Brink’s Solutions is an international player in cash and valuables transport. Its employees are on the road every day, spread across the country. They work independently and rarely come to the office. How can you create a sense of connection in such a challenging business context? And how do you show appreciation in a consistent, structured way? “We had already been working with Arteel for traditional milestones, but now it was time for a more systematic approach,” says Joyce Pafort, HR Manager at Brink’s.
“We had already been working with Arteel for traditional milestones, but now it was time for a structured system.”
Joyce Pafort, HR-director Brink's België & Nederland
From Isolated Gestures to a Sustainable System
At Brink’s, the conviction grew that recognition should never be a coincidence, but a conscious choice. A structured approach, supported by leadership and aligned with the realities of the workplace. The company partnered with Arteel to help shape that vision. Together, we developed a recognition policy that is both systematic and flexible — and above all, personal:
1. Structural Recognition Through Quarterly Appreciation Moments
Every three months, Brink’s evaluates which employees have made a notable contribution. It doesn’t have to be a spectacular achievement — small initiatives also deserve the attention they earn.
“It’s often about those small things,” Joyce emphasizes. “An employee who writes a manual, or helps colleagues get started with a new tool. Not everyone notices that, but we want to make sure these efforts are explicitly acknowledged and appreciated.”
Arteel helped establish this fixed routine. Through a central feedback process to HR, operational managers select who will be recognized that quarter. The selected employees receive a personal message and earn points via the Arteel platform, which they can later redeem for a reward of their choice.
2. As Personal as It Is Scalable, Thanks to Freedom of Choice
Recognition truly works only when it feels personal to the recipient — when it reflects their individual preferences. Together with Arteel, Brink’s chose a platform that allows for that freedom of choice. Employees can use their earned points for something tangible, or save them for something bigger if they prefer.
Cultural differences between countries were also taken into account. Belgians generally value the personal and symbolic aspect of a gift more, while in the Netherlands, practical or financial rewards tend to be appreciated for their simplicity.
By allowing employees to choose how they receive recognition, the system better matches their preferences — and strengthens its impact.
“We noticed that some colleagues really enjoy receiving a gift they can open with their family,” says Joyce. “Others prefer the autonomy of choosing something themselves, or saving up for something larger. Both approaches work — as long as it stays personal.”
3. A Platform That Leaves Room for Human Interaction
With the Arteel platform, Brink’s organizes recognition in a consistent and efficient way. But according to the company, the real added value lies in the combination of technology and personal connection — because recognition that feels automated misses its purpose.
“A digital gesture is nice, but it’s the personal message from the manager that truly makes it meaningful,” Joyce explains. “That’s what makes it feel genuine.”
Arteel supported Brink’s not only with the technical implementation of the platform, but also with the human side of the story. Joyce and her team received targeted advice on how to use the system as a tool to strengthen the company culture.
“Managers are encouraged to stay actively involved in the awarding of points and recognition moments,” Joyce adds. “That way, the platform doesn’t replace human contact — it actually enhances it.”
Impact Felt in Everyday Practice
The impact is tangible. “We see it on the work floor, during our roadshows, in the overall atmosphere,” says Joyce. “People feel seen. And that translates into greater engagement, more initiative, and a more positive work culture.”
The annual satisfaction survey serves as a measurement tool, but according to Joyce, the real signals come from everyday interactions: employees who happily stay a little longer after a meeting, who spontaneously express appreciation for a gift, or proudly share a photo of what they chose. During conversations with managers or colleagues, the topic of recognition also comes up more frequently and naturally.
The program also supports retention. “We want recognition to drive stronger engagement,” Joyce explains. “Employees should feel that their efforts are noticed — even when they don’t directly translate into measurable results. That fosters loyalty and pride.”
“We want people to enjoy working with us — not because they have to, but because they feel appreciated. And this policy truly contributes to that,” Joyce concludes.
Want to Anchor Recognition in Your Organization?
Arteel helps you design a personal and scalable recognition program that truly makes an impact. Curious what it could mean for your team?
We’d love to think it through with you — get in touch!
