Recognition was part of the culture, but hard to sustain. Without a rewards component or visibility beyond the immediate conversation, great work went unnoticed. Swag wasn’t much easier–every request meant a form, a follow-up, and manual data entry across a growing, distributed team. Erin was spending 8–10 hours a month on it alone.
She went to SHRM looking for a solution that could tackle both recognition and swag. Shortly after the conference, a swag kit arrived at her door.
“After SHRM, a lot of vendors blended together, but Stadium didn’t. The branding was memorable, the follow-up was immediate, and the experience felt thoughtful from the booth to delivery.”
“We started really small with recognition using a Slack bot, but there wasn’t a gifting component behind it. Stadium felt like the level-up version of what we were already trying to do.”
Stadium’s kudos programs gave recognition a permanent, visible home. Employees could celebrate each other through a social feed, posting shoutouts and tagging company values.
“Our kudos program turned recognition into something you want to check. You scroll through, see what other teams are celebrating, and it makes you want to get in there too.”
Rewards gave each recognition moment real weight. Instead of one-size-fits-all gifts, employees could spend their points on what they wanted.
“Some people need short sleeves, some people need a rain jacket, some people don’t need any of that, but they would like some nice luggage. There’s a little bit of something for everyone.”
Recognition was just the starting point. Stadium brought onboarding, milestones, and swag requests into one place. Programs that used to require manual coordination now run on their own.
“Seeing other people post is the best reminder to get in there and do the same.”
Work that used to go unnoticed outside of a small group was now something the whole company could see and celebrate. Teams that rarely crossed paths were suddenly cheering each other on.
As recognition became part of daily work, it got more deliberate–tied to real rewards and the values Everflow had been building since Erin joined. Even managers who had saved recognition for special occasions started participating regularly.
Seeing the most recognized employees, company value hashtags, and team activity gave Erin something concrete to bring to leadership, proof that the culture they were trying to build was taking hold.
“The metrics are actually more meaningful now. They’re a more accurate representation of people who are really contributing good work to the team.”
Aside from the cultural shift, automating onboarding and milestone programs brought swag administration from 8–10 hours a month down to 1–2 hours a month, giving Erin time back to focus on the work that mattered.
“Being able to bring recognition, rewards, and employee milestones together was probably the biggest win for me.”
Everflow
Erin Philpot
Employee Experience Manager
