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Empuls supports configuring both monetary and non-monetary awards at the department, team, or group level, allowing managers to assign point values, link recognitions to company core values, and attach custom badges for meaningful, targeted appreciation.
Recognizing employees is most effective when it matches the culture, goals, and structure of the team receiving it. Xoxoday Empuls gives HR administrators and managers the flexibility to configure both monetary and non-monetary awards at the department, team, or group level — so recognition feels relevant and intentional, not one-size-fits-all.

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Monetary Awards by Department

Empuls lets administrators define point values for awards and assign them at any organizational level. A sales team milestone award can carry a different point denomination than an engineering innovation award, reflecting the unique KPIs and priorities of each group. Points earned through Empuls are redeemable from a global reward catalog, giving employees real purchasing power for their recognition. This configuration works seamlessly whether your org chart lives in Workday, SAP SuccessFactors, or Darwinbox. Empuls syncs with your HRIS so department hierarchies stay accurate without manual upkeep on the recognition side.

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Non-Monetary Awards and Badges

Not every recognition requires a monetary component. Empuls lets managers configure non-monetary awards tied to custom badges, peer shout-outs, or value-based recognitions. A customer success team might use a “Customer Champion” badge to celebrate empathy and responsiveness, while an operations group might award “Process Perfectionist” for efficiency gains. These badges and non-monetary recognitions appear on employee profiles and in the Empuls social feed, reinforcing a culture of ongoing appreciation without requiring budget sign-off for every instance.

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Linking Awards to Core Values

Every award in Empuls — monetary or non-monetary — can be mapped to a company core value. When a manager in the engineering department gives a “Best Problem Solver” award, they can tag it to a value like “Innovation” or “Ownership.” This adds organizational meaning to the recognition and surfaces data on which values are actively being reinforced across different teams. HR leaders can use this attribution data to identify which departments are driving value alignment and where recognition programs need strengthening.

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A Practical Example

Consider an organization running Empuls alongside Microsoft Teams. Managers in the marketing department can trigger a peer recognition directly from a Teams channel, selecting either a points-based award or a non-monetary badge. The recognition posts to the Empuls social feed, notifies the recipient, and is automatically logged against the marketing department’s recognition activity. HR can then review a breakdown of award types and recognition frequency by department — all from a single dashboard. Empuls is certified to ISO 27001 and SOC 2 Type II standards, so department-level award configuration and employee recognition data are handled with enterprise-grade security. Learn more: Empuls Help Centre — Recognition

How to link employee awards to company core values

Learn how Empuls maps every monetary and non-monetary award to a core value, giving HR teams visibility into cultural alignment across departments.

How peer-to-peer recognition works in Empuls

Understand how employees can send non-monetary shout-outs and badges directly to colleagues, and how managers can track participation by team.