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Empuls supports custom recognition metric categories—including Job, Behavior, Extra-Curriculars, and Education—so every award is explicitly tied to a defined organizational value rather than issued without context.
Empuls supports full categorization of recognition badges and awards across configurable metric groups. Admins can define categories that reflect the organization’s strategic priorities—common examples include Job Performance, Behavioral Values, Extra-Curricular Contributions, and Educational Achievements. Each category contains its own set of badges, giving the recognition program clear structural boundaries that mirror how the organization actually thinks about contribution. When an employee recognizes a peer, Empuls surfaces a metric selection step before the badge chooser appears. The recognizer must pick the relevant category first—say, “Behavior”—then select the specific award that fits the moment. This guided flow removes ambiguity and ensures every recognition act carries context, not just a generic acknowledgment. Tying recognition to defined metrics does more than add structure. It aligns every shout-out with stated company values, whether those are anchored in a competency framework, a leadership model, or an OKR cycle. Over time, this builds a recognition record that reflects real performance dimensions across the workforce. Consider a company running quarterly performance reviews inside SAP SuccessFactors. By mapping Empuls metric categories directly to the same competency pillars tracked in SAP SuccessFactors, HR can cross-reference recognition data with formal evaluation scores. A spike in “Behavior” badges ahead of a review cycle can surface strong candidates for promotion or flag teams where cultural alignment is especially high. The same logic applies when Empuls is connected to Slack or Microsoft Teams. Recognition flows happen inside tools employees already use, and the metric tag travels with each recognition into Empuls’s analytics dashboard. People leaders can filter recognition trends by category—seeing, for example, whether “Extra-Curriculars” recognition is concentrated in one function or spread across the organization. That visibility directly supports recognition equity initiatives and helps HR quantify the return on culture programs. Empuls is SOC 2 Type II and ISO 27001 certified, so the categorized recognition data collected across all metric groups is stored and processed to enterprise security standards. Learn more: Empuls Help Centre — Awards

Recognition Analytics and Reporting

Understand how Empuls tracks recognition trends by category, department, and time period to surface actionable people insights.

Setting Up Peer-to-Peer Recognition

Learn how employees send peer recognition in Empuls, including the badge selection flow and metric tagging step.