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Having an extraordinary work culture is priceless

Our plans are designed to support your goals. Create a free 30 day trial – no credit card required

FREE TRIAL
FOR TEAMS OF UP TO 200
$ 6 pp/mth

Perfect for growing businesses wanting to create industry leading work cultures and retain top talent.

Automated Celebration Awards
Company, Manager and Peer to Peer Awards
Fun Customisable Award Icons
Customisable Rewards Currency Name
Bonus Points Workflows
Approval Workflows
Real-time Recognition Wall
Social Integrations
HRIS/Payroll Integrations
Rewards Including Experiences and Gift Cards (AU/NZ)
Participation and Program Engagement Reporting

Outside of AU/NZ

BOOK DEMO
FOR TEAMS OF OVER 200
$ CUSTOM

Perfect for established businesses wanting to transform employee engagement and super-charge productivity.

Everything for smaller teams plus+
Single Sign-On
Recognition Wall API
Committee Based Award Approval
Award ‘Tagging’ to make Nominations Eligible for Higher Awards

Outside of AU/NZ

Frequently Asked Questions

  • What is Rewards Currency?

    Rewards Currency flows through your Redii recognition program every time someone receives an award with points attached to it. The recipient can amass their points over time to spend on rewards in the shop.

    Rewards Currency by default is set-up as ‘points’ but you can name it anything you want; points, stars, beans, rocks!

  • How is Reward Currency billed?

    Whatever you choose to call your currency, 8 reward points = $1.

    Points are billed at the end of each month and are calculated on the sum of all points received by all employees during that month. An employee receives points (either from receiving an award or being given points from a manager or peer).

    You’ll find your rewards points allocation on your monthly invoice alongside your subscription fee. In your admin hub you can login at any time to see the recognition transactions that make up your bill.

  • How much should you spend on Recognition?

    Our recommendations for what you should spend on recognition are based on what we see is working best for our clients:

    • $150 per employee, per year – we recommend this as the minimum spend on recognition per employee per year. Any less won’t allow for enough frequency to make an impact.
    • $300 per employee, per year  –  programs with high participation and engagement rates are spending around this amount.
    • $600+ per employee, per year – our industry leaders, best employers and great places to work spend this and more.

    If you want some help on how you structure your program around a budget or spend, please get in touch.

  • How do you determine what each Award should be worth?

    Here is what we recommend:

    Peer to Peer Awards – $10 – $20 per instance

    Company Awards – $150 for a monthly Award, $250 – $500 for an Annual Award, $1000+ for extraordinary Awards.

    Peer to Peer Discretionary Points – give them a budget of between $50-$150 per quarter or year.

    Manager Discretionary Points – give them a budget of between $100- $200 per quarter or year per employee in their team.

    Some best practice tips:

    Offering multiple tiers of awards (preferably distinctly different) gives your people the opportunity to demonstrate their understanding of how behaviour translates into business impact. As they participate they will be constantly thinking “is this good or is this great?’

    Ensure you have a clear communication strategy around what kind of behaviours correspond with what level of recognition so that your people are recognising the right thing with the right value.

    Ensure that you incorporate Peer to Peer recognition (with approvals if need be) that results in reward. If your people can only recognise each other with Awards worth 0 points the enthusiasm will fizzle out soon enough.

  • Are there FBT implications?

    Fringe Benefits Tax (FBT), Australia.

    In terms of FBT – the easiest way to think about is that if the recognition/reward is infrequent and irregular (which it is if it is if peer / manager driven as opposed to formal and structured) it is exempt if the following conditions are met.

    $300 is the limit for the minor benefit exemption (S.58P of the GST Act) – has to be GST inclusive less than $300 and has to be a benefit that is provided on an infrequent and irregular basis.

    $2,000 is the threshold for reportable fringe benefits – i.e. where the total taxable value of an employee’s reportable fringe benefits provided during the FBT year exceeds $2,000 these benefits have to be grossed up and reported on their payment summary

    Where the minor benefit exemption applies, then the benefit is not a reportable fringe benefit and does not need to be taken into account in the above calculation re the $2,000 threshold.

    Redii does not provide official advice on FBT and we recommend that if you are concerned about FBT implications, you talk directly to your accountants.