plastic gift cards can be reloadable

Everyone forgets one important thing about plastic gift cards

Plastic gift cards can be reloadable!

We want to banish the idea that plastic gift cards are single-use, disposable products.

We stock reloadable gift cards that offer real long-term value. Reloading takes a one-off gift and turns it into a reward mechanism that works for years.

Reload your own gift card

Reloading plastic gift cards is the crux of our Everyday Benefits (EDB) service.

Staff reload their own gift cards at a discount, and make huge savings. Even a casual EDB user will save hundreds of pounds a year.

Beyond discounting gift card top-ups for staff, the card comes with other benefits. That includes:

  • Cinema tickets
  • Theme park tickets
  • Holidays
  • Other gift cards
  • Supermarket card top-ups

Read more about our Everyday Benefits gift cards here.

Reload someone else’s gift card

Reloadable plastic gift cards offer you more than a one-time reward. They give you the chance to think long-term about staff rewards and customer loyalty.

Staff achievements

Topping up Everyday Benefits cards makes rewarding employees easy. You don’t need to order new rewards every time you thank staff for their achievements.

Top up their reloadable gift cards. Then thank them face-to-face, or through your company’s recognition systems, like you would anyway.

This makes it very simple for situations like:

  • Large-scale team achievements
  • Issuing different values of reward across a whole organisation
  • Rewarding staff across multiple sites
  • Needing to reward mobile or remote staff

It also works for rewarding a single employee, too. It doesn’t matter if you’re rewarding long service, reaching milestones, or anything else.

It’s simple and effective when you use a reloadable plastic gift card.

Customer gratitude

Our Member Benefits card is the customer-facing version of the Everyday Benefits card. Rewarding your customers for their positive behaviour has two benefits:

  • Boosting loyalty through rewards
  • Building more positive behaviour in the future

Reward for pure longevity, buying promoted products, referrals, and more. Anything that makes sense for your business and your customers.

The customer doesn’t even need their card on them – you only need to keep their card number in your database to top it up.

You can then email or call them to say thank you after the top-up. Or say it face-to-face when they’re on the premises.

Talk to us

By the way, if any of this sounds like a good idea for your business, get in touch. We’re experts on this, and we always want to talk about it.

We’d love to guide you through setting up a customer or staff reward scheme.

Use the form at the bottom of this page, or get in touch on our contact page.

Drop the idea that a plastic gift card is a one-dimensional product

A reloadable gift card lives many lives. Especially multi-retailer plastic gift cards like ours. One reloadable Love2shop Gift Card is access to fashion , a holiday, a skydiving experience, cinemas and more.

What makes reloadable Love2shop Gift Cards so special

Love2shop Gift Cards are among the most exciting reward products in the UK. Spend them in-store at more than 95 popular stores, or exchange card balance online for our e-gift cards.

The e-gift card exchange on Love2shop.co.uk lets cardholders swap the funds on their gift card for an extra set of brands.

Combined, reloadable Love2shop Gift Cards offer a huge choice of high street retailers, online shopping, holidays, exclusive experiences and more.

Read more about our gift cards here.

service awards should start at year one

Service awards should start at one year. Here’s why:

Service awards are something we always advocate for. But most companies leave it a few years to get them started.

We see our clients waiting until an employee has five, ten or even 20 years of service before they start recognising their staff. In our opinion, that’s far too late.

Service awards should start at one year for 5 reasons

It’s a small but important investment in the future

A lot of the power of recognition is in demonstrating that you’re interested and invested in your staff.

The first year of an employee’s time at your company is an important period. It’s time of adjustment, learning, and bedding in to a new place. A place you hope will be their home for a long time.

Tracking their first anniversary, and recognising, improves employee perception of their role. That perception endures as the years wear on, so it’s important to take early opportunities to build it.

Service awards are effective

Recognition has proven positive effects on engagement, productivity, motivation, loyalty and more. You can read more about the nitty gritty of that here, but the jist is simple.

When there’s so much evidence of the positive effects of recognition, you’d have to be mad to not jump on your first chance to use it.

It’s often expected

“Employees expect that someone at least remembers they’ve been there a year.”

Employees aren’t going to expect to get a cash-value reward after one year. But they will expect that someone at least remembers they’ve been there a year.

Even if it feels like it’s a small milestone for you, a year is a significant part of someone’s life to spend in one place.

Starting your service award schemes at one year makes that time feel well-spent. It also validates expectations from employees that their first first year get noticed.

You don’t have to pay for service awards

Recognition is as powerful, if not more powerful, than a cash-value item. You don’t have to put your hand in your pocket for an employee with one year under their belt.

Starting your service awards and recognition at one year only costs you a bit of time.

It’s good for your culture

Whenever you recognise someone in public, or hold up an achievement to the rest of your staff, you’re showing your employees something that you value.

In this instance, you’re showing that even the most modest loyalty is worthy of a celebration.

In turn, that’s a declaration to the rest of your staff to value loyalty and celebrate each other. Your leadership figures are the ones who need to take charge of that.

These things matter

Service awards are important. They drive quality relationships between staff, your leadership, and your company culture.

Starting at one year, you capitalise on the benefits of early recognition and set the tone for the future.

money-first recognition isn't what it's cracked up to be

Experts are right to worry about reward-only peer-to-peer schemes

In a recent interview with BBC’s Wake up to Money, Dr Monica Franco-Santos, Reader at Cranfield School of Management, warned of the potential dangers around reward-only peer-to-peer recognition schemes.

An expert in compensation, Dr Franco-Santos argued that a cash, or cash-value, scheme only offers a temporary boost. Long term, they cause more problems than they solve.

We’re not surprised someone has pointed out there’s a danger to focusing exclusively on cash.

While we think those schemes are interesting, we think it’s a mistake to focus your peer-to-peer recognition scheme just on rewards. Recognition is what really makes a difference to your company.

Recognition is the real quiz

As we said, we’re surprised those companies are prioritising financial rewards over recognition itself.

Our platform, Shout!, puts the recognition before rewards for a good reason. Cash and cash-value rewards can encourage unusual, and even unethical, behaviour.

When only cash-value rewards are at stake, someone will almost inevitably participate in bad faith.

By putting recognition first, you put your company culture and the relationships between employees first.

The doctor’s orders

In her BBC interview, Dr Franco-Santos pointed to six assumptions that would have to be true to make a reward-focused peer-to-peer system reasonable.

We’ll share the expert’s list, and our response, but filtered through our recognition-first approach:

Performance can be measured in an accurate and reliable way

False

However, we’d argue the toss on this one. Recognition isn’t just about performance, it’s about culture and relationships.

There’s hard and soft metrics that need to be embraced. That includes turnover and productivity figures as well as engagement survey results and one-to-ones with staff.

Employees are unbiased

False

But who is? Everyone lives with their own set of pressures that influence our value system.

There’s always a separation between the pressures on a manager and the pressures shared between the team they manage.

Part of the foundation of peer-to-peer recognition is acknowledging that separation, and acknowledging that employees need a way to celebrate positive behaviour among themselves.

Employee pay attention to the “good” things their peers do

True

And our platform is the evidence, even just internally.

I know for a fact I can hop on to our internal deployment of Shout! and see employees recognising each other for achievements, being helpful, and more.

Employees have the knowledge to assess what matters to them, what reflects the company’s values, and highlight positive behaviour.

And, as we pointed out above, they can do that in ways that managers can’t.

Employees appreciate points or money above anything else

False

Definitely not true, but with a twist: employees value a feeling of appreciation almost as much as they value money.

In fact, a lot of employees would move just for a workplace where they feel like they’re an appreciated part of a team, even without a pay rise.

Recognition is what makes those staff feel valued.

Employees are willing to collaborate

True

Every day we see that employees are willing to collaborate.

We can only speak for our business, but being to collaborate and work towards a common goal is a vital element of our business, and we see that reflected in our clients too. In fact, collaboration between our own teams and our clients’ teams is also vital.

Everyone can think of a time in their life where money has poisoned a situation, socially or otherwise.

Focusing on building relationships between your staff members and your company culture is more valuable than any cash-value reward.