Many organisations want to use Rewards & Recognition not just as an ongoing benefit, but as a strategic motivator, linked with accountability, special achievements, or occasions. In TeamGPS, you have the flexibility to control who gets points, when they can use them, and how redemption's are managed.

This approach ensures recognition stays meaningful, aligned with company culture, and budget-friendly.


Instead of giving every employee points on a monthly basis, you can restrict points to managers and decide when redemption options (gift cards or custom rewards) should be available.

Here’s how you can set this up in TeamGPS:



Step 1 – Disable Monthly Allowance for Everyone 

  • Go to Recognition Setup → Monthly Allowance per Employee.

  • Leave this field empty so no points are automatically given to all employees.



Step 2 – Empower Managers With Points 

  • Navigate to the Employees section.

  • Open the profile of each Manager.

  • Under Allowance Boost, assign the number of points they should receive.

  • Example: A Security Manager gets 500 points each month to reward their team.

This ensures only managers have the ability to distribute points, keeping recognition purposeful.



Step 3 – Restrict Redemptions Initially 

  • Go to Gift Card Setup → keep the toggle off for Gift Card Redemption.

  • Go to Custom Reward Setup → keep the toggle off for Custom Rewards Redemption.

This means employees can receive shout-outs and accumulate points, but cannot yet redeem them.




Step 4 – Enable Redemptions at the Right Time 

  • During special occasions, festivals, or quarterly reward cycles, simply toggle on the redemption options (Gift Cards, Custom Rewards, or both).

  • Employees will now see these options in their tenant and can redeem their accumulated points.

This creates a sense of anticipation and excitement, making rewards more impactful.




Practical Use Cases

  • Bug Bounty / Spot Rewards
    Managers can instantly recognise employees for security wins or urgent problem-solving by giving points via a shout-out.
    Example: A developer who identifies a critical vulnerability gets 100 points with a “#Innovation” shout-out.

  • Festival or Occasion-Based Redemptions
    Keep gift cards and custom rewards locked throughout the year, then unlock them during Thanksgiving Day , Christmas, Halloween or the company’s anniversary.
    Example: Employees save up points and redeem them during the annual company day celebration for Amazon gift cards or “Work From Home” rewards.

  • Controlled Certification Sponsorships
    Use Custom Rewards for professional growth.
    Example: Redeem 1,000 points for company-sponsored Microsoft Azure certification.

 

Important Notes 

  • Shout-outs Without Points
    Recognition can still happen without points. Managers and peers can give shout-outs purely tied to values.

  • Mandatory Hashtags (Core Values)
    Every shout-out must include a hashtag—ensuring recognition always connects back to company values (e.g., #Collaboration, #Accountability, #CustomerFirst).



Key Benefits of This Approach 

  • Budget Control – Only managers have points, reducing uncontrolled spend.

  • Strategic Motivation – Rewards tied to achievements, not routine.

  • Cultural Reinforcement – Hashtags link recognition to company values.

  • Excitement Factor – Redemption become special events, not everyday transactions.