What is RewardIQ?
RewardIQ is an employee rewards platform from AtashiTech: a points-based system for recognising people at work, approving and paying out rewards, and reporting on what the programme is doing for engagement. Colleagues nominate each other, managers award from a budget, and milestones such as work anniversaries are celebrated automatically. The points that result are redeemed from a reward catalogue the organisation controls.
It is offered as software as a service with web and mobile access, built on .NET 10, Vue.js and PostgreSQL. The aim is practical rather than decorative: to make recognition visible, consistent across teams and measurable, so that HR can see where morale is holding and where it is slipping, and act on the evidence rather than on anecdote.
The people RewardIQ is built for
Recognition programmes fail in predictable ways. They depend on one enthusiastic manager, the rewards are administered by hand through gift-card emails and spreadsheets, and nobody can say afterwards whether any of it worked. RewardIQ is built for the three groups who carry that burden.
HR teams running a culture programme
HR owns the programme but not the daily moments it depends on. RewardIQ gives HR the categories, the rules, the budget controls and the reporting, while the recognising itself happens between colleagues on a feed the whole company can see.
Managers who want consistency, not paperwork
A manager with a recognition budget and no tooling either spends it unevenly or not at all. The manager toolkit supplies templates, a budget and an approval step, so rewarding a delivered project is a few taps rather than an email to finance.
Frontline and distributed workforces
Staff on a shop floor, in a branch or on the road are the ones most often left out of head-office initiatives. Because RewardIQ is a mobile app as well as a web app, a peer nomination or a milestone message reaches them where they are.
How the employee rewards platform works
The programme runs as a loop: configure, recognise, approve, redeem. Every step writes to the same ledger of points, which is what makes the reporting at the end trustworthy.
Configure the programme
HR sets the recognition categories, the point value of each, who may award what, the approval steps and the budgets by team. The employee directory is loaded from the HR system so that nominations can be made by name.
Recognise and nominate
Any employee can recognise a colleague with points, a badge and a message. Managers award from their budget, and the system posts milestones itself: anniversaries, birthdays, goal completions and custom triggers the organisation defines.
Approve and award
Where a category requires it, a nomination goes to an approver before points are credited. Every award appears on the company feed, where colleagues can react, and that visibility is what turns a private thank-you into a shared norm.
Redeem and report
Employees redeem points from the catalogue: gift cards, experiences, merchandise or rewards specific to the company. HR watches engagement by department, recognition frequency, redemption patterns and the outstanding points liability on a live dashboard.
Core capabilities
Everything below is part of the standard product. The modules share one points ledger and one employee directory, so a leaderboard, a budget report and a redemption history are three views of the same data.
Peer-to-peer recognition
Any colleague can recognise any other with points, a badge and a personal message, published to a company-wide feed where others can react.
Nominations and approvals
Categories that carry larger awards route through an approval chain HR defines, so recognition stays generous without becoming uncontrolled.
Points and budgets
Point values per category, budgets per manager or team, and a running view of the points liability the organisation is carrying.
Milestone automation
Work anniversaries, birthdays, goal completions and custom triggers celebrated automatically with a message and bonus points, without anyone keeping a calendar.
Leaderboards
Weekly, monthly and all-time rankings with team and department filters, designed to surface contributors rather than to pit colleagues against one another.
Reward catalogue and redemption
A curated catalogue of gift cards, experiences, merchandise and company-specific rewards, redeemed by the employee in a few taps.
Manager toolkit
A budget, message templates and an approval workflow for every people manager, so recognition happens consistently across teams and not only in the ones with an energetic lead.
HR analytics
Engagement heatmaps, recognition frequency by department, points liability and redemption reports, viewed alongside retention data to show where the programme is working.
Platform, integrations and deployment
RewardIQ is a multi-tenant SaaS product hosted and operated by AtashiTech. The service runs on .NET 10 with PostgreSQL, the web client is built in Vue.js, and the mobile app uses Firebase services on the device side so a recognition arrives as a notification rather than as an email nobody opens.
The employee directory is synced from the HR system so joiners and leavers are handled without manual upkeep, recognitions can be posted into Slack or Microsoft Teams channels where teams already work, and the reporting layer exports to Power BI or through the REST API for organisations with their own analytics. Environments, monitoring and updates are managed by our cloud, DevOps and integration team as part of the service.
Where an employee rewards platform makes the biggest difference
Recognition matters most where the work is invisible from head office. These are the workforces we design the programme around, and the AtashiTech solutions that often serve the same people.
Manufacturing and plant workforces
Shop-floor staff rarely sit at a computer. They are the same audience that uses an employee self-service kiosk for payslips and leave, and RewardIQ reaches them on their phones with the same immediacy.
Construction and site-based teams
Sites that run a safety training and compliance kiosk at the gate have a clear reason to reward the behaviour it teaches; a safety category with its own points and approver does exactly that.
IT and professional services
Distributed project teams recognise each other across offices and clients, and delivery managers award from a budget when a milestone lands, with the feed keeping remote staff part of the company.
Retail chains and branch networks
Store-level leaderboards and regional budgets let a head office run one programme across hundreds of small teams, with milestone automation covering the anniversaries no area manager could track by hand.
Healthcare and hospitality
Shift-based workforces with high turnover benefit most from recognition that is frequent and visible, and from the analytics that show which departments are quietly disengaging.
Alongside the HR platform
Organisations that also need time tracking, multi-stage approvals and payroll can pair RewardIQ with WorkForceX, so recognition data sits next to the rest of the employee record.
Implementation, customisation and support
For most organisations RewardIQ is configured rather than coded. Categories, point values, budgets, approvers and the catalogue are set up with HR in a series of working sessions, the employee directory is imported or synced, and the programme is launched to a pilot group before it is opened to the whole company. That pilot is where the point values and the approval steps get tuned against real behaviour.
Because AtashiTech develops the platform, a recognition rule specific to the business can be built into the product: a safety category tied to incident-free periods, a sales award fed from CRM data, or a catalogue supplier the company already has a relationship with. Design work for a company-specific feed or app experience is handled by our UI/UX design team, and deeper integrations by the same engineers who maintain the platform.
RewardIQ is a subscription service and comes with support, updates and monitoring included; organisations that want advisory time on programme design or a named contact for change requests take it under an annual maintenance contract, described on the Software Consulting and AMC Support page. Commercials are quoted per organisation on headcount and integrations; we do not publish list prices. Notes on recognition programmes and frontline engagement appear on the AtashiTech blog.