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At Camunda, we believe that recognition is more than just acknowledging good work. It's about celebrating the unique contributions, behaviours, skills, and achievements of our Camundi that drive our company's success. We define recognition as the genuine expression of appreciation for behaviours, efforts, and results that align with our F.A.I.T.H. values and support our strategic goals.

CamundiKudos is Camunda's framework for meaningful recognition, is designed to create a positive flywheel effect where appreciation becomes a natural, integral part of our daily interactions.

Our Approach: Frequent, Timely, and Value-Aligned

Timely: Given promptly after the behavior or achievement occurs
Specific: Clearly linked to a particular action, skill, or result
Personalized: Tailored to the individual's preferences and contributions
Value-aligned: Connected to our Focus, Ambition, Integrity, Talent, and Humor (F.A.I.T.H.) values
Meaningful: Delivered with authenticity and a clear understanding of the impact

Through this program, we aim to:

Reinforce our F.A.I.T.H. values as the cornerstone of our culture
Celebrate standout achievements and behaviors that accelerate our annual goals
Foster a culture of appreciation and motivation across our global remote team
Attract, retain and engage talent to empower Camunda’s long-term success.

CamundiKudos offers a range of recognition opportunities, from peer-to-peer shout-outs to significant awards for high impact contributions. This framework is a V1 to set the foundation of Recognition at Camunda. Over time, we will continue to review the program and iterate to build upon the culture of recognition.

Why Recognition Matters to All of Us:

In our fast-paced, globally distributed work environment, recognition plays a crucial role in connecting us, motivating us, and reinforcing our shared purpose. Whether you're a manager looking to empower your team or an individual contributor seeking to understand your impact, recognition is a powerful tool that benefits us all.

For Managers:

Recognizing your team members can:

Boost team morale and productivity
Reinforce desired behaviors and outcomes
Strengthen team cohesion and loyalty
Provide clear guidance on what excellence looks like
Support talent retention and development

For Individual Contributors:

When your efforts are acknowledged and appreciated, it:

Boosts your motivation and job satisfaction
Provides clear feedback on what you're doing well
Strengthens your connections with colleagues and managers
Enhances your sense of purpose and alignment with Camunda's goals
Supports your professional growth and career development

We call these benefits our "emotional salary"—the non-monetary rewards that make our work deeply satisfying and meaningful. At Camunda, we believe this emotional connection to our work and our team is just as important as financial compensation.

By actively participating in recognition, whether giving or receiving, we all contribute to creating a more engaged, connected, and high-performing workplace. It's a win-win that elevates both individual experiences and our collective success.

Key components in V1.1 include:

[Retain & re-ignite] Shoutouts: Peer-to-peer and Manager-to-direct recognition shared in real-time via our existing #shoutouts Slack channel
Spot Recognition Awards: Monthly manager nominations for Camundi who embody our F.A.I.T.H. values
Exceptional Achievement Awards: Camundi who deliver high impact, cross-team contributions that significantly advance our strategic objectives
One Goal Awards: Celebrating Camundi during our annual kickoff week, who make an outsized impact in helping Camunda realise its one goal.

BPMN Process

Note: One Goal Awards is a separate, once a year process

Award Guidelines:

Summarized Guidelines

Shoutouts are for everyday actions or accomplishments that exemplify Camunda's values
Spot Recognition Awards are for significant contributions that exceed job expectations or notably impact team or department goals
Exceptional Achievement Awards are for extraordinary, cross-functional achievements that drive strategic, company-wide results
One Goal Awards (Annually at Kickoff): At Camunda, we share one clear goal: to lead the business orchestration and automation technology ("BOAT") category. The One Goal Awards celebrate teams and individuals who exemplify excellence in driving us toward this objective while embodying our Lean Camunda principles and FAITH values.

Note: If a spot recognition/exceptional achievement award is submitted, but approvers request the award category or justification be updated or expanded, only a single re-submission will be permitted.

Detailed Guidelines Overview

A] Shoutouts:

Description:	Shoutouts are designed for real-time, peer-to-peer or manager-to-direct recognition, or recently following the action of a Camundi to acknowledge and reinforce positive behaviours, actions, or accomplishments that demonstrate Camunda's F.A.I.T.H. values in day-to-day work.
Purpose:	Recognize and reinforce positive behaviours, actions, or accomplishments that demonstrate Camunda's F.A.I.T.H. values in day-to-day work
Frequency:	Ongoing, as deserving actions or behaviours are observed
Eligibility:	All Camundi are eligible to give and receive Shoutouts. We encourage all managers to regularly celebrate their directs
Nomination Criteria:	**Scope:Contributions within the employee's regular job scope that go above and beyond expectations Impact:** Positive impact on the individual, team, or department's productivity, morale, or collaboration
Examples:	Consistently delivering high-quality work under tight deadlines (Focus) Proactively offering to help a colleague or sharing knowledge (Talent, Integrity) Bringing a positive, humorous attitude to team interactions (Humor)
Award Mechanism:	Shoutouts are shared in the dedicated #shoutouts Slack channel
Process:	Have a look here for guidance on giving shoutouts! Consider using a template to make your shoutout even more personalized! Here are some templates to inspire you! "I want to give a huge shoutout to @[Name] for demonstrating incredible [F.A.I.T.H. value] in [specific situation/project]. Your [specific action/behavior] made a big impact on [result/outcome]. Thank you for your amazing contribution! "@[Name], your [specific skill/talent] shone through in [project/task]. The way you [specific action/achievement] showcased your [F.A.I.T.H. value] and directly contributed to [team/company goal]. Kudos on a job well done!"

B] Spot Recognition Awards: Live as of May 23rd!!

Description:

Spot Recognition Awards are ad-hoc manager nominations that acknowledge significant contributions or achievements that exceed job expectations, align with Camunda's values and goals, and have a notable impact on team or department objectives.

Purpose:

Acknowledge significant contributions or achievements that exceed job expectations and align with Camunda's values and goals

This award is not for:

Results of a project or goal with general expected outcome
Form of retention reward/counteroffer
Additional compensation to increase overall pay
Recognition for recurring projects/work

Frequency:

Monthly, as deserving contributions or achievements are completed.
Nominations will be reviewed in bulk during the last week of each month, assessed against equality metrics, and then approved by L-group.
Camundi are not eligible to receive more than 2 Spot Recognition Award per calendar year

Value (gross):EUR/USD/GBP

200

Eligibility:

All Camundi are eligible to receive Spot Recognition Awards, as nominated by their manager

Nomination Criteria:

Scope: Contributions that go beyond the employee's regular job scope and have a notable impact on team or department objectives

Impact: Significant, measurable impact on team or department performance, efficiency, or goal achievement

Examples:

Implementing a process improvement that saves the department significant time or resources (Focus, Ambition)
Delivering an important project ahead of schedule and under budget (Focus, Talent)
Providing exceptional customer service that results in increased customer satisfaction or loyalty (Integrity, Talent)

Award Mechanism:

Announcement in team meeting and payout via payroll in the next available cycle post approval

Process:

Manager request:

Navigate to the Bob profile of your direct report > Actions > Update profile > CamundiKudos Request (Spot Recognition)
1. Note: Requests will be processed once a month, in the last week of the month
  1. Select "Spot Recognition Award" from the dropdown under Award Program
  2. Add an effective date:
    1. 1. should be added as the 1st of the following month
      2. i.e., A manager who makes a request on June 3rd, should put July 1st as the effective date
      3. Cutoff: All awards submitted from 1-23rd of the month will be processed by Total Rewards between 24-month end. Awards submitted after this date will only be processed along with the subsequent batch
  3. Add a detailed justification
    1. 1. Provide a detailed explanation of why you believe the nominee deserves this award. Focus on the scope of their contributions and the impact they have made.
        Scope: Describe how the nominee's contributions went beyond their regular job scope and had a notable impact on team or department objectives.
        Impact: Explain the significant, measurable impact the nominee's contributions had on team or department performance, efficiency, or goal achievement.
  4. Add the local award value
    1. 1. refer to this table to correctly add the award value in the Camundis local currency;
        inc = USD 200
        Ltd = GBP 200
        GmbH = EUR 200
        Remote.com = EUR 200 but must be in the currency of the country, refer to the table below for the exact value
        PTE= refer to table below for local award values (currently SGD 262)

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title	Local Award Values (Using Total Rewards FX rates)

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Approval Flow:

1-23 of each month:
1. Manager enters nomination
2. PBP reviews award for justification against criteria
24-27 of each month (3 days):
1. Total Rewards and PBP review in bulk during the last week of the month and approve
2. Total Rewards checks that the Camundi has not already received 2 awards in the calendar year
3. Total Rewards checks that the amount added is correct and aligned with nominee country
4. Total Rewards conducts an equality check, and shares with PBPs for review/flags
5. Total Rewards will determine budget availability and flag for FP&A + Divisional leader as needed
6. Total Rewards will then approve/reject awards in Bob
27 to month end of each month (±3-4 days)
1. Second-level managers are responsible for reviewing and providing final approval for CamundiKudos nominations that have been vetted by PBP and Total Rewards. Timely approvals are essential to ensure a smooth process and prompt award distribution. When reviewing nominations, consider alignment with program criteria, impact and scope of contributions, and consistency across nominations.
  1. Expect to spend 30-60 min per month on this task- a recurring calendar block on a specific day at the end of the month could be helpful.
2. The manager will then be notified by a Bob task of the approval, and be requested to inform the Camundi
3. Payroll will receive an email notification of the award to ensure this is added to the relevant payroll (to note, this is present in the payroll table).

Management:

Total Rewards will monitor program utilization as well as conduct equality checks.
FP&A will receive a report which details monthly program utilisation

C] Exceptional Achievement Awards:

Description:

Organizational Excellence

For substantive, and significant achievements that redefine Camunda's trajectory or market position, cementing our category leadership or driving unparalleled efficiency and growth.

Strategic Excellence

Major achievements that significantly advance Camunda's strategic goals, such as expanding our market presence, driving operational excellence, or enhancing our global remote team's

Collaborative Excellence

Notable achievements that drive meaningful improvements or results across multiple teams or departments, contributing to Camunda's continuous growth and success.

Purpose:

Recognize extraordinary achievements that have a substantial, cross-functional impact and significantly advance Camunda's strategic objectives as a business

This award is not for:

Recognition of overall good performance
Form of retention reward/counteroffer
Additional compensation to increase overall pay
General teamwork recognition
Recognition for recurring projects

Frequency:

Rare, as deserving, high-impact achievements are completed
Camundi are not eligible to receive more than 1 one Award per calendar year and significant justification will be needed if more than one nomination is received within 12 months of the last award.

Value: (gross)EUR/USD/GBP

Organizational Excellence

4000

Strategic Excellence

2000

Collaborative Excellence

750

Eligibility:

All Camundi are eligible to receive Exceptional Achievement Awards, as nominated by their manager

Nomination Criteria:

Organizational Excellence

Scope: Transformative initiatives that span the entire organization and fundamentally elevate Camunda's competitive advantage or industry standing.

Impact: Game-changing, measurable impact on Camunda's long-term success, such as establishing clear category leadership, achieving unprecedented revenue growth, or revolutionizing our product offerings.

Strategic Excellence

Scope: Strategic projects or innovations that involve multiple departments and deliver substantial, measurable results aligned with Camunda's key objectives.

Impact: Significant, quantifiable impact on Camunda's performance, efficiency, or competitive position, such as entering new markets, optimizing critical processes, or implementing impactful employee engagement initiatives.

Collaborative Excellence

Scope: Cross-functional initiatives or projects that involve several teams and deliver tangible, measurable benefits for the involved areas.

Impact: Considerable, demonstrable impact on the performance, collaboration, or goal achievement of the involved teams or departments, such as improving key metrics, streamlining workflows, or fostering innovation.

Examples (not exhaustive and all levels are available across all departments):

Organizational Excellence

(Product/Engineering) Leading the development and launch of a groundbreaking new product feature that establishes Camunda as the undisputed leader in the process orchestration category, resulting in an increase in market share and an increase in annual revenue.

(Marketing/Sales) Developing and executing a transformative go-to-market strategy that positions Camunda as the clear choice for enterprise customers, resulting in a measurable increase in qualified leads, an increase in conversion rates, and a significant increase in average deal size.

Strategic Excellence

(People) Designing and implementing a comprehensive global remote work policy and toolkit that enhances collaboration, productivity, and well-being for all Camundi, resulting in a measurable increase in employee engagement scores, a marked reduction in attrition, and a sizeable improvement in team performance metrics.

(Finance/Operations) Leading a company-wide initiative to streamline and automate key financial processes, resulting in a measurable reduction in manual effort, significant improvement in data accuracy, and a marked increase in operational efficiency.

Collaborative Excellence

(Customer Success/Support) Implementing a cross-functional training and knowledge-sharing program that upskills team members across the Product, Engineering, and Customer Success departments, resulting in a measurable increase in product adoption, and a significant reduction in customer support tickets

(IT/Security) Leading a multi-department effort to enhance Camunda's cybersecurity infrastructure and incident response protocols, resulting in a measurable reduction in security vulnerabilities, an improvement in threat detection and response times, and an increase in compliance with industry standards.

Award Mechanism:

Awards are personal, and we do not expect managers to announce these or share broadly. Payout will take place via payroll in the next available cycle

Process:

Manager request:

Navigate to the Bob profile of your direct report> Actions > Update profile > CamundiKudos Request (Exceptional Achievement)

Select the award level from the dropdown under Award Program
- EAA- Organizational Excellence
- EAA- Strategic Excellence
- EAA- Collaborative Excellence
Add an effective date:
1. 1. should be added as the 1st of the following month (dates selected that are not aligned with this date will be rejected for re-submission). Please allow 2 weeks for all approvals to flow through the system, so select an effective date which makes sense here
  2. e.g.,
    1. i.e., A manager who makes a request on June 3rd, should put July 1st as the effective date
    2. i.e., A manager who makes a request on June 15th, should put July 1st as the effective date
    3. i.e., A manager who makes a request on June 23rd, should put August 1st as the effective date
  3. All awards will be processed on a rolling basis and not in bulk as with the spot recognition award
Add a detailed justification
1. 1. Provide a detailed explanation of why you believe the nominee deserves this award. Focus on the scope of their contributions and the impact they have made
    - EAA- Organizational Excellence
      - Scope: Transformative initiatives that span the entire organization and fundamentally elevate Camunda's competitive advantage or industry standing.
        Impact: Game-changing, measurable impact on Camunda's long-term success, such as establishing clear category leadership, achieving unprecedented revenue growth, or revolutionizing our product offerings.
    - EAA- Strategic Excellence
      - Scope: Strategic projects or innovations that involve multiple departments and deliver substantial, measurable results aligned with Camunda's key objectives.
        Impact: Significant, quantifiable impact on Camunda's performance, efficiency, or competitive position, such as entering new markets, optimizing critical processes, or implementing impactful employee engagement initiatives.
    - EAA- Collaborative Excellence
      - Scope: Cross-functional initiatives or projects that involve several teams and deliver tangible, measurable benefits for the involved areas.
        Impact: Considerable, demonstrable impact on the performance, collaboration, or goal achievement of the involved teams or departments, such as improving key metrics, streamlining workflows, or fostering innovation.
1. 1. 1. Add the local award value
      1. refer to this table to correctly add the award value in the Camundis local currency;

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title	Local Award Values (Using Total Rewards FX rates)

HTML

<iframe class="airtable-embed" src="https://airtable.com/embed/appeXRvsfuAF3DMMZ/shrO43gW4c3KvGOBc?backgroundColor=gray&viewControls=on" frameborder="0" onmousewheel="" width="100%" height="533" style="background: transparent; border: 1px solid #ccc;"></iframe>

Approval Flow:

Manager enters nomination
Total Rewards and PBP review and approve (determine if an award has been received in the past 12 months)
Second-Level manager approves
SLT Member approves
Award is added to next available payroll following final approvals

Management:

Total Rewards will monitor program utilization, and add each award to a budget tracker
Quarterly reporting to FP&A

D] One Goal Awards: Launching in January 2025 for our inaugural kickoff week!

Description:

Individual One Goal Award

One Goal Awards celebrate Camundi who demonstrate exceptional commitment to advancing our category leadership journey through clear focus, 'do what it takes' mindset, ethical excellence, and measurable business impact. These awards recognize individuals who exemplify Lean Camunda principles while driving substantive contributions to our success. Ten awards are presented annually across departments to honor outstanding individual achievements.

Team One Goal Award

The prestigious team award recognizes a cross-functional team that made exceptional progress toward our category leadership goal through collaborative excellence. This award celebrates teams who exemplify how effective cross-functional collaboration, clear focus on our one goal, and pragmatic execution can drive significant business impact. Through their collective efforts, these teams demonstrate how Lean Camunda principles in action can transform our market position or significantly propel us forwards.

Purpose:

At Camunda, we share one clear goal: to lead the business orchestration and automation technology ("BOAT") category. The One Goal Awards celebrate teams and individuals who exemplify excellence in driving us toward this objective while embodying our Lean Camunda principles and FAITH values.

These awards are distinct from other programs within our CamundiKudos framework - while Spot Recognition and Exceptional Achievement recognizes ongoing excellence throughout the year, One Goal Awards specifically celebrate substantial contributions to our category leadership journey.

Frequency:

These awards take place annually, aligned with our Camunda Kickoff week.

Value:

(gross)EUR

Individual One Goal Awards

2000

Team One Goal Award

5000 (split equally among members)

Eligibility:

Who Can Nominate?

Nominations are open to all Camundi to nominate peers, direct reports, managers, or colleagues from other departments.
Any Camundi can nominate a cross-functional team
Self-nominations are not accepted for individual awards
Teams must include members from at least two departments
Cross-departmental nominations are encouraged (e.g., someone in finance nominating someone in products)

Role Eligibility

Primary Focus: Individual Contributors and First-Line Managers
Limited Eligibility: Senior Managers (requires exceptional justification)
Not Eligible: VPs and above
Total Awards: 10 individual awards + 1 team award

Level Distribution Target

Individual Contributors: 60-70%
First-Line Managers: 20-30%
Senior Managers: 10% maximum (exceptional cases only)
The organizing team will conduct an equality check to ensure fair distribution

Nomination criteria:

Individual One Goal Awards

2000

What Makes a Winning Individual?

Focus Champion Behaviors

Maintains unwavering focus on category leadership
Eliminates or optimizes non-essential activities

Makes decisions that prioritize company success

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title	Examples: Expand to view

Engineering: An engineer championing architectural decisions that significantly improve our competitive position
Finance: A finance manager redesigning reporting processes to provide better insights for category leadership decisions
Marketing: A content strategist overhauling our messaging to clearly differentiate our category leadership
Sales: A solutions engineer creating a new proof-of-concept approach that highlights our category advantages
Legal: A legal counsel streamlining contract terms to accelerate enterprise deals while managing risk

"Do What It Takes" Mindset

Demonstrates pragmatic problem-solving
Makes quick, informed decisions
Takes smart risks with positive outcomes

Optimizes resource usage

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title	Examples: Expand to view

Sales: A sales engineer creating an innovative demo approach that dramatically improves win rates
Operations: An IT manager implementing automation that significantly reduces internal process friction
Customer Success: A CSM developing a new onboarding approach that accelerates time-to-value
People: An L&D specialist creating training programs that rapidly upskill teams in critical areas
Product: A product manager pivoting feature priorities based on enterprise customer feedback
Finance: A financial analyst developing new metrics that better track category leadership progress

Ethical Excellence

Maintains transparency in communication
Shows integrity in decision-making
Adheres to ethical guardrails and applies these consistently, calling out when specific processes or behaviours are misaligned

Positively influences team behaviors

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title	Examples: Expand to view

People: A people partner identifying and addressing inequities in development opportunities
Engineering: A tech lead or engineer highlighting technical debt implications and leading remediation efforts
Finance: A controller surfacing and addressing compliance risks in new business models
Marketing: A marketing Camundi ensuring campaign messaging aligns with actual product capabilities
Operations: An operations Camundi restructuring processes to improve transparency and efficiency
Sales: A sales Camundi implementing more rigorous deal qualification to improve forecast accuracy

Performance Impact

Achieves measurable results
Influences across functions
Shares knowledge effectively

A people manager who has done an outstanding job in hiring or driving candor at Camunda in their teams

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title	Examples: Expand to view

Product: A product manager driving a feature from concept to launch with demonstrable market impact
People: A People Ops specialist implementing a new benefits program that markedly improves employee satisfaction scores, drives retention and enhances employee wellbeing.
Finance: A revenue manager creating new forecasting models that improve business predictability
Marketing: A field marketing manager exceeding pipeline targets while reducing event spend
Sales: An account executive consistently exceeding quota while maintaining premium pricing
Operations: A procurement specialist reducing vendor costs while improving service levels

Humor in Action

Serves as a stabilizing force during challenging times, maintaining genuine optimism without minimizing difficulties
Acts as a calm anchor, especially during high-pressure situations
Radiates genuine positivity towards peers and teams, creating an environment in which people want to be in
Channels pressure and complaints constructively
Creates authentic, enjoyable work relationships that strengthen team resilience

Shows that building a market leader can be both demanding, rewarding and that one can enjoy doing it at the same time.

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title	Examples: Expand to view

Engineering: A tech lead who maintains composure during production incidents, helping the team stay focused while keeping the atmosphere constructive
Sales: An account executive who helps the team reframe pipeline challenges as opportunities, maintaining genuine optimism even during tough quarters
Customer Success: A CSM who stays genuinely positive during escalations, helping both customers and internal teams navigate solutions calmly
People: A manager who creates psychological safety by modeling calm, authentic leadership during organizational changes
Operations: A team member who transforms process friction points into opportunities for positive team collaboration
Marketing: A campaign manager who helps maintain team enthusiasm during high-pressure launches while ensuring quality execution

Team One Goal Award

For the purposes of this recognition program, a team is defined as:

A cross-functional group of individuals (regardless of department or reporting structure) who collaborate directly on achieving a specific goal, project, or customer outcome.
The team should be clearly tied to delivering measurable impact through their collective effort.

Examples include:

Account teams (Sales, CSM, Productivity working together on customer success)
Project teams assembled for specific initiatives.

What Makes a Winning Team?

Cross-Functional Excellence

Brings together multiple departments in meaningful collaboration
Shows clear role definition and effective coordination

Achieves outcomes that no single department could accomplish alone

Expand

title	Examples: Expand to view

Product/Engineering: A team combining Product, Engineering, and Customer Success to deliver a groundbreaking feature that significantly impacts customer adoption
Sales/Marketing: A cross-functional team redesigning our enterprise sales motion, combining Sales, Marketing, and Product Marketing to significantly increase our win rates against competitors
Finance/Operations: A team from Finance, Legal, and Sales Operations streamlining our enterprise contract process, reducing time-to-close by 50% while maintaining compliance
People: A collaboration between People, Internal Communications, and Department Leaders implementing a new performance management framework that measurably improves talent retention and development

Category Leadership Impact

Demonstrates measurable advancement toward category leadership
Creates innovative solutions that differentiate Camunda

Influences market perception and competitive positioning

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title	Examples: Expand to view

Product: Developing a unique product capability that establishes Camunda as the clear choice for enterprise customers
Marketing: Creating a category-defining thought leadership campaign that positions Camunda as the authority in process orchestration
Customer Success: Establishing an enterprise customer success program that achieves industry-leading retention rates
People: Developing an innovative hiring and onboarding program that helps us attract and retain top talent faster than competitors

Lean Camunda Principles in Action

Shows clear focus on our one goal
Makes quick, effective decisions
Optimizes resource utilization

Takes calculated risks with positive outcomes

Expand

title	Examples: Expand to view

Engineering: Rapidly pivoting technical architecture based on enterprise customer feedback, leading to better outcomes with fewer resources
Finance: Restructuring our pricing model to better align with enterprise needs while optimizing revenue potential
Sales: Quickly adapting sales strategy based on competitive intelligence, resulting in higher win rates
Operations: Reimagining internal processes to scale efficiently while reducing operational cost

Measurable Business Impact

Delivers quantifiable results
Creates sustainable, long-term value

Establishes repeatable success patterns

Expand

title	Examples: Expand to view

Product/Engineering: Achieving a 25% increase in enterprise adoption while reducing implementation time by 40%
Sales: Exceeding enterprise revenue targets by 30% while maintaining premium pricing against competitors
Finance: Implementing a new forecasting model that improves accuracy by 40% while reducing planning cycle time
People: Reducing time-to-hire for critical roles by 50% while improving candidate quality metrics
Marketing: Increasing enterprise pipeline generation by 35% while reducing cost per lead
Customer Success: Improving customer health scores by 40% while scaling the number of accounts per CSM

DRI	Wesley Hattingh
DRT	People Operations

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Versions Compared

Old Version 34

New Version 35

Key

Our Approach: Frequent, Timely, and Value-Aligned

Through this program, we aim to:

Why Recognition Matters to All of Us:

For Managers:

For Individual Contributors:

Key components in V1.1 include:

BPMN Process

Award Guidelines:

Summarized Guidelines

Detailed Guidelines Overview

A] Shoutouts:

B] Spot Recognition Awards: Live as of May 23rd!!

C] Exceptional Achievement Awards:

D] One Goal Awards: Launching in January 2025 for our inaugural kickoff week!

What Makes a Winning Individual?

What Makes a Winning Team?