Researching Top Employee Recognition Providers

1. Phone a friend 

You likely have peers at other organisations who have already researched potential employee recognition partners and solutions, and have a partner they love (or experience with one they would not recommend). Questions to ask:

• Why did you choose your recognition provider?
• What do you like best about the partnership and their products?
• What do you like least?
• Would you choose them again if you had to do it over?
• Who else should I ask?

LinkedIn HR groups are also a great source of personal experience, or you can tap into your own network of connections for information.

2. Google it

Here are a couple of things to keep in mind during web research:

• Look to thought leaders. HR industry associations and analysts like IDC, Everest Group, Fosway, Forrester, Gartner, WorldatWork, Employee Benefit News (EBN), HR Certification Institute (HRCI), Human Capital Institute (HCI), and Recognition Professionals International (RPI) all have sites and content worth reading that often name providers. Be wary of any outlets that are funded by advertising.
• ‍Be aware. The user reviews on software review sites such as Capterra and G2 are valid and trustworthy. However, the rankings on some sites (like Capterra) are paid for, while on others (like G2), the reviews themselves determine position.
• ‍Confirm AI findings. If you are using AI in your research, be sure to confirm the accuracy of its findings with individual vendor websites.

1. Proven expertise 

What impact have their solutions had on their clients? What resources do they have on the latest recognition best practices? Are they well-known and reputable in the industry? Do they work with the top organisations in your industry?

2. Product features

How comprehensive are their recognition products and solutions? Can they help you recognise all facets of the employee journey, from pre-hire to retirement, and everything in between?

3. Integrations

Do their recognition products integrate with the tools your employees use every day? Do they integrate with your wellbeing programs?

4. Unwired and offline tools

If you have employees who don’t work at a computer, do they have mobile apps, plug-ins, and tools to recognise those workers?

“We worked hand-in-hand with O.C. Tanner to ensure all employees had access to Everyday Wins, which is often the single biggest barrier. Our office employees had computers, but for many of our production employees we created kiosks so they could access the program.”
‍—Jeff Finley, Total Rewards and Recognition Program Manager, 3M

5. Reporting capabilities

What engagement reports, insights, and AI capabilities do they offer?

6. Customisation

Are their awards and platforms customisable? Can they provide solutions that look and feel like part of your company’s culture?

7. Services

Are there consulting, communication, training, and measurement services available to help you maximise your recognition efforts?

8. Global reach

Do they have global expertise in local markets? Can they help with translations, local taxes, local customer service, global award offerings, and global strategy best practices?

“O.C. Tanner was very accommodating in the way they customised the whole program for us. We wanted a Deloitte look and feel with branding, tied back to our values, and a certain process flow. O.C. Tanner helped us assemble this culture of appreciation.”
‍—Dr. Badari Narayana, Executive Director, Deloitte India

9. ‍Customer endorsements

What other companies do they work with, and what do those customers say about their partnership?

10. Third-party credibility

What do software sites like G2 say about the provider in comparison to others? How do they perform in evaluations by PEAK Matrix® for Rewards and Recognition by Everest Group, IDC’s Vendor Assessment, or the Fosway 9-Grid? How many clients do they have on FORTUNE Best Companies to Work For® and other lists?

“In a tight and unpredictable talent market, a positive workplace culture can be the difference that helps your business retain its people and thrive. By providing employee recognition solutions that clearly enhance job satisfaction, O.C. Tanner has earned their place as a Strategic Leader this year.”
‍—David Wilson, CEO and founder of Fosway Group

1. Narrow the search

Choose three to five vendors to target—more than that and it will overcomplicate the process.

2. Decide on features

Understand which program features are commonly available and which stand out, and don’t compromise on the most important ones to you and your organisation.

3. Include a scorecard

Create a scorecard to ensure your request addresses all the needs of your organisation. It’ll also minimize bias and protect against groupthink when it’s time to review proposals.

4. Tailor the RFP to the employee recognition industry

Sending a generic RFP template is a big, time-consuming mistake. Ask questions specifically around recognition platforms and solutions.

5. Keep it simple

The more questions you ask, the more questions you’ll have to read, analyse, and score. Stay focused and ask only the questions you couldn’t answer in your research.

6. Don’t rely on the RFP alone

As good as an RFP can be, it’s not sufficient by itself. It’s a start to helping gather as much information as possible, but it shouldn’t replace conversations, presentations, demos, and follow-up meetings.

Start your RFP