Recognition, milestones, allowances and everyday perks in one place — landing as real value your employees choose how to spend. Designed for workforces where most people don't sit at a desk.
We've replaced enough of them to see the same three causes every time.
A points catalogue full of branded mugs teaches people the programme isn't serious. If it can't buy groceries or a family dinner, it won't change behaviour.
SSO through a corporate laptop excludes drivers, warehouse teams, retail floor and housekeeping — usually the majority of the headcount and the highest attrition.
If recognition depends on a busy manager remembering, it happens in week one and never again. Milestones have to fire automatically from the HR system.
Are you fighting first-year attrition, safety incidents, referral volume, or a culture where good work goes unnoticed? Each of those needs a different mechanic. We size the budget from the behaviour you're buying — typically a fraction of a percent of payroll — rather than starting from a number and hoping.
Employee records, departments, joining dates and cost centres sync from your HRIS. Sign-in works with corporate SSO for office staff and with a phone number for everyone else, so the whole workforce is included on day one — including contractors and shift teams if you want them.
Birthdays, work anniversaries, probation passed, certifications, safety milestones and referral payouts fire on their own. Managers get a monthly recognition allowance so praise costs them nothing but attention, and approvals only kick in above the thresholds finance sets.
Supermarket and fuel cards, family dining, electronics, remittance top-ups, travel — chosen for the reality of your workforce, not a generic global catalogue. And if you're part of a group with retail or F&B brands, your own outlets become the highest-margin reward on the shelf.
Things HR business partners and line managers notice within a quarter.
It moves from an annual awards night to something that happens weekly, in public, from peers — which is the version that actually affects how people feel about the job.
Milestone rewards at 30, 90 and 180 days give new joiners visible reasons to stay through the window where most of them leave.
A referral bonus that pays instantly on the hire date, straight into the wallet, converts far better than one that appears in a payslip two months later.
Budgets by department, spend by cost centre, unclaimed value swept back and VAT-compliant documentation — the reconciliation just works.
Peer recognition data surfaces people who hold teams together but never appear in a performance review — useful long before promotion season.
Short pulse questions with a small reward attached keep response rates high enough that the answers are worth acting on.
Bring your outlet list and a month of transactions. We'll show you what the programme would cost, what it would earn back, and how long it takes to launch.
