For executive leadership
Make appreciation part of how you operate
Companies have infrastructure for payroll, HR, and CRM. Appreciation usually depends on whoever remembers. Thankscrate makes it a process, connected to your people data, governed by your rules, and visible to you.
- Tampa212 people18 of 19 managers
- Denver148 people12 of 13 managers
- Remote96 people11 of 11 managers
Occasions and budgets, set once for everyone
Culture, operationalized
Behavior that matches the values
Leaders say people are the priority. Employees judge that by what happens on their birthday, their anniversary, and the week their parent was in the hospital. Thankscrate makes the company's care consistent across every manager and location, without depending on any one of them.
- The same standard for every employee
- Managers participate without administering
- Random Acts of Kindness for the moments that are not scheduled
The birthday
Coffee Break Crate, her pick, and a note from Sam
Created from her recordNotified on the day
The anniversary
Five years. A Milestone Thankscrate and a note that named the year
Sam wrote it two weeks outDelivered Sep 24
The hard week
Get well. A Thankscrate and a note from the team
Priya sent it the day she heardNot on any calendar
Governance
You set the rules
Decide which occasions the organization recognizes, what each is worth, and who is included. Budgets are per occasion and billed at real cost. There is a full record of every gift. Departments and managers work inside those decisions.
- Per-occasion budgets, billed at the real cost
- One program across departments and locations
- Every send in one history
Gift tiers
One per occasion. Billed at the real cost, never above the range.
- BirthdayStandard$25$35
- Work anniversaryPremium$50$75
- 5 and 10 yearsMilestone$100$150
- Thank you (on demand)Standard$25$35
INV-1042 · Charged Jun 1, 14 days before
Visibility
One screen for the answer
Upcoming moments, what needs attention, what went out, and how much of the workforce was celebrated in the last twelve months. Reporting is how the program proves it is running, and the direction is to connect participation and spend to engagement and retention with a real baseline.
- Team pulse over twelve months
- Participation by manager
- Spend and history in one place
78%
of the team celebrated
Team Pulse
42
moments, next 60 days
6
need your attention
38
delivered, last 90 days
Gifts sent per month
- 3 missing an address
- 2 notes waiting on a manager
- 1 payment on hold
What leadership gets
A decision you can see through
Consistency at scale
Every employee covered, without adding headcount to run it.
Control
Budgets and rules set once, applied everywhere.
Reputation
A visible signal to employees, candidates, and customers that the company practices what it says.
Managers show up
The right prompt at the right time, and little else to do.
Both audiences
Employee and customer appreciation on the same infrastructure.
Evidence
History, participation, and spend when the board asks.
Straight answer
Honest about outcomes
A gift alone does not fix turnover, and any vendor who says otherwise is selling. A consistent, personal appreciation program supports the relationships behind engagement and retention, and gives you the means to manage and measure it. If you want to measure the effect, we will help you set a baseline before the program starts.
Questions
Common questions
Quick answers.
Will it still feel personal?
Gifts ship with a printed card carrying a message someone actually wrote. Managers get a link to write it, no login needed, and reminders until it's done. Recipients choose the gift that fits them.
Do managers need to learn a new tool?
No. A manager only ever sees a link to write a message. No login, no dashboard, no training.
Will this reduce turnover?
A gift alone does not, and we will not claim it does. A consistent, personal appreciation program supports the relationships behind engagement and retention, and gives leaders the ability to manage and measure it. If you want to measure the effect, we will help you set a real baseline.
Twenty minutes with your org chart
See how one program runs across your locations, departments, managers, and the occasions you would choose.