The Power of Peer-to-Peer Recognition

The Cratejoy leadership team loves YouEarnedIt. It’s a self-sustaining way for our team to recognize and reward people for exhibiting our core values, without requiring our explicit involvement.

Amir Elaguizy Founder and CEO, Cratejoy

See how fast-growing technology company Cratejoy redefined recognition and built a performance-driven, engaging culture that most only dream of!

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The Motley Fool uses employee recognition

Real-Time Recognition Gets Results

How do you make employee recognition work for you? Make it easy to do, delightful to use, and rewarding for everyone involved. This is exactly what’s accomplished with YouEarnedIt’s real-time recognition tools and social recognition feed.

employee recognition in activity feed

Cratejoy opened peer-to-peer recognition to everyone. Now the company has a culture of appreciation.

Before YouEarnedIt, recognition was on the shoulders of leadership. After YouEarnedIt, it became part of the culture; part of the process.

Amir Elaguizy Founder and CEO, Cratejoy

Enabling peer-to-peer recognition is great. Making that recognition highly visible to everyone in the organization is rocket fuel for boosting a company’s culture. At many companies, YouEarnedIt has redefined employee recognition.

The Motley Fool has been named Glassdoor’s Best Place to Work two years in a row.

Last year, its employees recognized co-workers over 14,000 times using YouEarnedIt.

Implementing YouEarnedIt was easy, and it put the power of recognition in the hands of everyone. We know firsthand the effect YouEarnedIt can have on morale and engagement.

Lee Burbage Chief People Officer, The Motley Fool

example of employee recognition between colleagues

When’s the last time employee rewards felt truly rewarding at your company? With YouEarnedIt’s custom reward capabilities, you can easily create a catalog that’s tailored to your company culture while being budget-friendly.

employee reward ideas for employee recognition program

Return Path was wasting time and money on ineffective awards. Today they’re saving thousands on rewards, and engagement survey scores are up 10%.

We’re saving around $50,000 a year compared to our last award system.

Caroline Pearl People Generalist, Return Path