Recognition

More than 65% of employees say they don’t feel recognised at work.
Engaged employees perform 20% better and are 87% less inclined to leave the company.

Give Kudos

It’s as simple as that.

Recognize someone for a good thing they did. It seems self evident but sometimes we forget how much a simple ”Good job!” does for a person’s self-esteem.

When you connect your praise to business impact and company values and endorse some skills, you get trackable, actionable intel.

Kudos go straight
to your feed

When kudos are received, they instantly show on the receiver’s feed, the sender feed and the company feed.

Recognition is clear and visible on all channels.

Profile recognition

A user’s public profile will reflect their shared company values, impact, uniques skills will be publicly endorsed.

Custom tags can be assigned to the user, either public or private, visible only to management positions.

Make it your own: customization

Each company has different values and different impact measurements. Mirro recognizes this and lets you customize the icons and labels so it will match your own.

Eight Proven Ways to Show Appreciation at Work
Your definitive guide on how to create a culture of gratitude in your company

Are you a giver, a taker or a matcher?

Giver

What can I
do for you?

Taker

What can you
do for me?

Matcher

Quid pro quo

Find out, and more: Read the entire article here

Cristina N B

Performance Specialist
Mid-Market,
10-50 employees
Used the software for: 6-12 months

“Easy to use | Playful | Colourful”

A great way to stay in touch with your remote team. It is helping us remember to say Kudos to the teammates and to ask for help when we are not in the office. User-friendly, easy to use, easy to find info and a great way to see them through the multitude of emoji / badges choices.

I wasn’t part of the integration team, but I remember that our HR Manager was very happy about the choice and very fast she introduced us the new people management tool and also the diagrams in real time tool.