FAQ’s
No, V.A.L.U does not sell or share employee data with third parties. Data will be shared with our Reward Partner for the specific purpose of Reward distribution. All data is processed securely in compliance with GDPR and other relevant regulations.
V.A.L.U collects only the necessary data required for user authentication, engagement tracking, and platform functionality. This includes basic profile details, engagement activity, and anonymised Wellbeing check-ins.
Yes, engaging with Wellbeing check-ins and resources contributes to the balance score.
No. As an individual response isnt recorded against a user the responses are not visible to the company. Companies can only access aggregated and anonymised reports.
It helps employees self-reflect, recognise patterns in their well-being. Companies can also use insights to improve workplace culture.
Yes, all Wellbeing check-ins are completely anonymous to encourage honest self-reporting. Aggregated trends may be visible to HR, but individual responses are never shared.
The Wellbeing feature allows employees to check in on their mental and emotional health through simple, anonymous mood tracking and pulse surveys.
Companies can set monthly or annual reward budgets, allocate rewards to different departments, and track spending through the VALU admin dashboard.
No, rewards are non-transferable and must be redeemed by the recipient.
Yes, rewards may have expiration dates depending on the vendor or company policy. Expiration details are available in rewards summary against your profile.
Employees can redeem rewards through their V.A.L.U account, selecting from available options based on their earned balance or company reward structure.
VALU supports a variety of rewards, including digital gift cards, experience-based rewards, and custom company-specific incentives.
Not currently. This option may become available in a later version of the software.
Announcements do contribute to engagement tracking.
Yes, employees can acknowledge Announcements and engage with them by liking them. Managers can also verify the content and add link the announcement to a Comapny Value, fostering a sense of community.
All users have access to post Announcements.
Announcements allow individuals to share their successes, important updates, milestones, or initiatives company-wide .
Yes, Appreciations will be displayed in the company feed to celebrate positive workplace culture.
Yes, they contribute to an employee’s engagement score, but with a lower weighting than formal Recognitions.
Any user within the platform can send an Appreciation to a colleague. It’s designed to be quick and easy, encouraging frequent positive interactions.
Appreciations are a simpler form of acknowledgment that allow employees to say “thank you” or show gratitude informally. Recognitions, on the other hand, are more structured and tied to company values.
Yes, depending on company policy, Recognitions can be accompanied by a reward to further incentivise positive behaviors and achievements.
No, Recognitions are always attributed to the sender to ensure transparency and authenticity.
Recognitions contribute positively to an employee’s overall balance score by reflecting engagement and participation in the company’s values-based recognition culture.
Recognitions can be sent by employees, managers, or leadership, depending on your organisation’s settings. Some companies allow peer-to-peer recognition, while others may have structured recognition programs.
A Recognition is a way to formally acknowledge a colleague’s contribution, effort, or achievement. Recognitions are linked to company values and help build a culture of appreciation.