Boost your sales and build lasting loyalty with your channel partners by seamlessly transforming their performance into motivating rewards that drive both success and commitment.
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Strengthen B2B customer loyalty by rewarding your customers with points every time they purchase your products, encouraging repeat business and long-term relationships.
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Transform your workplace by fostering a culture of recognition that celebrates every achievement, driving motivation and creating a collaborative environment where your team thrives.
Learn moreHow to compare pricing and choose the right fit.
Per-Employee Subscription (PEPM)
The most common HR tech pricing model. Organisations pay a fixed monthly fee per employee, regardless of actual participation. This makes budgeting predictable but may mean paying for unused licences.
Bundled perks & wellbeing platforms
Employee engagement is sometimes bundled into perks or benefits platforms. These offer broad employee value, but recognition is typically one feature among many rather than the core focus.
Reward-budget or usage-based models
In this model, the primary investment is the reward or incentive budget, rather than the technology itself. Organisations allocate a recognition budget per employee or per programme, and spend occurs when rewards are issued or redeemed.
Because the real cost of an engagement programme isn’t always on the first slide.
Typically included:
Optional (depends on plan / scope)
Most organisations allocate £50–£150 per employee per year for structured recognition programmes.
A common benchmark is 0.25%–1% of payroll, depending on how central recognition is to company culture.
Smaller budgets typically support occasional recognition, while larger budgets allow for frequent and meaningful recognition moments.
Usually not.
Most platforms separate technology costs from reward budgets, allowing organisations to control their recognition investment.
This also ensures greater transparency for HR and Finance teams.
Some providers generate revenue by adding margins to rewards.
More transparent models separate platform costs from reward funding, ensuring organisations know exactly where their investment goes.
Transparency is particularly important when finance teams review programme spend.
Effective programmes typically encourage regular recognition moments rather than occasional large awards.
Many successful organisations aim for:
Monthly peer recognition
Quarterly manager recognition
Annual milestone awards
Frequency helps embed recognition into culture.
Yes.
Modern platforms are designed to support hundreds to tens of thousands of employees.
Budgets and programme complexity can scale gradually as organisations grow.
