Kuzhu's recognition module runs awards like Employee of the Month as a process: a programme with written criteria and weights, nominations from colleagues and managers with the reason attached, scoring that mixes the panel's marks with attendance, goals and review data, an HR decision with a named sign-off, and a winners wall that keeps every citation as it was written.
Why it exists
Employee of the Month works when people believe the choice was fair, and falls apart the first time it looks like a favour. Kuzhu's employee recognition module gives the award a process: a programme with written criteria, nominations from colleagues and managers with the reason attached, scoring against those criteria, a decision by HR and a sign-off by whoever the company names.
Scoring mixes judgement with record. Panel members mark each nominee on the criteria; lines that come from data, such as attendance, punctuality, goals and the last review rating, are filled from the HRMS with the figures kept beside the score. A line nobody marked is left out rather than counted as zero, and attendance carries a small weight by design, so the award is not simply a prize for never taking leave.
When the winner is announced, the citation goes on a winners wall and on the person's profile, where it stays as it was written. A later rename of the programme or a promotion does not rewrite last year's award, so the history a promotion conversation draws on is the history that happened.
The outcome
“The award goes to the person the record supports.”
The award goes where the record points.
Feature by feature
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Growth › Recognition › Employee of the Month
Employee of the Month
Before
Awards that look like a favour
With Kuzhu
Criteria written down before anyone nominates
Growth › Recognition › Employee of the Month
Employee of the Month
Before
Awards that look like a favour
With Kuzhu
Criteria written down before anyone nominates
How it works
Most teams have this live inside the first month — the workspace exists on day one, and week three is a parallel run against whatever you use today.
Employee of the Month, Star Performer or any award you run, with its criteria, their weights, who is eligible and who may nominate.
Open a cycle and employees are told nominations are open. Colleagues and managers nominate from the web or the app, with a reason and evidence.
HR checks eligibility, the panel marks each nominee against the criteria, and data-driven lines fill themselves from attendance, goals and reviews.
HR picks one company-wide winner and, if you want them, a winner per department. The approval goes to the signer your company names.
The announcement goes out, the winners wall updates and the citation is added to the employee's profile for good.
Worth a closer look
Buyer questions
2 answers
The answer
Three things decide whether people trust an award: criteria written before the nominations, more than one person's view, and a record of why the winner won. Kuzhu makes all three the default. Criteria are fixed when the cycle opens, several people can nominate the same colleague, and the scores, the evidence and the citation are kept together, so the answer to "why them?" is on the screen.
The answer
Recognition lives beside performance management on the same employee record. A manager writing an appraisal can see the awards and nominations a person earned during the year, with the citations, instead of relying on what they remember from the last month.
Questions
Something else on your mind? +91 82093 73274 — a person answers, mon–sat, 10am–7pm ist.
Yes. Who may nominate is a setting on each programme: employees, managers, HR or any mix, from the web or the mobile app, with a reason for every nomination.
Yes. Each cycle can have one company-wide winner and, optionally, a winner in each department.
No. Attendance and punctuality can be scoring lines, but they carry a small weight by default, so judgement from the panel matters more than a perfect muster.
HR decides and the person your company names signs off, through the same approval engine as the rest of Kuzhu.
Yes. Recognition comes with the performance module, so awards sit on the same record as goals and reviews.
Works best beside
The Kuzhu modules recognition works with most. They share the same employee record, so information moves with the person instead of between spreadsheets.
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