Annual quota plans became background noise. Wink runs the live programs that move pipeline this week (SPIFFs, contests, accelerators) without an Excel rebuild every quarter.
You spend real money on the total rewards package. Annual bonuses, anniversary gifts, recognition programs, all of it shows up in the budget. Almost none of it shows up in how employees feel about working there.
Annual incentives are expected, not earned. The motivational signal is gone by week two of the new year.
Manager calls out a great quarter at the all hands. Two weeks later, no one remembers it. There's no record, no reward, no compounding effect.
Engagement surveys tell you 6 months later that something didn't land. By then, the people who were going to leave already did.
Workday, BambooHR, and other HRIS connectors. Or upload your org structure as CSV in minutes. Pick whichever path fits your stack.
Team rewards, milestone bonuses, peer recognition, learning challenges. Pick the mechanic, set the rules, launch.
Bonus points accumulate in a personal portal. Rewards from a global catalog (2,500+ gift cards), admin curated. The recognition shows up the same week the work did.
Wink runs as a plugin engine: turn mechanics on and off without engineering.
Live programs upgrade in place, no migrations.
Every win lands the same week, in a system everyone sees. Culture stops depending on which manager remembers to email.
Same budget, visibly felt. Employees know what they earned, when they earned it, and what it's worth.
Participation rates, recognition velocity, reward redemption, all in the dashboard, not in a once a year survey.
No. Wink sits alongside your HRIS and runs the engagement layer: recognition programs, team rewards, milestones, learning incentives. If you have a basic recognition tool today, Wink is the upgrade for programs that need rules, automation, and real rewards.
Gift cards from a global catalog (2,500+ options), admin curated. You decide which categories and brands employees see; they choose within that set. Payout is automatic.
GDPR compliant, role based access, full audit trail. Reward fulfillment respects regional tax rules per country. SOC 2 Type II as part of our security posture.
Yes, on the Enterprise tier. Multi tenant workspace with role based access lets you run a US sales floor program and an EMEA engineering recognition program in parallel, with separate budgets and admins. Standard plans cover one active program at a time.
Per user, billed monthly. We quote based on your user count and program scope. See pricing for the configurator.
We'll show you a live recognition program (team rewards, bonus points, payout) using your org structure as the example. 30 minutes, no slideware.