Customer Success Story
“It goes across peer groups, across departments, across the company—it’s visible, it’s redeemable, and it’s heartfelt 100% of the time.”
Background
Millers Mutual Insurance is a Pennsylvania-based insurance company serving the multifamily and mixed-use rental property insurance market. The brand has over 130 years of experience and works with a largely distributed workforce.
Prior to partnering with Terryberry, Millers was looking for a way to make its employee recognition program more meaningful for employees and increase engagement, both in terms of volume of recognition and redemption of rewards.
The Solution
Millers Mutual worked with Terryberry to revitalize its employee recognition program—reiterating the awards themselves, how they are given, what they mean, and the value of different levels of recognition. Additionally, the company expanded what employees could spend recognition points on, magnifying the impact of recognition and the given awards.
Terryberry helped Millers through this process, advising on the best way to build a program that would showcase and amplify the company’s unique values. Millers was also advised on the best ways to introduce the program and train employees to use the program to build engagement, belonging, and equity across the company.
The Outcome
As a result of the program revitalization, Millers saw both an increase in the impact of recognition and an increase in the volume of recognition itself, leading to happier workforce.
The scale of unique active users on the system increased from 10% to 50% shortly after the launch of the new program, indicating an explosion of interest and engagement. Since launch, that participation rate has continued to improve.
With the expansion of the awards catalog, employees order more Millers-branded gear, showing pride in their workplace. Additionally, expanded access to rewards redemption from places like Disney and Amazon meant that employees could spend their awards points on more meaningful rewards that were truly appreciated.
The variety and specificity of engagement increased, with recognition types evolving from public comments to e-cards where colleagues could offer specific recognition to each other—not just general praise. Millers employees were also able to customize recognition channels through private recognition, so people could be recognized for their important contributions without feeling uncomfortable. As a result, equity in recognition has increased with more individuals being recognized across teams and departments and a greater variety in those being celebrated.
Hear more on Millers Mutual’s success from Kristine Glace, Quality Control Leader:
