Discover employee recognition best practices and learn how to define your recognition strategy, choose a name and prove the ROI of your program.
Family-owned insurance company Hollard is committed to attracting and retaining employees who are capable and willing to innovate and provide excellent service. Providing employees easy access to its benefits, reward and recognition and communications in one centralised, branded hub allows them to provide a unique people experience and reinforces their standing as an employer of choice.
Number of employees:
Number of locations:
One (plus offsite staff)
Employee benefits, employee communications, employee recognition
Hollard was using disparate systems to manage employee benefits, reward and recognition and communication. Employees were confused and found some of the systems were cumbersome, and lacked transparency and meaningful or immediate reward options. “Company-wide recognition didn’t happen. The systems we were using didn’t have the ability for everyone to see what was going on. People had completely lost faith in it,” Rebekah Quince, an HR Business Partner at Hollard, says.
“We wanted to create a space where there was some form of reward that was outside the annual salary review or bonus. We wanted it to be about the everyday achievements being known and recognised.”
Rebekah set about looking for a way to centralise employee benefits, communication, and reward and recognition in one place. “The gold standard for me is being an employer of choice, and part of that is the way we recognise and reward staff and growing the employee benefits offering with options that support them,” she says.
Ease of system use and the ability to seamlessly integrate Hollard’s brand made Reward Gateway’s employee engagement platform stand out. “Reward Gateway’s system makes it so easy for us to make changes immediately, which is important for communicating quickly and keeping the front page content fresh and interesting.”
Hollard launched the recognition and reward component as an extension of their employee benefits program and renamed it PerksPlus Recognition. They created “Hollard High-Five” eCards for easy, everyday recognition and gave each area of the business the ability to nominate peers for awards based on the values they demonstrated. Now, employees can access all the information about their employee experience in one place.
Ninety-five percent of Hollard employees logged in within the first week of launching the PerksPlus Recognition platform and celebrated 702 moments of recognition across the business in the first three months. Since launching PerksPlus Recognition, Rebekah has been using the communication tools in the hub to spotlight award winners and company events and make reward and recognition more visible across the different areas of the business
“Usually, once you launch something it’s out of sight and out of mind, but we are exploring more things we can add every day,” Rebekah says. “I love that it is a central piece for us. Our internal benefits are there, our EAP is there. We had information all over the place before, but now everything’s in one space and PerksPlus Recognition is the one true source of information for our employee experience.”
of Hollard employees logged in first week of launch
moments of recognition in three months