Program Manuals I need one global platform to be available to all

I need one global platform to be available to all

Author: Jana Velevska Last updated: March 5, 2024 Reading time: 1 minute
global platform


Recommended for: Global firms with varied recognition programs across units. 

Type: Monetary program 

Scope: Global or local  

Eligibility: All employees  

Social Feed: Public 

Type of award: Digital (points, branded email, JobPts cards)   

Budget: In agreement with the client  

Points #: 25, 50, 100, 250, 500 points 

THRESHOLD: Annual limit of 1000 points per user. Enabled non-monetary recognition program when 1000 points are reached.   

Approval: Yes, recipient’s manager 

Recognition channels: HCM, Desktop, Email, MS Teams 


Before we dive in, let’s answer the most commonly asked questions.

Overcoming Challenges: Company-wide recognition program in one unified platform

Why do we need a global peer-to-peer recognition program?

Research shows that organizations that have ingrained a culture of appreciation are 6 times more likely to have high engagement and retention, 3 times more likely to innovate effectively, and 1.7 times more likely to exceed financial targets.

Can I recognize colleagues from various units on the platform?

Yes. With JobPts, managers of global and dispersed teams can recognize employees across the company regardless of their location or business unit.

Can employees use the platform in their preferred language for navigation?

Yes, the platform can be translated into 47+ languages depending on your unique company needs.

Why do you recommend a monetary recognition program?

A monetary recognition program offers tangible incentives through points that employees can use or save, providing a clear and versatile reward. It’s often more personalized and universally appealing, boosting morale and motivation across diverse teams by allowing individuals to choose rewards meaningful to them.

Why do you recommend a public social feed?

Best case practice is to enable all recognitions to be published on the social wall for users of the desktop application. This allows them to opt-in for recognition, fostering a community sense of belonging.

Are approvals a must?

Since this is a monetary program, it’s best to implement at least one level of approval, often the employee’s manager, adding an extra layer of security to prevent potential abuse of the program.

Phase 1: Planning

Step 1: Before you start creating the program, we recommend you think of a list of award reasons typical for your company culture that you want employees to be recognized for.

Your list of values can also be directly related to a list of goals and KPIs.

award reasons

Example GOAL: Build a strong company connection and motivate employees to become more proactive with meaningful and timely recognition. 

Example KPIs: 

#1: Received recognition per company value  

#2: Retention of High Performers  

#3: Recognition Engagement per Tenure Group (New Hire, 1-5 Years, 5-10 Years, 10+Years) 

Step 2:  Design the program

Consider this: 

  • Program design (Types of programs: monetary, non-monetary, payroll, global, local, peer-to-peer, top down, bottom up, etc.)  
  •  Visibility and localization (Define program participants and ability to localize and verticalize the application language) 
  •  Dynamic and equitable budgets (Highly flexible budget mechanism with different logic applied on a program level)  
  • Branding and creative (Customized platform branding with the company’s logos and colors, eCards and physical posters, banners, and user guides with a design that matches the company brand)  
  • Billing and taxation practices (Different options for billing, tax compliance and optimization) 
  • Change management and programs communications strategy (Structured process and a set of tools for leading the people side of change) 
  •  Reporting and driving adoption (Access to real-time reports and analytics as well as BI data correlation)  
  • Measure ROI (Simulate the impact on the costs, employee retention and wellbeing)   

Download this program sampler with best practices

role-of-internal-communications-semos-cloud (1)

Phase 2: Setup

Here’s how to set up the program within JobPts. 

Step 1: Create transparent program guidelines and description 

Each program should contain a proper and catchy description and representative image. Make sure you have this created so you can upload it within JobPts. 

Step 2: Configure the program: set up program eligibility, points, and approval processes.  

monetary program

This program enables employees to share recognition with different amounts of points: 25, 50, 100, 250, and 500 points. 

spot award range

Important: The best practice for sustainable R&R programs is providing superior user experience and avoiding any system complexity. For which 1 point is equal to 1 USD in our system. Also, our rewards catalog comes with no overhead cost or markups – you and your employee get 100% value! And we automatically adapt the purchasing power to the country’s currency and standard of living index for more equitable rewards.

Example recognition message sent by an employee:

example recognition message one

sending recognition with points

Step 3: Define access points

Employees can access the JobPts Recognition and Rewards platform through various entry points: 

  1. HCM: Integrated with systems like SAP SuccessFactors or Oracle HCM, employees seamlessly access JobPts without leaving the HCM interface. 
  2. Desktop: The most commonly used entry point across our client base is the desktop application.
  3. Mobile: Employees can use the mobile app. 
  4. Email: Employees receive notifications via email and can also access the platform directly from the email app (Gmail, Outlook). 
  5. SMS: Ensure a consistent recognition experience for all employees by enabling the SMS functionality, perfect for deskless employees. 
  6. Collaboration tools: Employees can access the platform and send recognitions directly from collaboration apps such as Slack and MS Teams.

Phase 3: Communication

Effective communication is crucial for success. Ensure your communication plan covers before, during, and after the program implementation. Tailor it to include a mix of digital and offline channels for maximum impact. 

Pre-Program Launch

Subject Line:

Announcing a thrilling update for [DATE]!



Exciting news: our new Rewards & Recognition Platform launches on [DATE]!

Recognition is key to our success and team engagement. To celebrate [our 20th Company Anniversary and elevate our transformation journey], we’re introducing JobPts—an extraordinary employee recognition program.

JobPts lets us:

  • Highlight success-driving actions
  • Inspire others to join in
  • Recognize more heroes and spread positive vibes
  • Ensure fairness and consistency for all

Get ready for something amazing!



Program Launch

Subject Line:

Big News: JobPts – Our New Recognition Platform Launching [DATE]! 

Body: Hey [FIRST_NAME], 

Exciting news! Our new Recognition & Rewards Program is launching today! 

At [COMPANY_NAME], we’re all about fostering a culture of recognition because we truly believe that our employees (that’s you!) are our biggest assets. With the Recognition & Rewards Program, you now have the power to acknowledge your peers or get recognized through a super user-friendly web platform. 

Here are the key highlights: 

  • Various recognition values to shout out your coworkers 
  • A secure and social “recognition feed” where you can see and congratulate others 
  • A cool mobile app for on-the-go recognition 


Ready to jump in? Access the Recognition & Rewards Program through [LINK TO PREFERRED ENTRY POINT]. Use your company email as your username, and don’t forget to create a new password on your first login. 

For all the details on how to navigate the program, manager tools, and the mobile app, check out the quick reference guides attached. Any questions? Reach out to for the recognition program or hit up the knowledge base. 

Exciting times ahead! Click below to unlock our shiny new Rewards and Recognition Program. 

Cheers to a year of celebrating achievements together! 


After program launch 

After the program launch, continuously engage employees, here is one example for recognition days: 

Subject Line:

Celebrate Blue Collar Excellence: Join Us for Employee Appreciation Days!

Body:Hey [FIRST_NAME],

This is big! It’s time to honor our hardworking, blue-collar heroes during our upcoming Employee Appreciation Days!

At [COMPANY_NAME], we know our blue-collar team keeps things running smoothly. That’s why we’re launching a special initiative to recognize their incredible efforts. Whether it’s a shout-out for dedication, teamwork, or going above and beyond, let’s celebrate their contributions.

Here’s what’s happening:

  • An opportunity to spotlight and appreciate our blue-collar stars
  • A dedicated space to share stories, commendations, and gratitude
  • Interactive sessions and surprise activities to show our appreciation

Ready to join in and show your support? Get involved by sharing your appreciation, stories, or even a simple “thank you” to our colleagues.

Let’s make Employee Appreciation Days memorable for those who keep our wheels turning. Stay tuned for more details on how you can participate and make a difference!


Consider: To create a constant and engaging program communication experience, we suggest you also consider implementing an employee communications tool that will enable you to target the right audience, brand the communications, and add interactive elements such as images, videos, CTAs, and quick surveys.

Here is a summary of the best-case practices for offline and digital promotion: 

Offline Promotion Ideas 

  • Physical events to launch the program with flyers, photo boots, printed recognition cards 
  • Large TV displays – you can display leaderboards and promote gamification and positive competition 
  • Kiosks 
  • Physical posters

physical posters

Digital Promotion Ideas 

  • Promotional videos for social media 
  • LinkedIn recognition posts 
  • SharePoint and email signature banners

sharepoint and email signature banners

sharepoint and email signature banners two

Phase 4: Engagement

To keep employees engaged over time, include fun activities: 

Digital recognition engagement practices 

Example ecards for International Coffee Lover Day:

example ecards

  • Send reminders directly from JobPts Admin Center to inspire employee-to-employee recognitions. 
  • Nudge and engage employees through JobPts via MS Teams Chatbot for seamless recognition. 

Phase 5: Measurement

Explore various reports in the JobPts Platform revealing the profound impact of recognition on company culture and employee engagement: recognition engagement of employees, received recognitions per award reasons, recognition engagement per tenure group (new hire, 1-5 years, 5-10 years, 10+ years), etc.

Example: Culture Profiles  

culture profiles global recognition