Our Customers
Read about some of our world-leading clients operating global strategic recognition programs today.
- Completed simultaneous deployment of Global Strategic Recognition program in 3 months, to 18,000 employees, in 35 countries, in 7 languages
- 85% of employees connected through recognition program
- 45,000 awards redeemed in first year
- 13,000 Employees in 320 Locations in 73 Countries on Globoforce
- Peer-to-Peer, Manager-to-Employee, Years of Service, Sales Incentive, Employee of the Month – multiple reward programs, each with its own guidelines, all on a single Globoforce platform
- 4,550 employees, 28 countries on Globoforce
- Global Strategic Recognition program encourages teamwork across departmental and geographic boundaries
- Reinforces and promotes behaviors that reflect company values
- Years of Service Program added in July 2008
- Launched Global Strategic Recognition in five languages to 29,000 employees in 15 countries
- Reinforcing the company's Brand and Values through peer-to-peer recognition
- Driving a single culture of appreciation across all employees globally
- Global Strategic Recognition program launched Spring 2008
- Automated processes for nomination, employee redemption and management reporting
- Strengthened ability to successfully recruit and retain the best talent in the industry
- Global Strategic Recognition for Global Forwarding Division
- Full peer-to-peer recognition program in three languages
- Recognition tied to key company values
- Years of Service program also launched in May 2009
- 45,000 employees, 62 countries on Globoforce
- System in 11 languages; all currencies needed
- 200,000 awards redeemed annually
- Employee engagement increased from 60% to 85%
- Global Strategic Recognition for 30,000 employees in 12 countries
- Entirely offline program catering to the hotel industry’s need for on-the-spot rewards
- Redemption in multiple languages online or on the phone with Globoforce’s multi-lingual staff
- Employee satisfaction improved by 2% since program launch
- 5,000+ employees worldwide on Globoforce
- EDGE–Employees Driven to Global Excellence–strategic recognition program
- Celebrates individuals and teams for performance and commitment to business goals and values
- 8,200 employees, 4 countries on Globoforce
- Recognition seen as a leadership tool
- 90% of employees recognized through program
- Substantial time and cost savings in recognition program
- Double digit increase in employee satisfaction score over two year period
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- 3,200 employees, 8 countries on Globoforce
- Polaris values incorporated into program
- Strategic recognition for all employees
- 140,000 employees worldwide on Globoforce
- Operates in over 100 countries, all currencies needed
- Consolidation of all recognition programs into one on-demand platform
- 23,000 employees, 59 countries on Globoforce
- Global Strategic Recognition program highlights behaviors that demonstrate core company values
- Individuals and teams recognized in a timely and effective way for their exceptional contributions
- Fosters an environment of shared success and engagement
- Years of Service Program
- 3,000 participants
- 22 countries
- 6 languages
- 18,000 employees in more than 280 locations with operations in more than 40 countries on Globoforce
- Strategic recognition launched in all global locations to all employees in six languages in just three months
- Consolidation of multiple programs into one enabled recognition of many more employees without increased budget spend
- Employee satisfaction scores improved since program launch
- Global reporting ability drives corporate governance and review
- 27,000 employees, 100 countries on Globoforce
- Successfully merged pre-existing Globoforce recognition platforms at Thomson and Reuters
- Recognition tied to five strategic company priorities
- Points-based award value system
- “Superstars” Globoforce Recognition Program in UK & Ireland
- Reinforces the “Wrigley Way” culture of treating people with trust, dignity and respect
- 350,000 employees, 90 countries on Globoforce
- System in 14 languages; all currencies needed
- Reduced cost of recognition by combining multiple tactical programs into one global strategic program
- Increased participation in program and frequency of rewards
- Strategic Recognition, Years of Service, and “Excellence” Awards on Globoforce platform
- Largest rewards selection for recipients to choose from
- Increased employee satisfaction with new Globoforce programs
- Substantial cost savings by eliminating manual recognition processes
- “Measurable process goals are critical to a successful global strategic recognition program. With the appropriate goals and a program to measure the outcome, you can begin to spot the frequency, appropriateness and timeliness of recognition and the levels of success against those goals. Globoforce provides the mechanism making this possible.”
– Terry Cain, Vice President of Operational Excellence, Avnet - “Through the Globoforce tool, we are able to define criteria for employee awards based on our company's core values. It also helps us seamlessly address language and currency issues across our global organization.”
– Susan McGowan, Associate Director of Benefits, Biogen Idec - “Discovery is pleased to partner with Globoforce to add their software technology to our existing recognition programs. Their platform will help us strengthen our offerings to successfully recruit and retain the best talent in the industry.”
– Ted Stewart, Senior Vice President, Total Rewards, Discovery Communications - “Strategically aligned recognition drives the behaviors, actions and results that lead to business success. At Dow, people are recognized for their contributions. It is important that everyone understand why recognition is important, know how to recognize employees effectively, and make recognition a part of every day.”
– Andrew Liveris, President and CEO, The Dow Chemical Company - “Our guests do not want service that's cookie-cutter. Just as we're trying to deliver individualized, personalized experiences for guests, we wanted to introduce a customized, personalized rewards program for employees, too.”
– Carolyn Clark, Senior Vice President of Human Resources, Fairmont Hotels & Resorts - “Global Crossing’s success reflects our commitment to customer service excellence and the relationships we build with our customers and with each other as employees. Through the use of our employee recognition programme E.D.G.E. (Employees Driven to Global Excellence), we encourage all of our employees to celebrate individuals and teams that stand out for their exceptional performance and commitment to our business’ goals and values. We are very proud of the effort and creativity that our project team has put into developing this programme.”
– Neil Barua, Chief Administrative Officer, Global Crossing - “Saying ‘thank you’ in a meaningful way is a powerful lever as part of an organization's overall performance feedback mechanisms. Having the right tools that are easy for employees to use can increase adoption of a rewards program. Most importantly, however, is how the different pieces of a program are all connected to drive the right messages to teams and individuals, while building momentum for success and growth.”
– Jim Grenier, Vice President, Human Resources, Intuit - “The Polaris Star Award Program reminds us to recognize the things that are most important to Polaris. It does this by using criteria for recognition that are based on the Polaris Values and exceptional performance. This tool will help us be consistent in how we recognize employees for their hard work and will provide us with timely and personalized recognition delivery.”
– Bennett Morgan, President & Chief Operating Officer, Polaris - “I believe that we need to become a much more competitive company, a more efficient company, a more service-oriented company, and a more aggressive company. However, it is much more than changing our products or changing the architecture: it means changing the Thomson Reuters culture as well.”
– Tom Glocer, CEO, Thomson Reuters - “It is very useful to be able to say we recognize you not only through your salary or the benefits we offer but also through our commitment to lifelong learning and development and the Superstars recognition programme. The scheme is about everyone awarding everyone else, at whatever level.”
– Helen Franklin, Director of People, Learning and Development, Wrigley UK and the Republic of Ireland