Insights shows you how many people are giving recognition, how many are receiving it, which teams are quiet and how all of that is moving compared with the period before.
It answers the question that decides whether a recognition programme survives its first year: is this happening, or does it only look like it is?
A recognition programme can look healthy and be failing. Two thousand Flarees sent last quarter sounds like a lot until you find out that four hundred of them came from the same nine people, and a third of the company has not been recognised by anyone at all.
That is why the two numbers that matter here are not totals. They are participation, the share of people who gave something, and reach, the share of people who received something. A total can be carried by a handful of enthusiasts. Those two cannot.
Each one carries a trend against the immediately preceding period of the same length, so you are always looking at a direction rather than a snapshot.
How much recognition people sent each other. Birthday and anniversary automation is deliberately left out of this number, because a company where the software sends everything is not a company where recognition is happening.
The share of people who can give recognition and actually did. Shown as a percentage with the underlying counts beside it, so you know whether 40% means four people or four hundred.
The share of your team who were recognised by a colleague. This is the number that finds the people nobody is noticing.
The total points that landed with your people over the period, from every source.
A bar for each period, split between recognition people sent and the automated celebrations. The split is the useful part: if the automated bar is carrying the chart, the programme is running on rails rather than on people.
One line, zero to a hundred. Programmes rarely die suddenly; they slope. This is where you see it early enough to do something.
Which of your values-aligned cards people actually reach for. Cards that never get used are usually values nobody knows how to recognise in practice, which is worth knowing.
Where recognition lands, broken down by team. The quiet teams are the finding, and they are rarely the ones you would have guessed.
The five names at each end. Useful for spotting the people quietly holding the culture up, and for noticing when recognition is circulating inside one group.
Three ranges: 30 days by day, 90 days by week, 12 months by month. Everything is worked out in your company's own timezone, so a period boundary means what your team thinks it means.
Insights is for company owners and HR administrators. Regular employees do not see it, which matters because a page showing who gives and receives the least is not something to put in front of everybody.
Being straight about the edges: there is no CSV export and no custom date picker today, and the department view is a breakdown rather than a filter you can apply to the whole page. If any of those decide it for you, tell us, because that is how these get prioritised.
The same numbers reach owners and admins in the Friday summary, in Slack or by email, so the dashboard is where you go to dig rather than the only place the information exists.
