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Planned
Custom Celebration Bots
The ability for admins to create custom celebration bots with different configurations, targeting different segments. Let us know what are some configurations that you need / foresee using.
Manager participation review: surface overlooked contributors without rankings or quotas
Problem Recognition naturally flows unevenly. People in visible, cross-functional roles tend to receive more appreciation — and that's expected. But uneven counts alone don't tell you whether someone's contributions are genuinely being noticed or quietly overlooked. Today, PraisePal provides recognition analytics (participation and activity by person/team) and posting guardrails (short, repetitive, and duplicate-message checks). These help administrators spot patterns and discourage low-effort posts, but they don't address a harder question: how do managers notice contributions that aren't being acknowledged? Blunt tools like pre-approval, posting caps, or receiving limits risk recreating the bureaucracy of formal awards — the opposite of spontaneous, everyday peer appreciation. Proposal: periodic manager participation review A private, manager-only view designed around reflection rather than scorekeeping: Design choice Rationale Unranked participation summary over a meaningful window (e.g. quarter) Avoids manufacturing a "bottom of the list" Adjusts for join date, leave, and inactive periods Reduces misleading gaps Prompts reflection, not clearance — e.g. "Whose contributions might be easy to miss?" Directs attention toward the work, not the count No targets, quotas, or red warnings Reduces pressure to generate token praise Explicitly separated from performance assessment Recognition frequency ≠ contribution quality Accounts for private recognition where applicable Public post count isn't the full picture Optional future extension Lightweight pattern hints for workspace admins — e.g. dense reciprocal exchanges, whole teams with very low participation — as investigation prompts, not automatic enforcement. Non-goals Equalising recognition counts across employees Blocking recognition because someone has "received enough" Public zero-recognition lists or employee-facing ranking Default pre-moderation of all posts (separate concern) Replacing points budgets, structured programmes, or lifecycle awards — those serve different purposes Open questions What window and team scope (direct reports vs custom groups) works without overwhelming noise? How should success be measured — more specific recognition of previously quiet contributors, or simply fewer people receiving none? Should concerns about reward value fairness be addressed separately from peer visibility?
Planned
Indicate which gift card redemptions would be taxable
Based on specific country laws depending on which country the user is from.
Show users a list of where they got points
Clicking on Earnings should direct users to a history page or similar showing a list of their points earnings and spending history
Update Webhook data to cater to different event types
We’ve since evolved into a platform that is more than just recognitions, with incentive programs, custom rewards, and many other event types that admins might want to be aware of. The webhook event payload is severely outdated, as it only sends recognition data. It should be updated to have multiple different data types.
Trace Record of User Deactivation & Creation in Workspace
Add in a “Creation and Deactivation date” in our “User” > “Activity” page, for us to better track our activities and subsequent Platform licensing fee payment/s
Ability to generate report of new users within a specific period
Provide the option to generate a list/report of new users added within a selected date range. This will allow clients to verify prorated users charged in billing and make invoice reconciliation more transparent.
Hide user email on recognition feed
When a user gives/receives recognition, their name appears on the feed. When clicked, it displays their email. For employees w/o work email, this is their personal email. Raises privacy concerns. Even after their acct is deactivated, their email still shows. This is also another concern bcos if people resign/withdraw consent for their personal emails to be used, their personal emails still show up
Monthly Redemption Limits per User
Request to implement redemption limits, restricting each user to a set maximum per month. This includes a cap on the total redemption value per person or a limit on the number of vouchers that can be redeemed monthly Limiting redemption to $20 per person per month Allowing a maximum of 5 vouchers per person per month Possible to set a limit on redemptions to avoid income tax implications on the rewards
Company Rewards: Add an extra approval layer
Add an extra approval layer, for users to get approval from their manager before the redemption request gets emailed to the admin (HR) to approve.
Company Rewards: Limit per user
Right now the quantity limit is for that item. They want to have limit per user. eg. 1 user can only redeem this reward 1 time.
Manager to have visibility for employee reward redemption & Recognitions
Manager has no visibility for employee reward redemption. Because now all redemptions goes to admin. Admin will liaise with manager to approve/reject, bcos right now it’s either 1 admin or all admins get notified. Dept managers have no visibility on which of their employees got recognised, points earned, who needs to be engaged more, etc. Bcos they are not admins (since as an admin you can see everything, but they want to restrict access for individual dept managers)
Additional user profile fields and segmentation for admin reports
Managers who are admins can only download reports of their own employees (and not others) - becauseof the separation of their diff entities and legal requirements, yet they want all staff across entities to be able to recognise each other Add users fields for: User ID, Entity, Department (high level than team) - because their costing and people management are separated by entities We had a discussion with the operations team yesterday and would like to check if it would be possible to include the “Employee ID” in the user details. Currently, many of our part-time staff are using their personal email addresses, which we do not track centrally. This makes it challenging when we perform the lookups, especially in cases where there are staff with similar names or email addresses. It is important to have the employee ID directly in PraisePal system as it helps to ensure accurate identification of each staff without relying on personal emails. It also makes the report management more reliable and convenient for day-to-day operations. Appreciate your advice on whether this can be implemented or if there are any alternatives for this requirement.
Awards by department with restricted views
We have 3 entities under 1 group. All on same workspace, but we want to allow each entity to create and give awards/recognition with points, yet restrict views of that message/awards to only users within that entity.
Admin Notification on Available Quantity of Company Rewards
The admin do not aware/no notification received the available quantity of the company rewards if the rewards reach '0'