The Employee Happiness Score Awards exist for a straightforward reason: a score is more meaningful when it can be compared. Knowing how your organisation's score sits relative to others in your sector turns an internal metric into an external benchmark - and for the organisations that perform at the top, it becomes a form of recognition that carries real weight.
What the Awards measure
The Awards are based on one thing: your EHS score. Not a survey, not a submission, not a panel assessment. The same score your leadership team sees in the dashboard - based on how your people respond to the check-in question across your cycles - is what determines your Awards standing.
There is no separate process for Awards consideration, no additional data to submit and no possibility of a gap between how an organisation presents itself for an award and how its people actually feel about working there.
How benchmarking works
Every organisation using EHS is automatically entered into the benchmarking process. Your score is compared against other organisations in your sector to produce a relative ranking.
The benchmarking is meaningful because the question is consistent. Every organisation is asking the same question in the same way. That consistency is what makes the comparison real rather than approximate.
What recognition means in practice
Your score and results stay private unless you give permission to publish them. This applies whether your score is low, high or award-worthy. If you choose to share your recognition, the Employee Happiness Score Awards give current and prospective employees a clear sign of how your people feel about working at your organisation.
The Awards as a management goal
For organisations not yet in the top tier, the Awards benchmark serves a different purpose: it gives leadership a concrete, externally referenced goal to manage towards. Not an arbitrary internal target, but a position relative to peers that is grounded in actual sector performance.
The takeaway
The Employee Happiness Score Awards benchmark your score against organisations in your sector and recognise those performing at the top. The process is automatic, there is no separate submission and the benchmark is built on the same consistent signal as the measurement itself. For top performers who choose to share it, it is external recognition. For everyone else, it is a concrete goal.
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Also worth reading: Why your score means more when you can compare it
