If you're fed up with generic employee rewards (“Congrats, here’s another $5 Starbucks card!”), you’re not alone. A lot of companies want to make recognition actually mean something, but most tools out there make you pick from the same bland list. If that’s not your vibe, good news: you can shape Bonusly to fit your team’s quirks, values, and inside jokes—if you know where to look.
This guide walks through how to create custom reward options in Bonusly that actually reflect your company culture, not just what’s easy to buy in bulk. Whether you’re HR, a founder, or just the unofficial “make work fun” person, here’s how to do it without wasting time or money.
Why bother with custom rewards?
Let’s get this out of the way: the default Bonusly catalog isn’t bad—it just isn’t personal. If you want people to actually care about peer recognition, the reward at the end should feel like it came from your company, not a faceless vendor.
Custom rewards work when: - You have inside jokes, traditions, or values you want to reinforce. - You want to offer perks or experiences only your company can provide. - You want to go beyond the usual gift cards and cash-outs.
But be honest: Not everyone wants to win lunch with the CEO. Pick rewards that your team actually wants, not what looks good in a press release.
Step 1: Figure out what “custom” actually means for your company
Don’t start by logging into Bonusly. First, talk to your team about what would actually excite them. Otherwise, you’ll waste time setting up rewards no one wants.
Ways to get real input: - Run a quick Slack poll: “What’s one perk you wish we offered?” - Ask in a team meeting: “If you could win any kind of reward here, what would it be?” - Look at what people spend their points on now—what’s popular, what gets ignored?
Common custom reward ideas: - A day off (or a half-day, if you have trust issues) - The chance to choose the office playlist for a week - Company swag (stuff people actually want, not leftover event shirts) - Lunch delivered on the company dime - Donation to a charity of their choice - “Get out of a meeting free” pass - 1:1 mentorship with a leader (but only if people want it)
Pro tip: Don’t overthink it. You can always add, change, or remove rewards later. Start with a few options and see what sticks.
Step 2: Check your permissions in Bonusly
You need to be an admin to create or edit custom rewards. If you’re not an admin, ask whoever runs Bonusly at your company to either give you access or make the changes for you.
To check if you’re an admin: - Log in to Bonusly. - Look for “Admin” or “Company Admin” in your profile or menu. - If you can’t see the “Rewards” section in your dashboard, you’re not an admin.
If you’re not an admin, forward this guide to whoever is—they’ll thank you for making their job easier.
Step 3: Set up your first custom reward in Bonusly
Here’s how to do it, step by step:
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Go to the Rewards section:
In the top navigation, find “Manage” or “Admin” and click “Rewards Catalog.” -
Add a new reward:
Look for a button like “Add Reward” or “Create Custom Reward.” (Bonusly changes their UI now and then, but it’ll be obvious.) -
Fill out the details:
- Reward Name: Make it clear and specific. (“Half-Day Friday” beats “Special Perk #1.”)
- Description: Tell people exactly what they’re getting and how to claim it. Spell out any limits or fine print.
- Image: Add a simple, recognizable image—avoid stock photos if you can.
- Points Cost: Set a fair value. If you’re not sure, compare it to gift card values or ask your finance person.
- Quantity/Availability: Some rewards (like swag or lunch) may have limited quantities—set these so you don’t overpromise.
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Redemption Instructions: Who do they contact? How do they claim the reward? Make it idiot-proof.
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Save and test:
Save the reward, then try redeeming it yourself (or ask a trusted employee to test). Make sure the process actually works.
Common mistakes to avoid: - Vague rewards (“Cool surprise!”) that confuse people. - Rewards with no clear way to claim them. - Setting point values way too high—nobody wants to save up for a year for a hoodie.
Step 4: Communicate what’s new (and get people excited)
Don’t just quietly add new rewards and hope people notice. Announce them in your company’s main communication channel—email, Slack, whatever works.
What to include in your announcement: - Why you added custom rewards (“We wanted recognition to feel more like us”) - A couple of the best new options (“Yes, you can now win lunch from your favorite spot”) - How to redeem them (bonus: link to a quick walkthrough or FAQ) - An invitation for more ideas (“If you’ve got a reward in mind, tell us!”)
Pro tip: If you can, share a real photo of someone using the new reward. Nothing sells “work from anywhere day” like a colleague Zooming in from a hammock.
Step 5: Maintain and update your custom rewards
It’s easy to set and forget, but stale rewards will drag down engagement. Set a reminder every quarter to review what’s working.
What to check: - Which custom rewards are getting redeemed? Which aren’t? - Any feedback or complaints? (If people keep asking, “How do I get my reward?” your instructions probably suck.) - Are there rewards that are too much hassle to fulfill? Cut them. - Did your company change? (Remote now? Kill the “office lunch” reward.)
What to ignore: - Don’t worry if a few rewards are never redeemed. That just means they’re not popular. Focus on the hits. - Don’t add a million options just to have a big list. Too much choice makes decisions harder.
What works (and what doesn’t)
Works: - Rewards that are specific to your company’s culture (“First pick at the holiday party white elephant,” “Lunch with the founder at that taco place everyone loves”) - Experiences or perks you can’t buy elsewhere - Small, frequent rewards people can actually use
Doesn’t work: - Rewards that are hard to fulfill or require a ton of admin work - “Aspirational” rewards nobody cares about (unless you know your team wants them) - Vague or confusing instructions
Ignore the hype: You don’t need to reinvent recognition. Just make it feel a little more like your workplace.
Keeping it simple (and real)
Custom rewards in Bonusly aren’t magic, and they don’t fix a broken company culture. But they do make recognition more meaningful—if you pick rewards people actually want. Don’t stress about getting it perfect on the first try. Start with a few options, see what people like, and change it up over time.
The best rewards are the ones that get used. Keep it simple, keep it clear, and don’t be afraid to kill off rewards that flop. Recognition should feel human, not like another HR checkbox.