Kudos

Control a regular human being and plan their everyday life in the turn-based simulation. Analyze the environment and make your choice to select a career path, communication with friends, recreational activities to engage in, musical instruments to learn, etc.

Open Kudos and treat it like a daily habit: recognize, reward, review, repeat. Start by setting up foundations that make it effortless for everyone to participate. Connect your HRIS to auto-sync profiles, teams, and permissions. Map locations, departments, and roles to segments so you can target messages, budgets, and campaigns. Brand the portal with your logo and values, create a points catalog with clear redemption options, and define approval paths for high-value awards. Add integrations your teams already use—Slack, Microsoft Teams, email, SSO—so recognition fits into existing workflows rather than adding extra steps.

For everyday use, give appreciation in under a minute. Pick a colleague or team, choose a value or behavior tag, write a specific note, attach a photo or file if helpful, and add points or a badge. Decide whether to post to the company feed, a team channel, or keep it private. Schedule shout-outs ahead of events, or use chat shortcuts in Slack/Teams to send thanks without leaving your conversation. Encourage peer-to-peer notes after handoffs, releases, or customer wins. Managers can nominate people for formal awards, while teammates can stack micro-recognitions that add up. Gamified elements like streaks and leaderboards nudge consistent participation, and the rewards store converts points into meaningful perks so gratitude translates into tangible value.

Managers and HR can run structured programs without spreadsheets. Launch onboarding or seasonal campaigns using in-app templates and content guidance. Set goals tied to desired behaviors—quality, safety, collaboration, customer satisfaction—and align awards to those outcomes. Use segmentation to target specific groups (new hires, frontline staff, remote teams) with tailored messaging. Build quarterly awards with nominations, panel reviews, and budget controls. Drop files, graphics, and sample messages from the content library into your plan, then schedule posts and reminders. During 1:1s, pull up a person’s recognition timeline to prepare coaching notes, highlight strengths, and reference concrete examples.

Track culture health and impact with real-time reporting. Dashboards show coverage (who is giving and receiving), frequency, balance across locations and levels, and recognition-to-goal relationships. Pulse checks capture sentiment and help you spot gaps early—like teams that contribute but rarely get acknowledged, or time zones that miss feed activity. Export reports for leadership, compare results quarter over quarter, and benchmark teams to identify bright spots worth scaling. Iterate quickly: adjust point values, refine badges, update the catalog, and A/B test messages. With each cycle, you’ll tighten the link between daily behaviors, meaningful appreciation, and measurable performance.