywhere.
Still, we wish Workstars offered pre-built HRMS integrations just like most of its peers. In order to connect the employee rewards program with your existing HR tech stacks, you must have to resort to XML or CSV uploads, or invest engineering resources into building out API connections. Similar to Guusto and Nectar, this vendor also don’t offer a free trial.
TT Electronics, Trac, and AstraZeneca are some of the many companies that use Workstars.
Workstars offers three subscription plans, billed monthly: Entry, Pro, and Global. The pricing for these plans ranges from £1.50 - £4 per user depending on the number of user seats you need and whether you need to use the platform in multiple languages/currencies.
Best For
Workstars is ideal for companies with a workforce ranging from 50 to 10,000 employees.
We use it to say happy birthdays. We use it to wish each other happy work anniversaries. We use it to create a positive environment for our employees. It has helped increase overall morale.
I really like the design of emails. I like that you can custom-make emails that are sent to employees. I like to provide employees with a fun tool.
They decided to use workstars as an additional resource for employee recognition for birthdays. They also wanted to recognize employees for anniversaries. They wanted to be able to give each other props on a regular basis.
Thought it was expensive for the platform. Wish it was more user-friendly. Wish we had one dedicated rep.
They are very similar to other platforms out there.
How often you plan to use it. How many employees you will have using it.
I haven’t noticed changes while we used it.
Hybrid organization that has employees all over the world.
It’s good for all organizations
AdvantageClub.ai
We picked AdvantageClub.ai because it has everything one would need for employee rewards and recognition in one place, so you can ditch the multiple apps and streamline your process with this easy-to-use platform. Plus, if you want to create a rewards program that matches your company culture, you can customize it with the thousands of redemption options this vendor offers.
PROS
- AI-powered messaging feature streamlines the process of giving and receiving recognition.
- Extensive global rewards marketplace with 10,000+ brands across 100+ countries.
- Flex-Benefits program allows employees to customize how they use perks.
- AI-driven engagement assistant (ADVA) nudges employees to stay active in recognition programs.
- Seamless integrations with HRMS, Slack, Teams, and Outlook for workflow automation.
- AI-powered messaging feature streamlines the process of giving and receiving recognition.
- Extensive global rewards marketplace with 10,000+ brands across 100+ countries.
- Flex-Benefits program allows employees to customize how they use perks.
- AI-driven engagement assistant (ADVA) nudges employees to stay active in recognition programs.
- Seamless integrations with HRMS, Slack, Teams, and Outlook for workflow automation.
CONS
- No public pricing. No self-service free trial.
- Instead of self-configuration, users may require additional support to leverage the power of analytics and dashboard features fully.
- No public pricing. No self-service free trial.
- Instead of self-configuration, users may require additional support to leverage the power of analytics and dashboard features fully.
For those who are here for an employee rewards and recognition system that allows you to customize and use AI and has thousands of global redemption options, we highly recommend AdvantageClub.ai. This platform’s global rewards marketplace boasts more than 10,000 brands in over 100 countries and counting. And just as importantly, the redemption process is easy and smooth.
We gave the redemption process a test by selecting a Walmart gift card from the U.S. marketplace. Within seconds, we received our digital gift card, ready for use. From there, we could redeem the earned points through the system’s peer recognition program for shopping, dining, experiences, and even wellness benefits.
We tested AdvantageClub.ai’s redemption process by choosing a Walmart gift card from the US market
The Amazon Marketplace integration also came out really nice. We could convert points directly into purchases across various product categories without any issues.
If you like to give employees more control over how they use their perks, the in-app Flex-Benefits program has options for medical benefits, wellness plans, and fitness memberships— all configurable.
The flexibility is extended to the employer’s side, too. Instead of being a plug-and-play solution, AdvantageClub.ai allows companies to custom-brand their rewards program, from logos and colors to customized award categories.
Within its admin dashboard, we could set up custom award approval workflows, manage budgets, and configure different recognition programs per department or region. The system also worked well when we used bulk uploads for award distribution, which can be very handy for those looking to roll out incentives at scale.
And "ADVA," the AI-driven engagement assistant, impressed us with the gentle nudges to keep employees involved without being too pushy about it. For example, it reminded us that we hadn’t recognized a colleague in two weeks and suggested sending an appreciation message. Similarly, for wellness incentives, it notified us when we had points to use for a health check-up.
One downside of AdvantageClub.ai, however, is that this vendor isn’t upfront about their pricing. Costs can change depending on where your team is based and what features you need, so a talk with their sales is a must to get a quote for your business. Also, unlike some competitors such as Guusto and Workstar, the rewards platform doesn’t offer a free trial.
1,000+ companies, including EY, Concentrix, TARGET, Hexaware, BCG, and Turner.
AdvantageClub.ai has custom pricing.
Best For
AdvantageClub.ai is ideal for large enterprises and mid-sized organizations looking for a highly flexible employee rewards and recognition platform with AI-driven automation and a global marketplace for perks and benefits.
Connecteam
Connecteam is an all-in-one workforce management hub for businesses, big and small with simple yet effective employee rewards program features. This vendor is also one the few rare in the space that provides a genuine free, functional option.
PROS
- Intuitive, mobile-friendly user interface.
- Customizable badges and recognition.
- Purchased tokens never expire and are refundable.
- A single platform for rewards and recognition, job scheduling, time management, team communication, and more.
- Free to use for teams with 10 users or fewer.
- One of the only fully-mobile HR tech tools for deskless workers
- Very adequately-priced for all it entails, SMB-friendly
- Quite open to feedback, having implemented user suggestions as features in the past.
CONS
- Fewer reward options than specialized rewards and recognition brands.
- Limited peer-to-peer features.
- Third-party integrations limited to 4 payroll software providers.
- API access is for Enterprise plan only.
- No phone support.
- In the communication hub, the app offers no confirmation that messages were sent and/or seen.
- Certain features that some teams consider essential, such as GPS-tracking, are only available in the higher-tier pricing plans.
Instead of taking the spotlight, Connecteam's rewards and recognition are designed to complement other features this workforce management software offers. And we must say, they totally nailed it.
Unlike Assembly, the tokens you buy from Connecteam never expire, and you can get a refund if you need to. There are fewer gift card options than with competitors like Bonusly or Motivosity, but popular brands like Amazon, Apple, and Best Buy are available.
Unsurprisingly, transaction fees are applied—10% for any purchased gift card in the U.S. and 15% for other countries. What we do appreciate here, though, is that the vendor has always been upfront about its prices. It always informs users about the cost of purchasing tokens and the price of the gift cards, so they know the difference before buying.
Connecteam gives you different ways to show appreciation for your employees. You can send recognition messages to individuals, select multiple users to send to everyone, or filter recipients based on specific criteria. Plus, you can create your own customized recognition badges to add a personal touch.
However, Connecteam doesn’t seem to give peer-to-peer recognition the attention it deserves. At the time of writing, there’s no way for employees to gift tokens to others. To give a colleague a shout-out, they either have to rely on the comment section on the admin’s recognition posts or use the chat feature.
Integration is another area in which this employee rewards software vendor falls short. It can connect natively with just 4 payroll solutions, while its API access is only available on the Enterprise plan.
36,000+ companies, including Siteline, EnviroCon, and Copernicus.
- Small Business Plan: Free for up to 10 users.
- Basic Plan: $29 per month for the first 30 users, $0.5 per additional user.
- Advanced Plan: $49 per month for the first 30 users, $1.5 per additional user.
- Expert Plan: $99 per month for the first 30 users, $3 per additional user.
- Enterprise Plan: Custom pricing with features like personal account managers, SSO, 2FA, biometric lock, and API access.
Best For
Connecteam’s employee rewards program works best for non-desk or distributed teams seeking to celebrate achievements and show employee appreciation.
I track my employees' clock-ins and clock-outs, ensuring they are accurately clocked in at the correct locations and jobsites. Employees forget to clock in often, and checking live data makes correcting this in real time very easy.
The geofencing feature on Connecteam helps with employee accountability. I also like using the Quick Tasks feature for setting up benefit milestones for new hires. It's easy to overlook a 90-day review or PTO deposit, but Quick Tasks helps me stay organized.
I like that Connecteam makes communication easy for our team. PTO requests go straight to the manager, and the forms are easy to use. I appreciate how user-friendly the app is. Some of my staff are older, but the app’s ease of use makes training simple.
Shift Requests are a convenient way for employees to request overtime, and this feature has helped us save money on overtime.
We decided to use Connecteam to track employee timesheets and their PTO. We were having trouble managing timesheets and vacation approvals previously. Connecteam has helped us save on overtime expenses. It has also improved transparency on available PTO for our employees. I have used Connecteam for 8 months.
The company setup and onboarding on Connecteam were difficult. The built-in AI chatbot helped me get through the process, but it could have been easier.
I wish Connecteam integrated with QuickBooks, which is where I run my payroll. It would be helpful if I could download my timesheet data into QuickBooks.
I also wish Connecteam had more reporting features.
Connecteam stood out from its competitors. We use their free version for 10 employees or fewer, which was a major selling point to upper management. None of the competition offers a free version.
If you have 10 employees or fewer, this is a great platform to explore. Connecteam includes everything you need for job scheduling, timesheet tracking, and PTO management.
I haven't noticed many changes since starting in January. I also haven't had any needs that the platform doesn't already meet.
Any business with multiple employees, multiple schedules, or benefits to manage will find Connecteam helpful.
For small companies that are only managing one schedule or have just a couple of employees, Connecteam may offer more than they need.
Semos Cloud
Semos Cloud stands out for enterprise reward programs that need to integrate directly into SAP SuccessFactors, Workday, or Oracle while maintaining global reward fulfillment, fraud monitoring, and budget intelligence at scale.
PROS
- Native integration with SAP SuccessFactors, Workday, and Oracle HCM eliminates separate logins and reward data sync issues.
- Global rewards catalog supports 170+ countries with local vendors and zero markup pricing.
- AI-powered Fraud Intelligence monitors suspicious point circulation and redemption behavior.
- Department-level budget allocation and approval workflows add strong governance.
- Frontline enablement through SMS access and no-email-required login expands reward participation.
- Native integration with SAP SuccessFactors, Workday, and Oracle HCM eliminates separate logins and sync issues.
- AI-powered Recognition Copilot and Message Quality Indicator improve message quality and inclusivity.
- Strong frontline enablement with SMS access and no-email-required login options.
- Built-in fraud detection monitors suspicious point circulation and favoritism patterns.
- Global rewards catalog supports 170+ countries with zero markup on rewards.
CONS
- Pricing is not publicly disclosed.
- Primarily designed for large enterprises; may exceed the needs of smaller teams.
- Comprehensive platform scope may feel complex for companies seeking a simple points-based rewards tool.
- No free trial available.
- No free trial available.
- Pricing is not publicly disclosed.
- Primarily designed for enterprises; may be too robust for small businesses.
- Broad platform scope (recognition, engagement, performance, AI agents) may feel complex for teams seeking a lightweight recognition-only tool.
Semos Cloud is a People and Culture Intelligence platform, but when evaluating their rewards capabilities, what stands out is the operational infrastructure behind the program. This includes department-level budget allocation, approval workflows, spend forecasting, fraud monitoring, and global reward fulfillment across more than 170 countries. In other words, the catalog is one piece of a much larger enterprise control system.
Their genesis story reinforces that structure. Semos Cloud embeds directly into HRMS platforms like SAP SuccessFactors and Workday. Reward eligibility, point balances, redemptions, and reporting connect directly to employee records and organizational hierarchies. For large enterprises managing thousands of employees across multiple geographies, this reduces manual reconciliation and ensures financial oversight stays aligned with HR data.
Global fulfillment is another area where the platform feels enterprise-ready. Semos Cloud supports localized gift cards, merchandise, experiences, charitable donations, and custom company-branded rewards in more than 170 countries. Currency handling and regional vendor sourcing are built into the platform. The zero markup model also deserves mention. Organizations pay the face value of rewards rather than inflated catalog pricing, which can significantly impact total program spend at scale.
Governance is not an afterthought. Fraud Intelligence monitors suspicious point circulation, unusual redemption behavior, and favoritism patterns. Budget Intelligence allows leaders to allocate funds at the department level, enforce approval workflows before points are distributed, and track usage against forecasted spend.
Accessibility extends to rewards as well. SMS-based participation and workflows that do not require corporate email credentials ensure deskless employees can earn and redeem rewards without barriers. For manufacturing, retail, energy, and field-based organizations, that design choice meaningfully increases program reach.
Sephora, SAP, Japan Tobacco International, Colgate-Palmolive, Chevron Phillips, Coca-Cola entities
Semos Cloud offers subscription-based pricing:
- Monthly recurring license fee (based on user count)
- One-time implementation fee
- No markup on rewards (pass-through pricing)
- Pricing negotiable based on scope and geography
Semos Cloud does not publicly disclose pricing and does not generally offer a free trial.
Best For
Global enterprises already using SAP SuccessFactors, Workday, or Oracle that need a scalable, compliant, and deeply integrated rewards program with strong budget governance and international fulfillment capabilities.
Assembly
Assembly makes rewarding employees easy and friendly towards SMBs with a flexible pricing structure, good integration options, and support for both peer and top-down rewards.
PROS
- Feature-rich for the price point.
- Customize rewards and set up a points system with automated incentives.
- Month-to-month plan or a long-term contract (12-month minimum agreement). A large team with a long-term contract can get a custom deal.
- Explore the platform for free, no need for a credit card or demo
- Great set of features for the price point
- Make your own rewards and even set up a points system with automated incentives
- You have the option to go with a month-to-month plan or a long-term contract. For the latter, you can reach out to their team for a custom deal if it’s a larger team. However, keep in mind that the minimum agreement is 12 months.
CONS
- Coins and points expire and do not roll over.
- SSO is not standard for all plans. In some cases, it must be purchased as an add-on.
- iOS and Android apps are available, but this information is hard to find on the site.
- Only supports English.
- Coins and points do expire, so sometimes they’ll expire by the end of the month before you can use them, although you get more the next period.
- SSO is only included with some plans. For others, it can be purchased as an add-on.
Assembly makes rewarding and recognizing employees effortless. Its seamless integrations with Slack and Microsoft Teams mean you never have to leave your workflow to show appreciation. These social apps are also where team members can publicly nominate one another for recognition and rewards. The personalized points system enables employees to redeem rewards tailored to what makes them feel valued, whether that's gift cards, donations to charity, or experiences that enrich company culture.
With Assembly, you can align rewards to core values, ensuring they resonate with what truly matters to your team. Milestones like birthdays, work anniversaries, and achievements big or small are never missed. The software proactively surfaces these moments and prompts personalized messages of appreciation.
The wide variety of reward options ensures there’s something that’ll appeal to everyone, while the variety of built-in templates and automated reminders for milestones empower managers to turn recognition into a lasting habit, driving engagement and retention.
However, please note that coins and points earned through the platform expire and do not roll over. Another limitation is that Assembly is currently only available in English.
Over 4,000 companies use Assembly, including Casper, Keck School of Medicine, and Perforce.
Assembly customers are charged between $2 and $4 per employee per month, depending on the features and monthly vs. yearly pricing plan. There’s also a Enterprise plan available at a custom quote.
From what we’ve tracked, Assembly’s recent development has been squarely aimed at tightening the integrity and usability of its rewards and recognition system.
- New features rolled out: Assembly added point-swapping controls, giving admins the ability to cap how many points two employees can exchange within a set period. New custom groups also make it easier to target rewards, announcements, and point deposits to more precise employee segments.
- Enhanced features: The filtered home feed helps employees surface recognition activity that matters most to them. The Microsoft Teams notifications integration also makes reward activity more immediate by pushing recognition alerts directly into Teams.
- Features on the roadmap: Upcoming updates focus on 1:1s, HRIS improvements, and Challenges redesign to deliver a simplified, more visual experience for both admins and employee users.
Best For
Assembly’s scalable plans and good feature set make it a compelling choice for growing SMBs.
Assembly is used on a monthly cycle. Users receive a monthly allotment of points to give to their coworkers. Recognition posts are created on the board by tagging one or more employees, assigning Assembly Applause Points, and posting for the company to view, like, and comment on.
Once enough points are earned, users can redeem them for rewards in the form of gift cards or charitable donations. Admin users have additional permissions to allocate extra points to individuals based on performance and reward metrics, creating a customizable and engaging experience.
Assembly is excellent for boosting employee engagement. It helps organizations align their core values and vision through a recognition-based culture. Its pricing is affordable for small businesses, as it is based on the number of active users.
My organization has used Assembly for over three years, and I personally used it for one year while working with the team. Leadership needed a user-friendly platform to promote engagement and rewards for their hybrid workforce.
Assembly provided customizable tools for giving kudos and gifts to individuals and teams for a job well done, all on a secure platform. It allows individuals to choose how to spend their points in a rewards storefront, which includes local businesses and big-box store gift cards.
Additionally, it offers the option to donate points or cash rewards to various fundraisers, making it a great tool for supporting corporate social responsibility initiatives.
The program should be integrated into self-service portals for easier access. It generates excessive email notifications, which can reduce productivity during the workday. Some employees may struggle to understand or fully appreciate the concept of virtual recognition.
Assembly stands out for its user-friendly interface and customizable features that enhance employee engagement. However, competitors may offer more competitive pricing or better integration with existing tools.
Assembly encourages daily use and provides a feed page that functions similarly to social media, making it intuitive for users familiar with platforms like Facebook. Ensuring proper customization can optimize user engagement and deliver a solid return on investment.
Consider your company culture and communication style when evaluating this tool. If your team relies on digital communication, Assembly can be an excellent fit for fostering engagement. Review the pricing structure to ensure it aligns with your budget, and assess whether the program's features match your organization's needs.
Assembly has continuously updated its platform to offer more integrations that meet customers’ needs. Its rewards catalog is always expanding, and users can even create custom rewards to support local charities, families, or non-profits. The platform is evolving to include new ways for teams to interact, making it more engaging and user-friendly.
Assembly is ideal for organizations with hybrid or remote employees. It’s also well-suited for companies with multiple shifts or locations, as it helps connect employees and celebrate achievements through an easy-to-navigate online platform. Its feed page allows team members to create and respond to content, much like social media, which many employees find intuitive and engaging.
Assembly may not be suitable for organizations that do not use computers or tablets in their daily operations. Additionally, it requires a proper budget to maintain and fund the program long-term.
Before implementing Assembly, ensure that a rewards and recognition program aligns with your team's needs by requesting a demo and conducting employee surveys to assess its effectiveness.
ITA Group
We picked ITA Group (formerly Cooleaf) for its ability to automate, personalize, and globally fulfill rewards as part of a broader employee engagement strategy. Unlike tools that focus purely on points or catalogs, this platform connects rewards to performance data, survey participation, and peer recognition—making the incentive system feel more intentional and aligned with company goals.
PROS
- Reward programs can be tied to actions like training completion, hitting milestones, or participating in surveys.
- Cooleaf fulfills both physical merchandise and digital gift cards globally, removing the need for third-party logistics.
- The Slack integration is practically seamless– posts and recognitions are gathered within the team’s Slack channel.
- The platform includes analytics to track redemption trends by team, location, and role.
- Implementation support includes onboarding sessions and a personalized rollout plan.
- Full platform for all things employee engagement, not just rewards and recognition.
- The Slack integration is very seamless. Challenges, posts, and recognitions can all be gathered within dedicated channels in your team’s Slack workplace, if you want to.
- Wide variety of rewards including a team store, donations, entertainment, travel experiences, merch, products, and restaurant coupons.
CONS
- The initial setup for custom reward workflows may require onboarding support.
- Smaller companies may find the platform’s enterprise-scale design more than they need.
- Undisclosed pricing, as well as no free plan or free trial.
- For some of the workplace culture-building features, like challenges and activities, you can’t create your own, so you rely on how often Cooleaf’s team makes them available.
- We found the support center’s documentation to be somewhat limited in comparison to similar tools. Also, it seems like support is only done through an online form, no other channels are available.
While many rewards platforms focus on gamification or catalog size, ITA Group takes a more strategic approach. It allows global organizations to design rewards programs that reflect their culture, reinforce key behaviors, and scale across distributed teams. In our demos, we’ve been particularly impressed with how rewards could be tied to performance metrics, participation in surveys, and learning and development initiatives.
ITA Group also supports a range of flexible program structures— from automated milestone incentives to nomination-based awards that include multi-layer approvals. This makes it suitable for both ongoing incentives and more formal recognition moments.
On the fulfillment side, ITA Group handles physical and digital reward logistics internally, which is a major plus for global teams. Whether it’s branded swag, gift cards, or high-value rewards, the company ships worldwide without the need for third-party coordination. Employees chan choose from 700+ brands, which provide access to thousands of rewards in the US and across the world.
Another area where ITA Group stands out is analytics. HR leaders can view reward redemption trends by team, geography, and department, helping them understand what's resonating with employees and where incentives may be falling flat.
The platform isn’t designed for small companies—ITA Group’s reward strategy, admin controls, and depth of configuration are geared toward enterprises with at least 2,000 employees. And while it doesn’t offer a free trial, their implementation support includes guided rollout, custom configuration, and post-launch check-ins to ensure success.
ITA Group is used by organizations like Acosta, Aprio, BlueLinx, Georgia’s Own Credit Union, Kids2, and Shipt.
Cooleaf offers custom pricing based on employee count and program needs.
- Subscription billed monthly
- Rewards budget is flexible and managed separately
- Implementation support and onboarding included
Recent ITA Group product updates include approval-based reward workflows, manager-facing usage insights, and robust analytics, making it easier for large organizations to build scalable, values-aligned incentive programs. International reward fulfillment and new nomination-based award options have also strengthened its appeal to global teams.
Best For
Cooleaf is ideal for global enterprises that want to tie employee rewards to engagement metrics, learning milestones, and performance goals—with fulfillment managed in-house.
We used Cooleaf to track employee milestones and recognition. We periodically conducted pulse surveys and used Cooleaf to track the results. We initially used it to manage our rewards program, but the organization changed its methodology shortly after implementation.
We hoped this would support greater employee engagement, but that did not happen. Overall, it did not solve the problem it was intended for.
I liked the variety of features. I appreciated the comprehensive approach to rewards, recognition, and engagement tracking. It was very user-friendly.
My company used Cooleaf for about six months. The tool was intended for employee engagement tracking and assessment. We used it to track and recognize employee milestones. We also conducted pulse surveys throughout the year.
We hoped it would lead to increased engagement, but we did not find it helpful.
It didn’t provide actionable suggestions for improving employee engagement. It was occasionally slow. Customer service was not responsive.
I have not used similar tools to Cooleaf to know about the differences.
I would consider the size of the organization. I would also recommend aligning the cost of the tool with the actual level of functionality needed.
We just used it for 6 months, so we did not see much changes during this time.
Cooleaf is good for a smaller organization without a complex employee engagement system.
Cooleaf was not a good fit for a larger organization like ours.
Terryberry
Terryberry offers a comprehensive rewards platform with one of the industry’s largest rewards selections, including merchandise, gift cards, travel experiences, and custom-crafted awards. The platform’s flexible workflows and pay-upon-redemption billing help manage budgets effectively, while its hybrid-friendly design ensures easy access for all employees.
PROS
- Pay-upon-redemption billing model with multi-center cost allocation for better budget control.
- Global fulfillment capabilities with extensive international reward options.
- Flexible reward programs that can be tailored to company values and engagement goals.
- Advanced analytics to measure the impact of rewards on employee engagement and sentiment.
- HRIS integrations to automate and simplify reward management.
- Mobile-friendly features for deskless and hybrid workforces.
- Personalized support from implementation to ongoing customer success.
- Amazon Business is available for rewards in the US.
- Customized physical goods as employee rewards
- Wide range of employee engagement features, including rewards, incentives, and a wellness tracker.
- Customer support and account management at Terryberry are quite good. Their reps stand out for being very responsive and attentive, which is evidenced by some of the client testimonials we read.
- The implementation process, while six weeks long, is quite comprehensive, and you get tons of help along the way. For instance, the last two weeks consist of internal and customer testing, as well as user training.
CONS
- The platform’s interface design could benefit from a more modern look.
- No open API yet, although this feature is on the development roadmap.
- No free trial is offered at this time.
- While Terryberry is easy to use, its design could look more modern and sleek.
- No open API available as of this writing.
- No free trial at the moment.
Terryberry’s rewards platform offers a robust solution for companies looking to engage employees through meaningful and customizable rewards. During our demo, we explored Terryberry’s expansive rewards catalog, which includes merchandise, gift cards, travel experiences, company swag, and custom-crafted awards. This variety ensures that companies can provide rewards that resonate with diverse employee preferences.
We found that the platform’s flexibility in configuring reward programs stood out. Organizations can design reward workflows that align with their mission, vision, and values. For example, during our conversation with the product team, they highlighted how value-tagged rewards reinforce company culture by directly linking rewards to specific achievements and behaviors.
Terryberry’s pay-upon-redemption billing model was another standout feature. This approach helps organizations manage budgets more effectively by only paying for rewards when redeemed. Multi-center cost allocation further simplifies financial management for larger organizations.
The platform’s global fulfillment capabilities support rewards delivery in over 150 countries, making it ideal for international organizations. Additionally, the hybrid-friendly design ensures that office-based and frontline employees can participate. We saw how features like QR codes and mobile options make it easy for deskless employees to access and redeem rewards.
Despite its strengths, we’re quite disappointed in the platform’s interface: it’s not exactly user friendly but rather look dated. Additionally, the lack of an open API limits integration possibilities makes this option not the best bet for some enterprises.
Terryberry serves over 40,000 clients globally, including well-known organizations such as Tesco, Epsilon, General Motors, and Trilogy Health.
Terryberry's basic subscription plans start around $3 per rewarded employee. Pricing depends on subscription features and reward types, one-time setup fees, and annual administration fees based on employee count and reward redemptions.
Terryberry has made several notable updates to its rewards platform in the past year, enhancing its capabilities and user experience:
- Expanded global fulfillment: Rewards can now be delivered in over 150 countries, supporting diverse and international workforces.
- Advanced analytics: New tools to measure the impact of rewards on employee sentiment and engagement.
- Mobile enhancements: Improved mobile experience for easier reward access and redemption, especially for deskless employees.
- AI-powered features: AI-driven insights help refine reward strategies and personalize reward recommendations.
- Custom workflows: Enhanced options for configuring reward programs to align with company values and goals.
- Amazon Business was recently introduced to their rewards catalog, though it's currently available only to users in the U.S.
Best For
- Mid-sized companies seeking an all-in-one rewards system with expansive catalog options, including travel, swag, and custom-crafted awards.
- Hybrid or global teams, thanks to QR-enabled access and fulfillment in over 150 countries.
- Organizations seeking to tie rewards to core company values through customizable workflows and value-tagged recognitions.
Terryberry was used daily for anniversaries and birthday recognition, which was the initial and primary reason for using the platform within the organization. It was also used for occasional recognition from senior leadership, who had the capability to provide rewards to their managed employees within the platform. The system could work on a fairly automated basis with the HRIS, making it largely hands-off, with occasional audits to ensure all information flowed properly to/from the system. The system would also provide reminders of upcoming celebrations so that we could share them through other communication channels within the organization. It is nice to receive reminders.
One pro of Terryberry is that aside from setup and a small annual fee, you pay as rewards are redeemed. An additional pro is that they offer physical rewards, such as plaques, if you want to utilize that option. Another pro is that they were the only service we found that offered physical products as a reward type via an online catalog model.
The organization purchased Terryberry after reviewing several services to replace a prior service. Key pain points that needed to be addressed were HRIS integration capability so the employee life cycle and celebrations would automatically flow to the platform without a file feed requirement, eliminating room for error. Additionally, the capability to work with the company chat system was essential. More expansive rewards/redemption options, including physical product offerings, were also desired. The service has been used for less than one year.
One con of Terryberry is that you have to pay for different subscription tiers, so you do not get everything accessible unless you pay for particular tiers. Not all services my organization reviewed operated like this. Another con is that the user interface gets the job done but seems a little outdated, offering limited customization.
Terryberry is different from its competitors because they have a large amount of reward offerings. You do not see this with many other platforms. Also, the capability for actual physical plaque-type rewards was unique. They are used by many well-known large corporations, as seen on their site and an even longer list provided during our company demo.
Terryberry is a pay-to-play tool. You will access reward options for your company based on how much you'd like to spend for the particular subscription tiers. This is a good option for large companies because the platform is built to accommodate them. If you are in a fast-growing company or a company planning for a lot of growth, this tool could grow easily with you.
Terryberry has been around a very long time (since 1918). They've had to evolve as technology evolved. Outside of the interface itself seeming a little lackluster, it is overall a company that proves itself with both its longevity and customer base.
A company needs to have staff that use a common platform for communication or at least check emails or have access to a computer daily. Employees who work in the field or away from a computer may not experience the full benefit of a product like Terryberry. As previously noted, this would also be a good option for a fast-growing company or a company anticipating growth.
Companies with employees that rarely access a computer or companies that do not utilize company chat systems of some kind may not find Terryberry a helpful addition.
Other Employee Reward Systems Worth Considering
- Bucketlist: Automated employee recognition software with low HR lift
- Matter: Employee rewards system inside Slack and MS Teams
- Awardco: Among the best for employee reward personalization
- Nectar: Expanding rewards features and SHRM partnership
- Kudos: Flexible rewards with full budget and catalog control
- WorkTango: Robust rewards and recognition automation capabilities
- Cooleaf: Great point-based employee rewards system for global enterprises
- Vantage Circle: Solid choice for multigenerational workforce rewards
- Mo: Ideal for building consistent employee recognition habits
- Reward Gateway: Reward system for employees with excellent mobile experience
Benefits of Corporate Rewards Programs
An effective employee rewards system strengthens workplace engagement, boosts morale and HR efficiency, and reinforces company's core values, all while cultivating a positive culture.
Improved Employee Engagement and Retention
With 77% of employees performing their best when engaged and appreciated, rewarding worker contributions has a tangible impact. That does not just stop at better staff performance; it also helps reduce turnover rates. Gallup found that organizations that prioritize rewards at work see a 56% decrease in the likelihood of employees seeking new job opportunities
You would also want to consider a program fostering peer-to-peer recognition, as recent data suggests that employees who feel recognized by their peers are five times more likely to feel valued and to invest in their work.
Increased Productivity and Innovation
Employee recognition statistics demonstrate that employees perform better and feel more motivated when their contributions are recognized. According to Gartner, a well-designed recognition program can lead to an 11.1% increase in average employee performance.
Also, when employees receive regular recognition, they are more likely to offer creative solutions and strive for higher performance. For instance, those recognized monthly are 36% more likely to report feeling productive and engaged compared to those recognized quarterly.
Higher HR Efficiency
Too often, HR professionals wear many hats and have multiple aspects they need to attend to, so any opportunity to streamline the processes should be seized. The best solutions have all manner of automation options to ensure that rewards programs are implemented consistently and fairly. These tools can automate everything from milestone celebrations, work anniversaries, and birthdays to onboarding—all in one user-friendly interface.
Strengthened Company Culture and Employer Brand
Implementing a well-planned rewards strategy with the help of employee rewards software is a surefire way to build positivity around your company brand.
Rewards don’t have to be financial, either: Plenty of well-known companies have received positive press coverage for the non-monetary incentives they offer to reward staff.
Types of Employee Rewards (with Examples)
There are several ways for rewarding employees in the workplace, but generally, they all fall into two types:
- Monetary rewards are directly linked to an employee's performance, achievements, or contribution to the organization. Examples of monetary rewards for employees include bonuses that comprise a percentage of their salary, a commission on a sale, and a bonus allocated to reaching a specific metric target.
- Non-monetary rewards don’t involve direct financial compensation but aim to motivate and recognize individuals by gifting a specific item or experience. Some ideas for non-monetary rewards include an employee award title, peer nominations, an employee wellbeing program, paid days off to rest after hard work to celebrate a big achievement, and company-sponsored training opportunities that an employee wants to pursue.
You can use either one or both. The center point here is to ensure that the rewards initiatives (as well as the employee recognition programs) are: 1) meaningful to the recipients (your employees) and 2) aligned with your company values.
Employee Rewards Systems Trends: Where Is The Market Heading?
Our observations over the past five years of reviewing employee reward systems point to three clear developments: Enterprise platforms are folding rewards into larger employee experience systems; smaller vendors are concentrating on simple, habit-forming tools that fit naturally into daily workflows; and a growing number of HR platforms that started in other categories are now building rewards features of their own.
1. Enterprise platforms becoming broader employee experience tools
Across the employee rewards systems that serve midsize and large organizations, rewards have steadily shifted into a wider suite of capabilities. Many platforms now combine rewards, recognition, engagement surveys, learning tools, and performance management in one place. Over the past year, we have also seen a noticeable increase in AI investments. Most of the features we tested were built to personalize rewards, automate recurring programs, or identify engagement patterns that might otherwise be overlooked. These tools now function more like a central hub for several parts of the employee lifecycle, and the expanded functionality (unsurprisingly) often comes with a higher price point.
2. SMB-focused vendors refining niche use cases and prioritizing design
Smaller employee reward systems that cater to SMBs tend to focus narrowly on a few specific needs. Many of the tools in this segment work directly inside communication apps like Slack or Microsoft Teams, which makes it easier for recognition to become part of day-to-day interactions. Matter is one of the clearest examples. It fits naturally into the tools people already use and relies on clean, intuitive design that new users adapt to quickly. Some of these vendors have begun adding basic AI features, although most of what we have seen so far centers on simple tasks such as helping users craft recognition messages.
3. Broader HR platforms entering the rewards category (with varied results)
A growing group of HR software companies has entered the rewards space from the outside. These vendors usually start with something like scheduling, time tracking, or team communication and later add rewards to expand their suite. The results vary, though. Some features feel lightly built or secondary to the rest of the platform, but a few do show more promise. Connecteam is one example. It is best known for workforce management, yet its recognition and rewards features are simple, affordable, and practical for teams that want a straightforward solution.
Employee Reward System Pricing
Employee reward platforms are typically priced per employee per month or follow a marketplace pricing model.
Per Employee Per Month Pricing Model
A flat per-employee-per-month model is best suited to companies that regularly use the employee rewards platform, typically larger companies for whom paying by usage would be prohibitively expensive.
A typical per-employee-per-month pricing model for an employee reward system might look like this:
- Small teams (50 employees): expect around $350 on the very low end (lightweight tools or flat-fee plans) up to $7.5K for more feature-rich platforms.
- Mid-size orgs (250 employees): costs scale quickly, ranging from $1.6K to $22K annually.
- Large enterprises (1,000 employees): most per-seat pricing models land between $7K - $90K, unless you use a flat-fee plan (which can be as low as $2,500 - $4,000 annually).
With the marketplace model, customers pay a variable amount based on their use of the tool rather than a flat rate.
If you don't use the rewards software extensively during any given period, your costs stay low. This model works best for smaller companies that may not use the platforms enough to justify the flat monthly fee.
Here’s an illustrative example of a marketplace model fee structure for employee reward programs:
- 100 Employees: $40,000 annual spend x 18% fee = $7,200 vendor fee
- 1,000 Employees: $400,000 annual spend x 10% fee = $40,000 vendor fee
- 10,000 Employees: $4,000,000 annual spend x 6% fee = $240,000 vendor fee.
Read More: What You Need to Know about Employee Rewards Software Pricing
How to Set Up a Staff Reward System
Best practices for implementing a successful employee reward system include ensuring smooth integration with your HRIS, monitoring outcomes closely, encouraging feedback from employees, and securing management and employee buy-in at all stages.
- Integration: Accessing employee data already stored in an HRIS, for example, makes tracking progress toward goals much smoother, while a team-up with team collaboration tools like Slack is a hugely effective way to encourage engagement.
- Monitoring: Rather than set-and-forget systems, reward programs require regular monitoring and optimization to ensure that rewards for staff are distributed as intended. The work does take time and effort, but the return will be worth it.
- Encourage feedback: The more engaged the employees are in your reward program, the more on-target it is likely to be. So, involve your people in sharing their thoughts about the tech. They’ll be able to tell you exactly which rewards motivate them (aka what to focus on) and which ones they don’t care for (aka what to cut).
- Management buy-in: The more that management knows about the upsides (actual and potential) of the software that they have signed off on, the easier it will be to obtain approval for scaling it up or improving it in other ways.
Employee Rewards System FAQs
What is an employee reward system?
An employee (points) reward system specializes in providing structured methods for companies to offer rewards, such as cash, gifts, or non-monetary incentives, to employees for their service and positive behaviors. When effectively implemented, this type of software can motivate, attract, and retain top talent and enhance employee performance.
How do I know if my team needs an employee rewards program?
A staff rewards system should be in place if you experience one of these circumstances with your team:
- Team members' productivity decreases significantly.
- Complaints become more frequent among workers.
- High employee turnover rates.
- Most engagement surveys and performance review answers suggest a need for better employee experience and retention.
You may also want to check out our experts' advice on what to consider before buying an employee rewards system to ensure success when exploring recognition solutions.
What is the best employee reward system for employees?
According to our experts’ evaluations, some of the best employee rewards systems are Bonusly, Guusto, Connecteam, C.A. Short Company, Achievers, Motivosity, Workstars, and AdvantageClub.ai.
What are the main benefits of employee rewards software?
Key benefits of employee rewards software include improved employee engagement and productivity, reduced employee turnover, better teamwork, plus the ability to build your work culture and automate various tasks to save time.
How much does an employee rewards program cost?
Many employee rewards platforms offer free trials. A basic rewards program for small businesses can start at as little as $1 per employee per month, while more comprehensive options can cost thousands of dollars or more, often with annual subscriptions required.
What are some examples of employee rewards?
Amazon gift cards, e-cards, and charitable donations are a few examples of employee rewards. However, rewards don’t have to be financial. Plenty of well-known companies have received positive press coverage for the non-monetary incentives they offer to reward employees.
What are the most effective types of employee rewards?
Research shows that rewards from managers are most memorable, but peer recognition is becoming more and more desired in the workplace. Non-monetary rewards such as thank-yous or personalized notes are often more meaningful, with 65% of employees preferring them over cash incentives.
How do companies motivate and reward employees?
Rewarding employees can come in different shapes and forms, but effective programs all have three things in common:
- They recognize employee contributions both publicly and privately.
- They balance out tangible and intangible rewards, and perhaps, most importantly,
- They are tailored to individual preferences.
Learn more: Ultimate guide and actionable tips for effective employee reward systems
How to implement an employee reward system?
To set up an effective employee reward system, you should:
- Set clear goals that define the behaviors and results you want to encourage.
- Gather employee input to make rewards fair, meaningful, and aligned with your culture.
- Design the program details, including reward types, frequency, budget, and tools.
- Communicate the program clearly so everyone knows how to earn rewards.
- Ensure fairness by creating a transparent system with equal opportunities for all.
- Keep the link between actions and rewards simple and direct.
- Deliver rewards quickly to reinforce positive behavior effectively.
- Review and update the program regularly based on employee feedback.
Final Advice on the Best Employee Rewards Programs
Last but not least, don’t forget to integrate your employee rewards and recognition tools with the rest of your HR tech stack (i.e., HRIS/HCM, employee engagement platforms, and performance management systems). Let that happen, and you will gain a more comprehensive grasp of your employee experience, which you can use to supercharge your organization's employee appreciation levels.
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