Researching Top Employee Recognition Providers

This article is part of our Recognition Buyer's Guide series. Access the rest of the series here:

1. Getting Executive Support for Employee Recognition Programs‍
2. Assemble Your Buying Committee
3. Prioritize Your Employee Recognition Goals
4. Research Top Employee Recognition Providers (you are here!)‍
5. Selecting the Right Employee Recognition Partner

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In your search for a new recognition provider, researching potential partners may be the most important step before you speak to a provider’s sales team or invite them in for a demo. Use our guide for tips on how to search, what to look for, and how to find the best partner when all providers sound the same.

Identify potential employee recognition providers

There are 2 main ways most companies curate a list of potential partners.

1. Phone a friend 

You likely have peers at other organizations 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.

How to vet promising employee recognition partners

When you feel you have a broad understanding of the recognition providers available, it’s time to go deep. The goal: narrow the list before going to RFP or inviting potential providers for a meeting.

Here are 10 things to look for when vetting potential recognition providers:

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 organizations in your industry?

2. Product features

How comprehensive are their recognition products and solutions? Can they help you recognize 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 recognize 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. Customization

Are their awards and platforms customizable? 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 maximize 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 customized 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

Let’s talk about RFPs

While RFPs may seem intimidating and cumbersome, they don’t have to be. Use these six tips to make sure it goes smoothly:

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 organization.

3. Include a scorecard

Create a scorecard to ensure your request addresses all the needs of your organization. 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, analyze, 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

Compare, contrast, and choose

The hard work doesn’t stop after you’ve narrowed down your list of providers. To truly compare them all, you’ll want to:

• See their platform demos
• Call their client references
• Visit potential vendors’ facilities (virtually if necessary)
• Meet the team(s) you’d be working with to confirm the solutions and chemistry are everything you expect

If you’ve leveraged your referrals, done your research, and conducted a prudent RFP, your organization is perfectly positioned to make a final decision.

“From the beginning, O.C. Tanner has really impressed us with their willingness to truly partner and listen to what our needs were. It was a very easy process to come up with a design implement in a very short period of time.”
‍—Amanda Lee, Chief People Officer, AGL Energy