Speaker 1: Hey, here to show how to set up a manager-driven recognition program. So a manager-driven program is one where the managers can give out recognitions worth $10 or $20, but then everyone else can give non-monetary recognition and possibly also an approval recognition that the manager will be approving. So to set this up, we'll want to set up a point ratio that's pretty close to what the currency is. So in this case, I did 10 to 1 ratio. So it's nice to get a lot of points, getting hundreds of points, but still be something that you know what you're getting in dollars. So 10 to 1 ratio on the rewards catalog. Then we want to allocate points to different people. So since we're doing that approval recognition of $2.50 that the employees can do, that means I want to allow each employee to have $2.50 of points available to them. But then the direct report managers can give an additional 175 points, which comes out to being $20 total that they can give out each month, which results in basically $10 per employee over this many employees. Now, you can always adjust it to be more or less, depending on what you have budgeted. With that set up, I can go create the badges. As I mentioned, we'll create a number of badges, like this empathy badge, that anyone can send out. There's no restrictions. There's no points. And you can do additional programs around those non-monetary recognitions. Maybe it gives, by reviewing the recognitions on people's profiles, the manager can see reasons to give additional recognition, such as inspiring others and achiever. These can be additional manager recognitions. So for instance, in this case, only the direct report managers can give it out. It's worth $20. So it's a very meaningful recognition. Inspiring others is an example, where it's $10. And just like the other one, actually, it's an achievement, where you can only receive it once a month or once a quarter. So the manager is more likely to recognize more people with that meaningful, inspiring others value. And I will say also, as I touched on, maybe you also allow employees to still give some kind of monetary recognition, but requires approval from a manager. And the manager can either be the sender's manager or the recipient's manager that approves it. And then they can give out one of those per month. So now, when I go send a recognition, I can see my badges, I can give out 100 points, 200 points. These are $10, $20 rewards. Backing out, I can see that I have 200 points to give out. So I can give them all one fell swoop. This achiever recognition goes to one person. Or I can do $10 award. I can do that twice a month. But because I haven't set restrictions on the other badges, I can also give a non-monetary badge as a manager. Then once those are received, obviously, you can go redeem a gift card with those things once you earn those points. I also touched on that managers do have access to their manager portal. They'll be able to see the trends of recognitions happening, who their top employees are, what's the engagement of their team. And that's all visible within their manager portal. And then we want managers to go and see their direct reports. When was the last time you recognized these folks? And being able to go and send that person a recognition. We also email managers every week, reminding them to recognize their teammates, the people on their team. And we'll have a different message each week, cycling through their direct reports to get that manager to recognize their teammates. OK, that's setting up a manager-driven recognition program. Contact us to learn more. Thanks.