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Unclaimed rewards returned to you
Support | 415-386-8600
Unclaimed rewards returned to you
Support | 415-386-8600
Recognize new-hire milestones, course and module completion, certifications, compliance learning, and role-readiness achievements. TruCentive helps HR and L&D teams deliver choice-based rewards at the right moment—while giving Finance and program owners clearer controls, status, and economics.
No credit card required. Build and send branded training samples before you commit.
A learning platform can assign content; it cannot create relevance, manager support, protected time, or confidence on its own. Incentives can make a meaningful milestone more immediate and visible, but they should reinforce a well-designed learning experience—not pay people to click through. Start with a specific outcome, verify the right behavior, and test whether a proportional reward improves completion and application for the intended audience.
TruCentive offers 1M+ gift card, payment, merchandise, prepaid, and swag options for varied learner preferences.
MOOC field experiment · Workplace training-voucher experiment · Self-regulated learning meta-analysis · TruCentive onboarding guidance. Study results are context-specific; the smallest incentive in the MOOC study was not effective.
A modest reward is not automatically motivating. Its practical value comes from recognizing a credible achievement promptly, making the next step salient, and showing that the organization noticed the learner’s effort. Use the smallest meaningful amount your audience values, offer choice, and measure incremental behavior. If the learning is irrelevant or employees lack time, a reward will not fix the underlying problem.
Define completion around a useful action: an orientation milestone, a passed knowledge check, a demonstrated skill, a manager sign-off, or a verified credential. Avoid paying only for opening a module or racing through required content.
Show what counts, what has been completed, what comes next, and when recognition arrives. Clear goals and feedback support persistence across adult and work-related learning.
Match value to effort, urgency, audience, and organizational significance. Choice matters: a workplace experiment with 230 employees found the flexible voucher—choice between training budget and training days—most strongly encouraged participation.
Protect learning time, make content relevant, ensure access, provide manager support, and remove technology or scheduling friction. U.S. wage-and-hour rules may require training time to be treated as hours worked depending on the facts.
Standardize reward delivery and reporting while allowing each program to keep its own audience, qualifying milestone, approval path, value, channel, timing, expiration, and evaluation plan.
Welcome employees before day one, recognize orientation and first-week progress, and mark approved 30-, 60-, or 90-day achievements without turning onboarding into a checklist race.
Encourage timely completion while preserving knowledge checks, attestations, accessibility, and manager accountability. A reward for completion does not prove comprehension or compliance.
Recognize verified modules, pathways, capstones, labs, or applied assignments. Use smaller milestones where they reduce delay without encouraging shallow completion.
Deliver after a verified pass, credential, renewal, continuing-education milestone, or approved external certification. Define who validates the achievement before launch.
Connect rewards to skill demonstrations, simulations, field sign-offs, role-readiness checkpoints, and approved development plans—not subjective favoritism.
Support voluntary upskilling, professional development, conferences, memberships, or tuition milestones with clear eligibility and equivalent access across the workforce.
TruCentive complements the LMS, HRIS, credential platform, or onboarding workflow. Keep learning and assessment in the system built for it; send only the approved completion signal and minimum recipient data needed to fulfill recognition.
Curate gift cards, merchandise, payments, prepaid options, swag, or other approved choices instead of assuming one reward fits every role, location, generation, or learning goal.
Support distributed teams with international options in more than 150 countries, national brands, and more than 85,000 local merchant choices. Confirm catalog availability for each launch country.
Send through email, SMS, both, printed delivery, or bulk links. Automated reminders stop after claim, and approved post-claim communication can point learners to the next step.
Track sent, viewed, claimed, and expired status; define approvals and expiration; and return unclaimed value under Pay as You Go. Program sponsors remain responsible for privacy, tax, wage-and-hour, accessibility, nondiscrimination, union, and credentialing requirements.
Unused reward value
May remain in purchased codes, expire without reconciliation, or become vendor breakage.
Returned to the TruCentive account under Pay as You Go.
Learner relevance
One fixed reward, points with distant value, or a choice that does not fit the workforce.
1M+ gift card, payment, merchandise, prepaid, swag, and other choice-based options.
Milestone delivery
Manual code purchasing, spreadsheet merges, physical inventory, and delayed fulfillment.
Reusable projects, individual or list sends, email/SMS, printed delivery, bulk links, and integrations.
Follow-through
One message, manual resends, inbox confusion, and limited visibility after send.
Claim-aware reminders, resend and revoke controls, defined expiration, and approved follow-up communication.
Measurement and governance
Completion data and reward costs live in separate files with unclear ownership.
Minimum-necessary completion-token workflows, delivery and claim status, returned-value visibility, and exportable reporting.
TruCentive says its typical Pay as You Go delivery fee is 6% and that most customers save 23% after fees because unclaimed value is returned. Verify current pricing and methodology before publication; actual economics depend on reward value, claim rate, expiration, workforce, and program design.
Choose the business outcome first: faster time to role readiness, safer practice, verified proficiency, certification, required completion, or continued development. Define who owns the outcome and what the reward should—and should not—influence.
Map a small number of credible checkpoints. Document eligibility, evidence, timing, value, frequency, alternatives, tax treatment, accessibility, wage-and-hour review, and approval requirements.
Have the LMS, HRIS, credential system, manager, or approved workflow send only the completion token needed for fulfillment. Deliver promptly and automate reminders for unclaimed rewards.
Measure eligible learners, starts, verified completion, proficiency, time to completion, application, claims, cost per incremental completion, learner sentiment, and unintended effects. Use holdouts or staged rollouts where practical.
They can in some contexts. A randomized MOOC experiment found large incentives improved assignment completion and submitted-assignment grades; the smallest incentive did not. Use a pilot to test the actual course, audience, and milestone rather than assuming an effect.
For awareness or orientation, verified completion may be enough. For safety, compliance, technical, or credentialed learning, use an appropriate knowledge check, demonstration, attestation, or pass standard. Do not equate reward claim with competence.
Start with the smallest amount that feels respectful relative to effort and audience. Test more than one value where feasible and compare incremental completion, learning quality, claims, and cost—not just sends.
They can if they feel controlling, crowd out meaning, or reward the wrong behavior. Use choice, recognition-focused language, relevant learning, manager support, and proportional milestones. Do not make the reward the sole reason to learn.
TruCentive can sit after the learning event through integrations, workflow tools, lists, or an approved completion export. Confirm the exact LMS connector, API, data fields, authentication, and implementation scope with TruCentive before promising native integration.
Under TruCentive Pay as You Go, unclaimed incentive value returns to the account. Define expiration, reminders, accounting treatment, and reuse rules before launch.
Bring one onboarding or learning pathway, the target audience, and a verified milestone to a TruCentive design session. Leave with a branded sample, a proportional reward map, a minimum-data fulfillment flow, and a measurement plan.
1M+ options · 250+ countries and territories · Email, SMS & bulk links · Claim-aware reminders · Minimum-necessary workflows · Unclaimed value returned with Pay as You Go
