Great work was happening everywhere — but no one could see it, and choosing Employee of the Quarter meant HR chasing leaders over email. So I built a platform where people tell each other's stories, every manager votes, and function heads pick the winners in the open.
People did remarkable things for each other every quarter — but that work stayed in inboxes and hallway conversations. And when it was time to choose Employee of the Quarter and of the Year, HR had to manually facilitate the leadership team: collecting names over email, chasing votes, and reconciling opinions with no shared record of who was nominated, why, or who supported them.
Good work went unseen. Recognition depended on who happened to notice — and who spoke up in the room.
Nominations were a name and a sentence. There was no compelling story to rally the leadership team behind.
HR chased managers one by one. Selection was opaque — no vote counts, no record of who backed whom.
"How was this decided?" had no clean answer. The whole thing rested on spreadsheets and memory.
Scroll to walk through the flow — from a written story to an announced winner.
Recognition isn't left to managers. Anyone on the team can nominate a colleague by writing the story of what they did and why it mattered. A real story is what moves a leadership team — and it makes recognition personal, not procedural.
Every story goes to all managers company-wide. They vote for their own people and for standout stories in other teams too — so a great story from Finance is backed by leaders in Sales, Tech and Operations. Votes are tallied live.
Each function head sees only their own people's stories, the vote counts, and exactly who voted for whom. They select the final winners within a set quota — a decision made on evidence everyone can see, not a closed-door debate.
The shortlist assembles automatically and the stories are shared. Recognition becomes something the whole company can see — and every step is captured in a clean audit trail.
"He stayed back three nights to save our biggest client — and never once mentioned the hours."
Sales · chosen on 24 open votes
"Turned a client we almost lost into our largest upsell of the year."
Switch between the three roles. Write a story as an employee, vote on stories as a cross-functional manager, then act as a function head — see who voted and select your winner within the quota.
Every act of great work becomes a written story the whole company can read — not something lost in an inbox.
Managers across every function weigh in, so winners reflect the whole organisation — not one team's loudest voice.
Function heads decide on evidence — vote counts and who voted — within a clear quota. HR stops chasing; the record is clean.
This runs on Power Apps, Power Automate and SharePoint — tools most companies already own inside Microsoft 365 and barely use. If your recognition programme lives in spreadsheets and email threads, it doesn't have to. Want to put what you already pay for to work?
Ships with Microsoft 365. No new vendor, no new licences — just tools you already own.
HR can own the solution instead of waiting in IT's backlog. A working app in weeks, not a year.
Nominations, voting, tallies and announcements route themselves. No more chasing managers by email.
Every story, vote and decision in one structured place — searchable, and never lost in a thread.
Role-based views and an automatic trail: who nominated, who voted, who decided — all inside your tenant.
Start with recognition, then extend the same platform to onboarding, cases, or any HR workflow next.
I design and build practical HR platforms on the Power Platform — the kind that run themselves and give leaders a fair, transparent way to decide. Tell me what your programme looks like today, and I'll show you what it could become.
Contact me →