MeritForge FAQ

MeritForge uses playful medieval language, but it is not designed to make work feel childish. Sparks, medals, titles, and honors are used to make recognition more memorable, not to turn employees into leaderboard competitors. The goal is simple: help people remember meaningful contributions.

Many recognition tools focus mainly on points, rewards, or quick praise. MeritForge focuses on identity and company memory: what people are known for, which values they represent, and which contributions become part of the team’s story.

Recognition works when it feels worth giving and worth receiving. MeritForge makes everyday appreciation lightweight with Sparks, while bigger achievements can become medals, titles, and public recognition moments. The experience is designed to feel social, visible, and memorable.

Any recognition system can be misused if it only rewards ranking. MeritForge is designed around appreciation, not aggressive competition. Admin controls, limited allowances, approval gates, and configurable settings help companies keep recognition healthy and aligned with their culture.

Recognition can be connected to company values, behaviors, and cultural themes. Instead of values living only in a handbook, employees see them reflected in real examples: who helped others, who showed ownership, who protected quality, and who made an impact.

Sparks are lightweight recognition employees can give to others for everyday help, effort, wins, and support. Companies can configure how many Sparks employees receive and how each cycle works.

Yes. Admins can configure Spark allowances and decide how they should work for their organization, including whether unused Sparks expire at the end of each cycle.

Medals are more memorable recognition artifacts for meaningful contributions. Titles help show what someone is becoming known for inside the company. Together, they make recognition feel more lasting than a simple thank-you message.

Yes. Companies can use approval flows for more significant recognitions, so rare or high-impact honors stay meaningful and are not overused.

No. MeritForge can be used purely for peer recognition, medals, titles, culture-building, and analytics without enabling monetary rewards.

No. The MeritForge subscription covers access to the platform. Any gift cards, payouts, or real-world reward budgets are managed separately by your company.

MeritForge is priced per active seat, with graduated pricing ranges based on team size. This keeps pricing clear while allowing larger teams to benefit from volume-based pricing.

The core MeritForge experience includes Sparks, medals, titles, recognition feeds, admin controls, analytics, and available integrations. Real-world rewards are handled separately through your company’s own reward budget.

Yes. MeritForge supports importing members and organization structure using XLS or CSV files, making it easier to set up teams, departments, managers, and members.

Current integration areas include Slack recognition, Tremendous for real-world rewards, external badge sharing, and XLS/CSV imports for organization structure and members.

Yes. MeritForge is designed to work for small teams as well as growing companies. Smaller teams can use it to build recognition habits early, while larger organizations can use admin controls, structure, analytics, and approval flows.

Yes. Admins can configure recognition settings, company values or tags, Spark allowances, approvals, and reward-related controls so the system matches the company’s culture.

No. HR and People teams can own the system, but MeritForge is designed for everyday use by employees, managers, founders, and leadership teams. Recognition should not live only in HR; it should become part of the company’s daily culture.