Daily habit
Give employees a fresh, configurable Spark budget for regular peer recognition.
MeritForge Features
Recognition your team remembers.
MeritForge turns everyday appreciation into Sparks, medals, titles, team stories, and optional real-world rewards, all with the controls companies need to keep recognition meaningful, fair, and budget-safe.
Lasting identity
Turn received appreciation into medals, titles, profiles, and long-term reputation.
Culture insight
See how recognition moves across teams, values, departments, and time periods.
Company control
Configure budgets, approvals, reward rules, roles, permissions, and safeguards.
Everyday Recognition
Make appreciation part of the daily rhythm.
Sparks make it easy for employees to recognize help, effort, teamwork, and small wins without turning appreciation into a heavy process.
Configurable Spark allowances
Give employees a fresh recognition budget each cycle. Configure how many Sparks they receive, when budgets refresh, and whether unused Sparks expire.
Lightweight peer-to-peer recognition
Not every contribution needs a ceremony. Sparks make everyday appreciation fast, visible, and easy to repeat.
Values, tags, and hashtags
Connect recognition to the values your company wants to reinforce, from teamwork and ownership to customer focus and craft.
Forge Medals
Forge meaningful medals.
Received Sparks can build long-term progress, generate crafting resources through configurable rules, and become medals with titles that feel worth remembering.
Impact progression
Received recognition builds lasting progress. Instead of becoming a confusing wallet of spendable points, Sparks can feed a visual progression system that reflects someone's growing impact.
Ingots and forged medals
Employees can use earned crafting resources to create meaningful medals for bigger achievements, milestones, or values-based recognition.
Custom medals and rarity tiers
Create a recognition language with medal themes and tiers for common recognition, rare achievements, epic contributions, legendary milestones, and company-defining impact.
AI-assisted title suggestions
Help employees say something meaningful. Title suggestions can turn recognition into memorable names based on the message, value, recipient, and achievement context.
Employee Armory
Turn recognition into a story employees carry with them.
Profiles become more than directories. They become living stories of how each person contributes, what they are known for, and which achievements others forged for them.
Profiles as trophy Armories
Show earned titles, forged medals, received Sparks, recognition history, team contributions, and milestone progress in one warm professional profile.
Value strengths and contribution patterns
Make it easy to see what someone is repeatedly appreciated for, from craft and ownership to teamwork and cross-team support.
Shareable forged badges
Let employees share the badges and medals forged for them on LinkedIn, internal profiles, or wherever they want their achievement story to travel.
Great Hall Feed
Celebrate wins without creating another noisy channel.
The recognition feed gives teams visibility into great work while keeping interactions structured, positive, and low-noise.
A visible home for recognition
Show recent Sparks, medals, celebrations, and meaningful recognition moments across the company or selected teams.
Major recognition highlights
Keep forged medals and milestone recognitions prominent so larger achievements do not disappear in a long stream.
Structured reactions
Let teammates amplify recognition with Huzzahs and stronger endorsements without turning every post into a comment thread.
Team Insights
Understand how recognition flows across your company.
MeritForge helps leaders see which values are being recognized, which teams are connected, and where appreciation is missing.
Recognition flow analytics
See where recognition is flowing inside teams, across departments, and between different parts of the organization.
Company values analytics
Understand which values are actually showing up in day-to-day work, not just written on the wall.
Team and department views
Zoom from company-wide culture patterns into specific teams, departments, locations, time periods, values, and recognition types.
Real-World Rewards
Reward real impact without creating budget chaos.
MeritForge can connect recognition to meaningful rewards while keeping budgets predictable and controlled.
Milestone-based rewards
Rewards are unlocked through configured recognition milestones, not uncontrolled point spending.
Budget-safe reward rules
Set eligibility, milestone thresholds, reward types, budget limits, country availability, and approval requirements.
Optional reward fulfillment
Use an approved third-party reward provider to offer gift cards and other supported rewards when your company is ready, while keeping reward budgets and redemption rules under your control.
Admin Controls
Built for real companies, not just simple org charts.
Configure recognition rules, teams, values, budgets, approvals, and permissions from one admin console.
Company structure and values
Map recognition to the way your company actually works and turn values into daily behaviors people can see.
Recognition economy settings
Shape Spark budgets, refresh cycles, expiration options, conversion rules, medal availability, reward milestones, and approval gates.
Roles, permissions, and safeguards
Protect your recognition system with verified users, role-based controls, approval gates, and admin-level safeguards.
Admin Console
Company structure
Teams, departments, locations, business units
Values and recognition rules
Budgets, refresh cycles, tags, medals, conversion
Approvals and permissions
Employees, managers, admins, owners, safeguards
MeritForge Growth
Growth people can see.
Check-ins, 1:1s, feedback, objectives and career paths in one place, building a record each employee owns. Every input leads somewhere, and managers get a lighter week, not another dashboard.
Screenshot coming soon
A member's check-in (mood, a win and an obstacle) next to the manager's reply and the "Recognize this win" action.
A weekly rhythm
One-minute check-ins and 1:1s with a shared agenda keep people and managers in touch.
A clear way forward
Objectives and career paths show what's next and what counts, backed by evidence.
Every voice counts
Feedback, vouches and confidential pulses, with results that come back to people.
A lighter week for managers
One Brief, at most three interruptions a day, and AI assistants that prepare drafts.
Check-ins
A one-minute check-in that gets answered.
Members share mood, wins and anything in their way. Managers see it, respond and clear the way, so nothing goes into a void.
Mood, wins and obstacles
A short check-in on the team's cadence. Mood is shared only with the direct manager, never compared with others.
Obstacles that get answered
Anything getting in the way goes to the manager, with reminders and escalation if nobody answers.
Seen, replied and recognized
Managers mark check-ins seen, reply in a short conversation, take topics to the 1:1 or turn a win into a Spark.
Screenshot coming soon
A member's check-in (mood, a win and an obstacle) next to the manager's reply and the "Recognize this win" action.
1:1s
1:1s with a shared agenda and a memory.
A steady rhythm, topics both people add, and commitments that carry over until they're done.
A shared agenda
Both people add topics before the meeting. MeritForge suggests what's worth discussing: open obstacles, recent check-ins, objectives that need attention.
Notes and commitments
Shared notes for both, private notes for each, and commitments that follow you to the next meeting.
Covered when the manager is away
A covering manager can run 1:1s and answer obstacles while the direct manager is on leave.
Screenshot coming soon
A 1:1 page: the shared agenda with suggested topics, notes and the commitments carried over from last time.
Feedback & pulses
Feedback that goes somewhere. Pulses people trust.
Ask the people who saw your work, let colleagues vouch for what they've seen, and listen to teams without exposing anyone.
Feedback requests
Ask anyone about a piece of work with your own questions or company templates. Givers see what their input changed.
Vouches for quiet work
Colleagues can vouch for a strength or an achievement they've seen, which can later support a career claim.
Confidential pulses
Short team questions with a minimum number of answers before results appear. Critical answers earn the same as praise.
Screenshot coming soon
A feedback request with its questions, and a pulse's results shared with the team once enough people answered.
Objectives
Objectives backed by evidence.
Company, team and personal objectives on your own Seasons, with progress that comes from real work.
From company to personal
Objectives at every level, aligned with each other, with categories and several owners or participants.
Measurable key results
Numbers, thresholds or done/not done, plus confidence kept separate from status.
Evidence and validation
Attach evidence or ask colleagues to confirm progress; managers validate at checkpoints and at the end of the Season.
Screenshot coming soon
The objectives page with company, team and personal objectives, key-result progress and the evidence behind one of them.
Career paths & readiness
A visible way forward.
Career tracks describe what each role looks like. People work toward a target role with evidence, and promotions rest on a structured review.
Tracks, roles and competencies
Each role's expectations as observable behavior, ready-made templates in English and Spanish, and insignia for every role.
Claims with evidence
People show they meet an expectation with evidence and colleagues' vouches; reviewers decide, and validations can expire for review.
Readiness reviews
Self-review, private input from colleagues and the manager's view side by side on the company's own questions, ending in Ready or Not yet.
Screenshot coming soon
A career path showing the current and target role, expectations with their validation state, and a readiness review in progress.
Growth Record & recaps
One record the employee owns.
Everything adds up: wins, feedback, recognition and evidence, each with its source. Reviews stop relying on memory.
A record built all year
Contributions and evidence from every part of MeritForge, each linked to where it came from.
Season recaps and self-assessments
A recap of each Season's wins and progress, and a self-assessment that becomes the start of a good conversation.
Transparent access
Each person sees their own record and who looked at it.
Screenshot coming soon
A person's Growth Record: Season highlights, evidence with its sources and the Season recap.
Managers & HR
A lighter week for managers. A clear picture for HR.
Growth is designed around managers' time, and gives the People team what it needs without exposing individuals.
Your week and the Manager Brief
What needs each person, in one place. Items clear themselves once handled, with at most three interruptions a day.
HR brief and analytics
Participation, objectives and team health over time, with minimum group sizes that protect individuals.
AI assistants
People can ask ChatGPT, Claude or Gemini about their week and let them prepare check-ins and updates, which they approve in MeritForge.
Screenshot coming soon
The Manager Brief with team items, next to the Growth analytics overview.
Integrations
Bring recognition into the workflows your team already uses.
MeritForge connects recognition with the practical tools companies need to launch, manage, and scale their recognition program, from Slack, Microsoft Teams, Jira, and AI assistant recognition to reward fulfillment, public sharing, and structured employee imports.
Slack recognition
Let employees send recognition directly from Slack, so Sparks can happen where daily collaboration already takes place.
Microsoft Teams recognition
Let people give Sparks in Microsoft Teams from the message box, from any message, or by typing spark to the bot, and celebrate every Spark, Badge, and work anniversary in the channel you choose.
Jira recognition
Let people send Sparks straight from a Jira Cloud issue, with their balance and company values at hand and the issue linked to the recognition.
Real-world reward fulfillment
Use an approved third-party reward provider to support real-world rewards while keeping budgets and fulfillment controlled.
External badge sharing
Allow employees to share selected badges or achievements outside MeritForge as part of their professional story.
XLS & CSV imports
Import organization structure and member data, including teams, departments, roles, managers, and joining dates.
AI assistants: ChatGPT, Claude, and Gemini
Let people ask the AI assistant they already use what needs them this week, or have it draft a Spark, a check-in, or an objective update. Nothing is sent until they approve it in MeritForge. Admins choose which assistants and permissions are allowed and can see every request in an activity log.
Build the loop
Build a recognition system people actually want to use.
From everyday Sparks to lasting medals, team insights, and controlled rewards, MeritForge helps companies make appreciation visible, memorable, and meaningful.
