What You Get on the Organization Plan

Peer-to-peer recognition is powerful on its own. But as your company grows, the questions change:

The Organization plan answers all of these. Everything on the Team plan is included, plus the features below.

Awards give your company a structured, top-down recognition channel. Admins create award programs around any criteria -- core values, leadership, innovation, teamwork, project milestones -- and designate who can give them.

Each award has its own point budget, eligible givers, and optional approval process. This isn't peer-to-peer recognition with extra steps. It's a formal program with controlled budgets and clear ownership, designed for the moments when a structured award carries more weight than a spontaneous shout-out.

Award announcements post to your recognition channels (in Slack, Teams, or the Bonusly feed), so the whole company sees them.

Nominations let employees put their peers forward for specific awards or recognition categories. Admins set up nomination periods, employees submit their nominations, and designated reviewers select winners.

This is how you run an Employee of the Month program, a quarterly leadership award, or any recognition where the whole team has a voice in who gets recognized. Nominations surface people who might not get noticed through day-to-day peer recognition -- the quiet contributors, the behind-the-scenes problem-solvers.

Incentives flip the model: instead of recognizing what already happened, you reward specific actions you want to encourage. Admins create incentive programs -- complete this training, refer a candidate, participate in this wellness challenge -- and employees claim them when they've done the activity.

Each incentive has a description, a point value, and optional limits. Employees browse available incentives, claim the ones they've completed, and earn points. Claims are visible in your recognition channels, which often inspires others to participate.

Flash Points are temporary bonus point budgets that create urgency. Admins distribute extra points to employees for a limited window -- a product launch week, an appreciation day, an all-hands event -- and the points expire when the window closes.

The "use it or lose it" dynamic drives a burst of recognition activity exactly when you want it. It's a great way to energize your team around a specific moment without permanently increasing budgets.

Company Initiatives make your organization's strategic priorities visible to everyone -- not just the leadership team. Admins create initiatives (like "Improve customer retention" or "Launch in EMEA"), set a status (On track, At risk, Off track, Completed), and optionally add timeframes and value alignment.

The real power is what comes next: employees can connect their individual goals directly to these initiatives.

When employees create or edit a goal in Bonusly, they can link it to a Company Initiative. That connection is visible to everyone -- so you can see exactly which goals are supporting which priorities.

For employees, this answers "How does my work support the company's strategy?" For managers, it shows team alignment at a glance. For leaders, it reveals whether the organization's goals are actually connected to its plan -- in real time, not in a quarterly review deck.

A full analytics dashboard with visualizations of recognition patterns, engagement metrics, collaboration maps, and leaderboards. Filter and drill down by department, team, and time period.

This is where recognition data becomes actionable. You can identify teams with low engagement, see collaboration patterns across departments, spot trends over time, and measure the health of your recognition program. Without analytics, recognition is happening but nobody can see the bigger picture.

Admins can restrict analytics access to admins only, or open it up to the broader organization.

The Team plan includes three basic reports: Recognition Activity, Redemptions Activity, and Rewards Cost Summary. The Organization plan adds:

All of these reports can be scheduled as recurring email subscriptions -- monthly or quarterly -- so the data comes to you without anyone needing to pull it manually.

Enterprise single sign-on via SAML protocol, supporting identity providers like Okta, OneLogin, and other SAML-compliant systems. Admins can require SSO for all users, centralizing access control and meeting security compliance requirements.

Google SSO (OAuth) is available on all plans. SAML SSO for enterprise identity providers is an Organization feature.

Broadcast company-wide updates directly in the Bonusly recognition feed. Announcements are created by admins and appear alongside peer recognition -- so important news shows up where employees are already engaged, not buried in an email thread.

On all plans, recognition is public by default. On the Organization plan, admins can enable a setting that lets givers choose the visibility of their recognition: public (visible to all), team-only, or private.

Some recognition is personal or sensitive -- a thank-you for helping through a tough situation, or feedback the recipient might prefer to keep between them. Visibility controls give employees the discretion to match the recognition to the context.

Admins can control what content types are allowed in recognition posts: toggle GIFs, images, video recordings, video uploads, and avatar uploading on or off. You can also show departments on the leaderboard or hide competitive features (like leaderboards) entirely.

Different organizations have different norms. Some want a playful, GIF-filled recognition culture. Others -- particularly in regulated industries -- need tighter content controls. These settings let admins tailor the experience to match.

Customize the branding and appearance of Bonusly notification emails with your company's logo and look. Branded emails reinforce that Bonusly is part of your culture, not a third-party tool -- especially important for companies that care about consistent internal branding.

All plans include four default recognition feeds: For You, Team, Company, and Your Activity. On the Organization plan, individual users can create and save additional filtered views -- for a specific department, a project team, or any group of people they work closely with.

In larger organizations, the company-wide feed can get noisy. Custom feeds let employees focus on the recognition that's most relevant to them.

How do I know if I'm on the Organization plan? Your admin can check in Admin Settings > Billing. If you're not an admin, ask your Bonusly admin.

Can I try Organization features before committing? Talk to your Bonusly account team about a trial. They can walk you through what Organization offers and help you decide if it's the right fit.

What happens to Organization features if we downgrade to Team? Organization-only settings that were previously enabled will remain active, but admins won't be able to modify them. Features exclusive to Organization -- like Awards, Incentives, and Company Initiatives -- will no longer be accessible.

Is SAML SSO the only way to use single sign-on? No. Google SSO (OAuth) is available on all plans. SAML SSO adds support for enterprise identity providers like Okta and OneLogin.

Can we control who gives Awards? Yes. Each award program can be configured with specific eligible givers and an optional approval process. You decide who has the authority to grant each type of award.

Do we need Organization just for analytics? The Team plan includes basic reports (Recognition Activity, Redemptions Activity, Rewards Cost Summary). If you need the full analytics dashboard with collaboration maps, engagement metrics, and expanded reports like Participation Summary and Total Points Given, those are on the Organization plan.

What's the difference between Celebrations and Awards? Celebrations -- birthdays, work anniversaries, new hire welcomes -- are automatic and available on all plans. Awards are manually granted by designated givers, have their own budgets and approval workflows, and are an Organization feature.