WorkProud has proposed using employee recognition records to examine how company values appear in day-to-day work. Its framework pairs recognition with a value tag, sender, recipient, time and written explanation, with reward value recorded when points or gifts are involved.

The five implementation steps are to identify values through employee input, define observable behaviors, capture recognition consistently, measure the resulting records and review the findings regularly. WorkProud suggests an initial four-to-six-month period to establish a useful dataset.

Its five measures are coverage, spread, frequency, depth and correlation. They track who receives recognition, where it is concentrated, how activity changes, whether messages describe specific actions and how the data relates to outcomes such as engagement or attrition. The company recommends monthly operational reviews, quarterly leadership discussion and an annual review of the values themselves.

At Webster Bank, WorkProud reports that the STARS program replaced fragmented approaches that included spreadsheets, emails and manually distributed gift cards. Across 195 branches, recognition posts increased from 3,698 in 2023 to 13,416 in 2024 and 17,730 in 2025. Those figures describe recorded activity, not a measurement of each employee's underlying behavior.

For WalkMe, the source describes the April 2024 launch of WalkProud and reports 96.2% platform registration and more than 12,100 recognition posts. Its engagement and eNPS comparisons cover the 2022–2025 period, rather than a single launch-year result. For Gables Residential, it contrasts an annual awards event reaching about 140 people with more than 11,000 annual recognition events after a mobile program was introduced; those counts use different units.

The framework also sets out limitations. Recognition records capture work that someone notices, can be skewed by manager participation and may be affected by reciprocal posting. Low coverage does not by itself show that a team is failing to practice a value.

WorkProud says recognition data should complement surveys and other evidence. It explicitly cautions that a correlation with retention or performance cannot establish that recognition independently caused the change.