Empuls supports cadre-based metric configuration, allowing admins to define distinct recognition benchmarks for individual contributors and supervisory roles within the same rewards program.
How cadre-based metric configuration works
Within the Empuls admin console, you can segment your workforce into distinct groups — such as individual contributors, team leads, managers, and senior leadership — and assign a unique set of recognition metrics to each group. These metrics define what “good performance” looks like at that level, so awards are measured against benchmarks that are relevant to the employee’s actual responsibilities. Each metric can be tied to a specific award type. Empuls supports performance-based awards, nomination-based awards, and value-based awards, and each of these can carry its own approval workflows. An individual contributor might be recognized through a peer-nomination flow, while a supervisory role might require a manager-initiated performance award with a secondary HR approval step.A practical example
Consider an organization that runs its HR data through Workday or SAP SuccessFactors. Empuls can ingest job-level attributes from these systems to automatically place employees in the correct metric segment. A software engineer in an individual contributor band would be evaluated on contribution volume and peer nominations, while an engineering manager in a supervisory band would be evaluated on team performance outcomes and 360-degree nomination scores. Both groups participate in the same program but are never unfairly compared against each other. For teams using Slack or Microsoft Teams, recognition events and approvals surface directly in the tools employees already use, keeping the experience seamless regardless of cadre.Analytics across cadres
Once metrics are configured, Empuls generates segmented analytics that let admins track participation rates, award frequency, and performance trends separately for each cadre. This makes it straightforward to identify whether a particular employee segment is underrepresented in recognition activity or whether a specific award type is driving stronger engagement among supervisory roles than among individual contributors. These insights feed back into program design. If the data shows that individual contributors receive fewer nominations relative to their headcount, admins can adjust metric thresholds or introduce new award types to close the gap — all without affecting the configuration for other cadres. Empuls is ISO 27001 and SOC 2 Type II certified, so all workforce segmentation data and metric configurations are handled under enterprise-grade security controls. Learn more: Empuls Help Centre — Report and analyticsConfiguring award types and approval workflows
Learn how to set up performance, nomination, and value-based awards with custom approval chains for each employee segment.
Tracking recognition participation by team and role
Explore how Empuls analytics surface participation trends across cadres, departments, and locations to help admins spot recognition gaps.