Let’s be honest: generic “Employee of the Month” awards usually don’t mean much. If you’re using Motivosity and want to actually recognize your team in ways that fit your culture, you’ll need to set up custom awards. This guide walks you through every step, plus a few things to avoid so your program doesn’t turn into just another box to tick.
This is for admins and HR folks who have some say in Motivosity settings, not just regular users. If you’re looking to make your recognition more meaningful—or at least less cringey—read on.
Why Bother With Custom Awards?
Most people can spot a template award from a mile away. The default options in Motivosity are fine, but they’re generic. Custom awards let you:
- Celebrate what really matters to your team (not just what the software thinks is important)
- Reinforce your company values without sounding like a robot
- Make recognition a little more fun and a lot less awkward
But don’t overthink it. The best custom awards are simple, specific, and actually used.
Step 1: Clarify Why You’re Creating Custom Awards
Before you start clicking around in Motivosity, ask yourself:
- What behaviors or results do you want to recognize?
- Do you want these awards to be serious, fun, or a mix?
- Who’s going to give out these awards—managers, peers, or everyone?
- How will you know if it’s working?
If you skip this, you’ll end up with awards no one cares about, or worse, ones that make people roll their eyes.
Pro tip:
If you’re not sure, ask your team what kinds of recognition actually matter to them. A quick Slack poll can save you a lot of guesswork.
Step 2: Log In and Navigate to the Admin Settings
Custom awards are only available to admins. If you’re not an admin, stop here and get someone who is.
- Log in to your Motivosity account.
- Click on your profile icon (usually top right).
- Select 'Admin Settings' from the dropdown.
- Find 'Awards' or 'Recognition Settings' in the sidebar. (Motivosity sometimes changes menu names, but it’s usually under “Recognition” or “Awards.”)
If you can’t find it, you may not have the right permissions. Double-check your role or ask your Motivosity rep.
Step 3: Create a New Custom Award
Once you’re in the right section:
- Click 'Create New Award' or similar. The wording might vary, but look for an obvious button.
- Name your award. Pick something clear and specific. Example: “Above & Beyond,” “Culture Champion,” or “Bug Squasher.”
- Write a description. Explain when and why this award should be given. Keep it short and skip the buzzwords.
- Choose an icon or image. Motivosity lets you pick from their library or upload your own. (Don’t spend all day on this—nobody cares that much.)
- Decide if there’s a reward. Some awards can come with points or a gift card. Others might just be for public recognition. Make a call based on your budget and culture.
Honest take:
Skip awards with vague names like “Great Job.” If it could apply to anything, it’ll end up meaning nothing.
Step 4: Set Eligibility and Frequency Rules
You don’t want someone winning “Rookie of the Year” twice, or getting spammed with the same award every week.
- Who can give this award?
- Managers only?
- Peers?
- Anyone?
- How often can it be awarded?
- Once per month, quarter, or year?
- Unlimited?
- Is it nomination-based or automatic?
- Most teams stick with manual nominations—automation usually feels inauthentic.
Set these rules up front to avoid headaches later.
What to ignore:
Don’t get hung up on every tiny rule. Start simple—if you need rules for everything, you might be overengineering the program.
Step 5: Preview and Save
Before you roll it out:
- Preview how the award looks. Make sure there are no typos, the icon isn’t weird, and the description makes sense.
- Double-check eligibility and frequency. You don’t want a flood of awards or something nobody can earn.
- Save your new award.
Motivosity usually lets you edit or delete awards later, so don’t stress about making it perfect.
Step 6: Communicate With Your Team
Don’t just quietly add new awards and hope people find them. Tell your team:
- What the new awards are
- Why they exist
- How to nominate someone (if applicable)
- If there are any rewards attached
Use plain language. Skip the “we’re thrilled to announce…” email. Just say: “Hey, we’ve added some new awards in Motivosity. Here’s how they work.”
Pro tip:
Highlight the first few winners publicly (with their permission). It sets the tone and shows you’re actually using the system.
Step 7: Test It Out
Try nominating someone yourself, or ask a manager to do a test run.
- Make sure the notification emails look right.
- Confirm the award shows up in people’s profiles or the recognition feed.
- If there’s a reward, verify it gets delivered.
Catch glitches early. Motivosity is pretty reliable, but no software is perfect.
Step 8: Maintain and Improve
After launch, check in every month or two:
- Are people using the awards?
- Are the same folks winning over and over?
- Is anyone confused about the criteria?
Don’t be afraid to tweak, delete, or replace awards. Recognition programs only work if people actually care.
What often goes wrong:
- Too many awards—leads to award fatigue.
- Vague criteria—makes it political or random.
- No follow-through—people stop paying attention.
Common Mistakes to Avoid
- Making awards too broad. “Great Attitude” doesn’t mean much if everyone gets it.
- Overcomplicating the process. If it takes more than 2 minutes to nominate someone, nobody will bother.
- Ignoring feedback. If people say an award is confusing or pointless, believe them.
- Letting it go stale. Keep an eye on usage. If an award hasn’t been given in 6 months, it’s probably not worth keeping.
Keep It Simple and Iterate
Setting up custom awards in Motivosity isn’t rocket science, but it’s easy to overthink. Start with a couple of focused awards, see how people use them, and adjust as you go. You don’t need to nail it on the first try—just create something your team actually notices and appreciates.
Recognition is supposed to make work feel a little better, not more complicated. Set it up, keep it real, and don’t be afraid to change what isn’t working.