Customer Story

Challenges

The automotive group operated across four GCC countries with diverse workforce segments — factory teams, corporate employees, dealership staff, and technicians. Yet, each region followed its own recognition and rewards process, leading to scattered execution and inconsistent employee experiences.

• Delayed recognition reduced emotional impact: Paper-based and email-driven nomination cycles delayed awards by weeks. Employees received appreciation long after the achievement, reducing its meaning and motivational effect.

• Disjointed regional programs caused inequality: Each country team ran separate recognition programs with different rules, reward values, and approval cycles. This created frustration and a sense of unfairness across borders.

• Low morale among factory & back-office teams: Frontline staff had fewer touchpoints with management and rarely received acknowledgment. This widened the engagement gap between frontline operations and corporate teams.

• Learning participation remained low without incentives: Internal training modules under the LMS saw minimal completion rates because they were not tied to rewards or recognition.

• Limited visibility for leadership: HR leaders lacked real-time insights into recognition activity, employee sentiment, and program ROI. Decision-making relied on manual reports that were inconsistent across countries.

The company needed a unified digital framework that could make recognition instant, inclusive, and culturally relevant across the GCC.

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Personas Involved

• Corporate Employees: Sales, HR, Finance, Marketing, and Procurement teams.

• Dealership & Service Staff: Sales advisors, receptionists, and customer-facing teams.

• Plant Technicians & Operations: Assembly line and logistics staff.

• Regional HR Managers: Oversaw recognition budgets, reward approvals, and analytics.

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Platform Setting & Implementation

The group implemented Xoxoday to digitize employee recognition and engagement across its GCC operations. The rollout took 10 weeks, connecting 10,000 employees across 45 entities with localized access and language support (English and Arabic).

• Integrations: SAP SuccessFactors, Oracle HCM, and Microsoft Teams

• Reward Model: Points redeemable via Xoxoday Marketplace

• Coverage: Corporate offices, showrooms, service centers, and manufacturing units

With employees spread across four countries, the group needed a digital engagement ecosystem that delivered consistent recognition and localized reward experiences. The implementation ensured every region, team, and role was connected under one unified platform.

• ‍Migration: Transitioned from paper-based rewards and manual nominations to automated digital workflows.  ‍
• Localized engagement: Built bilingual dashboards and localized campaigns for UAE, KSA, and Oman teams.  ‍
• Peer-to-peer recognition: Enabled cross-department and cross-country appreciation through Empuls social feed.  ‍
• Learning integration: Linked internal LMS with Empuls for auto-rewards after certification completions.  ‍
• Pulse & analytics: Rolled out monthly pulse surveys and recognition analytics for HR visibility.  

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The Solution

Xoxoday delivered a connected engagement ecosystem that unified recognition and rewards across 10,000 employees spread across UAE, KSA, Oman, and Qatar.

• Centralized recognition platform: All recognition moments—birthdays, anniversaries, performance awards, culture champions, customer appreciation—were moved into Empuls. Employees could view, applaud, and celebrate achievements instantly.

• Localized reward experiences across GCC: Xoxoday enabled reward catalogs tailored to each country, including regional dining, recreation, travel, wellness, fashion, and digital experiences—making rewards meaningful regardless of location.

• Performance-linked recognition: “Performance star,” “employee of the quarter,” “service excellence award,” and “customer happiness badge” were tied to kpis like collaboration, quality, customer satisfaction and adherence to operational standards.

• Peer-to-peer social recognition: The Empuls feed enabled employees across countries and departments to celebrate each other through badges, shoutouts, and appreciation posts—creating visibility for plant staff, technicians, and back-office teams.

• Integrated learning incentives: The LMS was connected to Empuls so every course completion and certification triggered instant reward points, dramatically increasing participation in upskilling programs.

• Cultural & multilingual personalization: Regional language support (English + Arabic), GCC-specific campaigns, and local festival-based rewards strengthened emotional connection and cultural inclusivity.

• Leadership dashboards & pulse insights: Monthly pulse surveys and heatmap analytics allowed HR leaders to monitor engagement trends, recognition ROI, and country-wise participation levels—enabling data-backed interventions.

Together, these initiatives helped the automotive group rebuild trust, strengthen belonging, and elevate motivation at scale.

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Impact

• 64% improvement in overall employee engagement scores within six months.

• 42% boost in performance productivity among dealership and back-office teams.

• 36% drop in attrition across GCC offices.

• 88% completion rate in internal training programs.

• 40% uplift in employee experience scores from pulse surveys.

• 93% redemption rate for digital rewards across four countries.

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Conclusion

The automotive group’s collaboration with Xoxoday transformed employee engagement from a fragmented HR initiative into a data-driven, organization-wide movement. Recognition became real-time, peer-led, and inclusive—reaching factory staff, sales executives, and corporate employees alike.

Localized experiences made rewards culturally relevant, while instant payouts and gamified appreciation drove excitement. Within half a year, the company witnessed measurable improvements in engagement, retention, and performance—turning recognition into a strategic pillar of its employer brand across the GCC.