Reward hard work and accomplishments with Achievers
February 13, 2019

Reward hard work and accomplishments with Achievers

Anonymous | TrustRadius Reviewer
Score 10 out of 10
Vetted Review
Verified User
Review Source

Overall Satisfaction with Achievers

Achievers is a great way to allow all employees to recognize the contributions of other employees. It also serves as a fantastic way for Management to acknowledge and (optionally reward) employees for employee contributions and efforts. The project leader can even recognize an entire team for work on a project. Achievers lets you do all of the things I have mentioned in a way that is visible to all employees within an organization and is, therefore, a great morale booster.
  • It promotes employee-to-employee recognition.
  • It provides a way for Management to periodically reward employees for their efforts.
  • It provides an incentive for great work as some of the Achievers rewards are incredible!
  • It is difficult to think of a "con" to encouraging employees to work harder or congratulate other's hard work.
  • It can take some time to build up a substantial number of points for the more extravagant rewards.
  • It is difficult to specifically measure the ROI of the Achievers program as it is an indirect reward system.
We did not evaluate any other system
Achievers is well suited in a team-based environment. In this type of environment, there is much visibility to the efforts of each team members. Rewarding such efforts in a visible manner encourages the entire team.
Achievers is not well-suited for any environment where Management "plays favorites" with specific employees. Although these "favorite" employees will enjoy the benefits of the Achievers acknowledgment and rewards, such favoritism will serve to discourage hardworking employees not in the "favorites" group.

Achievers Feature Ratings

Performance plans
10
Plan weighting
Not Rated
Manager note taking
10
Multiple review frequency
6
Corporate goal setting
Not Rated
Subordinate goal setting
Not Rated
Individual goal setting
Not Rated
Line-of sight-visibility
8
Performance tracking
5