How it works
(It’s so easy!)

Every employee receives a monthly point allowance.
It’s usually 100-200 points, or $10-$20 per person.
Employees use points to recognize their peers.
Recipients use points to access rewards.
Read our guide on how to build a successful employee recognition program.

Peer-to-peer recognition in 5 easy steps

1. Name your recipient

Recognize one person or a whole group; peers, managers, or direct reports, and tag additional people (like managers) to tell them about the recognition you gave.

2. Pick the points

Add points to your post! Your teammates will redeem them for rewards. Your company-funded monthly points allowance is typically 100 to 200 points, or $10 to $20 per person.

3. Share the reason

Why are you recognizing this person? Get specific! Celebrate individual contributions and highlight action(s) someone took that are important to you and your organization.

4. Include hashtags and GIFs

Add company-value hashtags to your posts to bring visibility to your organizational values. Drop GIFs, images, links, or emoji into your post to make it expressive and personal.

5. Give an add-on

Anyone can give recognition—peers, managers, direct reports, and executives—and other people can add onto that recognition to show their appreciation. Double the delight!

Benefits of peer-to-peer recognition

Bonusly’s peer recognition brings more frequent moments of appreciation to your company. That creates a culture of recognition and positivity. Check out the other benefits:

Clarify the impact of work

When peers recognize each other’s work, it’s posted on a public recognition feed. Employees see how their work impacts other teams and learn about what’s happening in other departments. Recognition means more when it comes from people who are directly familiar with
your work.

Take the onus off managers alone

Managers can’t track every action that happens on their teams, so Bonusly makes it easy for managers to effortlessly track recognition their reports receive elsewhere and use that data in performance reviews. Bonusly also takes the onus off managers and leadership to do all the championing and cheerleading.

Bonusly for managers

Connect in remote or hybrid environments

How do you keep everyone connected and on the same page when they aren’t together as often (or at all)? Bonusly operates in real time, so it’s flexible, visible, and accessible all the time. People can connect with and support each other whenever it’s convenient and as often as they’d like.

Bonusly for remote and hybrid teams

Strengthen working relationships

The strength of an employee’s work relationships directly influences three things: their sense of psychological safety, their engagement, and their productivity. Bonusly empowers every employee to recognize their peers and build camaraderie with their teammates.

Becky Cantieri
Chief People Officer
California, USA
Internet services

"Bonusly is core to our recognition program and a thoughtful way to connect the work of our employees to the value they deliver for our customers."

Lindsey Kampmeier
VP of People & Culture
Los Angeles, CA, USA
Restaurant technology

"Bonusly has been a GAME CHANGER. It's quickly become an essential part of our success in working as a distributed team and creating more visibility around small wins!"

Luis Jimenez
People Engagement
Headspace Health
Distributed, United States

"Bonusly Kept Us Together When We Couldn’t Be Together"

Gabi Tofani
Talent Management Lead
40 countries worldwide
Technology recruiting

"We’ve seen a 15% increase in recognition sentiment in our employee engagement survey."

Nicole Pigeon
Customer Support Services
IT Services

"Bonusly worked wonders for team morale during the fast growth and uncertainty of acquisition and the quick move to remote work during the pandemic."

Ready for more peer recognition?