When developing strategic employee rewards programs, organizations run into all sorts of advice and options. One principle is true for all of them, however.

There is no one-reward-fits-all when it comes to employee motivation.

Do cash and bonuses still appeal to many employees? Sure. But recent research has continually shown that for sustainable, long-term employee motivation, cash isn’t king.

Below are three simple ways to change up your rewards in order to boost employee motivation.

Simple Ways to Boost Employee Motivation

1. Add Variety

Even if the majority of your employees say they’d like cash or gift cards as rewards, simply offering a variety of options along with these — for instance, a spa package, tickets to a family-friendly event, or a catered lunch for their team — will make the reward more meaningful and boost employee motivation.

The results of a study of Israeli semiconductor workers proved this. After offering a mix of cash and other bonuses to employees:

  • Non-monetary bonuses boosted performance slightly better than monetary ones
  • Monetary bonuses affected performance more when the employee had a mix of options and chose them
  • When an employee incentive option was taken away from the mix, the impact of the remaining bonuses went down

2. Offer More than Monetary Items

It should come as no surprise that many factors affect employee motivation — so why don’t your rewards reflect that?

Go beyond monetary rewards and incorporate causes or employee motivations that are more meaningful. Your employees may be passionate about supporting local businesses, charities, or their teams at work for instance.

Adding local business gift cards, charitable donations, or the ability to “pool” individual rewards into a team experience is a way to find the sweet spot when it comes to employee motivation and rewards.

3. Tie Rewards to (Spontaneous!) Recognition

Recognition is a power tool when it comes to boosting employee motivation. Unlike a trophy or pre-determined bonus, spontaneous recognition for great work isn’t something that an employee can anticipate.

It sends a message to an employee that the work they’re doing is something that they should do more of. It builds a connection between the people giving and receiving recognition. It can build meaning and show an employee their impact.

Supporting that recognition with employee rewards — even small ones relative to common end-of-year bonuses — amplifies the employee motivation-boosting power of both rewards and recognition.

You don’t have to take a wait-and-see approach to rewards when it comes to employee motivation. Here at Kazoo, we’ve seen how rethinking rewards, recognition, and other aspects of the employee experience translates into real ROI at hundreds of organizations. Adding variety to your rewards, offering more than monetary items, and tying them to spontaneous recognition are simple ways to start.

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About Kazoo
Kazoo amplifies company culture through its award-winning employee experience platform that delivers engagement, retention, performance management, and improved business metrics. As a dominant force in the HCM market with an industry-leading retention rate, Kazoo partners with more than 400 global organizations to build high-performance cultures and engaged workforces. Founded in 2013, Kazoo continues to revolutionize the employee experience with its platform based on the science of motivation, rewards, and recognition. To request a demo, visit info.kazoohr.com/demo-request

Although employee awards and appreciation programs have come a long way in recent years, some companies can’t seem to let go of one outdated approach to them.

Employee recognition plaques.

Sure, companies mean well with plaques, but in today’s workplace there are better ways to recognize the Employee of the Month or celebrate 10 years at an organization than by placing a plank of wood on someone’s desk.

To get more from your employee recognition awards, put down the plaques and use the tried-and-true tips we’ve listed here.

When it comes to employee recognition awards, put down the plaque.

Tip #1: Integrate appreciation

Standalone employee recognition awards can become demotivating. For admins, they take a lot of effort to coordinate. For employees, they can fall flat.

An employee who sees an “Employee of the Month” award land on their desk with no understanding of why they received it will not truly understand the meaning and impact of the award. Plus, those who didn’t get it don’t understand what behaviors led to the decision — or worse, they may feel left out.

Employee recognition awards can be so much more. When tied to core values and reinforced with recognition they play a key role in effective employee award and appreciation programs.

Tip #2: Empower employees with nominations

When we were developing Awards & Nominations for the Kazoo platform, we discovered three major problems with “plaque” style awards recognizing things like Employee of the Month:

  • For admins, creating awards and creating a list of nominees takes too much time.
  • Boosting awareness of awards is difficult, meaning participation is low.
  • Without participation and awareness, awards are less meaningful.

To solve all of these problems, the feature we developed empowered employees by opening up the nomination process within Kazoo — a platform our customers’ employees already use and interact with often.


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Suddenly, admins saved time dealing with employee recognition awards by having others create nominations, overall participation in the process saw a big boost, and award winners saw the thoughtful recognition that went into their nominations, making awards incredibly meaningful.

Tip #3: Socialize your delivery

It isn’t enough to integrate appreciation and include the why behind employee recognition awards — you have to socialize the delivery of it.

In the Kazoo platform, employee recognition awards such as work milestones or Awards & Nominations appear in the company’s activity feed in real time. This is an easy way to socialize the event across the company and amplify its impact.

Even without an employee experience platform like Kazoo, there are plenty of ways to spread the word about employee recognition awards. Think intranets, company newsletters, all-hands meetings, or other areas that grab employees’ eyes.

So cancel that next order of cheap plaques or ornate glass sculptures being delivered straight to employees’ desks. By integrating appreciation, empowering employees with nominations, and socializing your employee recognition awards, you will make them much more meaningful.

 

About Kazoo
Kazoo amplifies company culture through its award-winning employee experience platform that delivers engagement, retention, performance management, and improved business metrics. As a dominant force in the HCM market with an industry-leading retention rate, Kazoo partners with more than 400 global organizations to build high-performance cultures and engaged workforces. Founded in 2013, Kazoo continues to revolutionize the employee experience with its platform based on the science of motivation, rewards, and recognition. To request a demo, visit info.kazoohr.com/demo-request

Strategic employee reward programs require careful thought — when mismanaged, employee reward programs can leak money (e.g., managers rewarding individuals or teams ad hoc to show appreciation without documenting it) or lack participation (we’ve all seen the employee reward programs that are only used between a handful of friends in organizations).

The six best practices below come from recent research and our studies of Kazoo customers’ success stories with their employee reward programs.


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1. Tie Employee Rewards to Spontaneous Recognition

Recognition is the employee engagement power tool. Unlike a trophy or pre-determined bonus – spontaneous recognition for great work isn’t something that an employee can anticipate. It sends a message to an employee that the work they’re doing is something that they should do more of. It builds a connection between the people giving and receiving recognition. It can build meaning and show an employee their impact.

Supporting that recognition with small employee rewards amplifies the power of both rewards and recognition.

2. Integrate Core Values

What should you recognize or reward? Behavior that supports your company core values.

Delta Airlines, for example, has a clearly communicated set of core values that includes “put yourself on the other side of the desk.” This encouragement to empathize with customers came in handy in January 2017 when the entire company had a computer malfunction that impacted every Delta flight for 24 hours. At the end, instead of a massive PR fail, customers left comments about how well Delta employees treated them.

By communicating the values, recognizing the employees who exhibited them, and then offering a small reward – Delta was reinforcing the behavior that brings them more customers.

3. Let Employees Choose the Reward that Matters

Variety is the spice of life – and of rewards. Dan Ariely – motivation guru – did a study of Israeli semiconductor workers where he offered different groups different rewards. One group got no performance reward, another got a cash bonus, a third got pizza and a fourth got lots of compliments for working hard. The end result – the pizza group performed best, with the complement group coming into a close second. The cash bonus group came in dead last – lower than nothing.

Does that mean you should never give employees a cash bonus? No. It means this group really liked pizza. Don’t second guess what matters most to your particular employees. Let them choose from a variety of rewards to pick those that are most meaningful (and motivational!) for them.

4. Encourage Employees to Reward Each Other

Peer-to-peer recognition and employee rewards have a powerful value. While everyone likes to get recognition and rewards from a manager – knowing your peers respect you is powerful. Plus – if managers know about the recognition and rewards – it helps them get extra information about what the team is doing well.

In one social science study, sets of employees were either given direct rewards or giving rewards to give to other teammates or a charitable organization. The group that got to give away the bonus substantially outperformed those that got the direct bonus. Encouraging employees to reward each other encourages higher performance.

5. Include Team Rewards

When two software companies got rid of individual commissions for salespeople, they found an interesting result: the whole team worked better towards a common sales goal. Their sales went up.

Science shows that including team rewards and team experiences in your rewards mix can make everyone more engaged and effective. The Journal of Business Research showed that rewarding a team boosted cooperation and performance. “Group evaluation and reward systems not only produce superior group performance [in most cases], they also produce the best performing individuals.”

Connection to the team is a big factor in how much employees engage with their jobs. Rewarding the team, or including team experiences as a reward option, can make your reward system more effective for the individual.

6. Make it Trackable

It’s impossible to optimize or evaluate what you can’t measure. It’s virtually impossible to measure the impact of a traditional, manual, or ad-hoc rewards program. After all, you give someone a gift card or take them for a thank-you lunch – and then there’s no way to measure outcomes like productivity, if others match the behavior, or even whether the employee can track the reward to a specific behavior.

A public recognition and rewards platform, however, offers tools for measuring your investment in rewards. If rewards and recognition are tied to skills or core values, you can track the number of times employees get recognized for a specific skill or value.

You can also track the relationship between the amount you spend on rewards and key metrics like engagement, retention, absenteeism, or productivity – to see if it’s having a before/after impact.

 

About Kazoo
Kazoo amplifies company culture through its award-winning employee experience platform that delivers engagement, retention, performance management, and improved business metrics. As a dominant force in the HCM market with an industry-leading retention rate, Kazoo partners with more than 400 global organizations to build high-performance cultures and engaged workforces. Founded in 2013, Kazoo continues to revolutionize the employee experience with its platform based on the science of motivation, rewards, and recognition. To request a demo, visit info.kazoohr.com/demo-request

HR teams are constantly pressed for employee appreciation ideas, and for good reason — according to Gallup, employees who don’t feel appreciated are twice as likely to say they’ll quit in the next year.

Over the years, Kazoo has helped countless companies with their employee recognition software. If your team needs inspiration for some employee appreciation ideas, the five tips below are based on success stories from Kazoo customers.


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Tip #1: Delivery Matters

The best employee appreciation ideas can be ruined by bad delivery. We coach every customer to be specific, timely, personalized, and consistent with employee appreciation.

If the specific reason for appreciation isn’t clear, employees aren’t appreciated in a timely manner, employee appreciation ideas aren’t personalized to your people and culture, or your company isn’t delivering it consistently, the delivery of your ideas may be doing more harm than good.

Tip #2: Don’t Forget Donations

Employee appreciation ideas are often tied to monetary rewards and gifts, but giving employees the chance to give back at work builds engagement.

Some employees appreciate the opportunity to donate to the nonprofit of their choice instead of small gift cards or monetary rewards, so add donations to your employee appreciation ideas to match your employees’ unique motivations.

Tip #3: Appreciate Entire Teams

Go beyond individual shout-outs and rewards with your employee appreciation ideas. By appreciating entire teams or departments, you can motivate many people at once and justify bigger donations or more expensive perks with each idea.

For example, one feature in the Kazoo platform allows teams to “pool” points they’ve earned with appreciation to pay for team happy hours, kegs of cold brew coffee in the office, or donating enough to send children in need to summer camp.

Tip #4: Realize Cash Isn’t King

As Gallup found in their own employee recognition research, money isn’t the best option when it comes to employee appreciation ideas.

This doesn’t mean you should forget about cash bonuses and gift cards — just that you should have other personalized options on hand. Even if employees opt for cash, studies have shown that simply having options makes the appreciation more impactful.

Tip #5: Bring the Swag

Many times, corporate “swag” (stuff we all get) seems like an afterthought — every one of us has received the branded tchotchke at kickoff meetings that’s forgotten by the time we get back to the office.

Make your swag a little more hard-to-get, however, and suddenly it becomes effective for employee appreciation ideas.

Some Kazoo customers add premium branded items to their employee rewards catalogs, turning them into badges of honor employees can redeem for after receiving appreciation.

As Trintech VP of Human Resources Erinn Gray revealed in a Kazoo case study, “I look out on our volunteer days and see a sea of Trintech shirts. Redeeming for swag reinforces our company values. It shows that those wearing it have gone above and beyond. They earned it.


About Kazoo

Kazoo amplifies company culture through its award-winning employee experience platform that delivers engagement, retention, performance management, and improved business metrics. As a dominant force in the HCM market with an industry-leading retention rate, Kazoo partners with more than 400 global organizations to build high-performance cultures and engaged workforces. Founded in 2013, Kazoo continues to revolutionize the employee experience with its platform based on the science of motivation, rewards, and recognition. To request a demo, visit info.kazoohr.com/demo-request

Recently, Kazoo’s Director of Employee Experience sat down to discuss employee retention strategies in 5 Tried-and-True Ways to Boost Retention, a webinar based on the latest industry research and Kazoo’s first-hand experience with helping hundreds of organizations.

Below, we touch on the employee retention secrets mentioned in the webinar. For in-depth details on each strategy, be sure to listen to the full webinar.

1. Prioritize Appreciation

Question you should be asking yourself: “Is employee appreciation a habit here?”

Why it should be one of your employee retention strategies:

In a survey of more than 800 employees for The Employee Experience Quantified, nearly one third said they have left jobs due to a lack of appreciation.

Simply having an employee recognition program isn’t enough — is appreciation a natural part of your company culture? If appreciation isn’t a habit, it’s time to retool your strategy so you’re clearly signaling to employees that appreciation is a priority for the organization, something the team at Kazoo has helped hundreds of organizations with over the years.

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2. Optimize Onboarding

Question you should be asking yourself: “Are we setting people up for success?”

Why it should be one of your employee retention strategies:

Only 12% of employees strongly agree their organization does a great job of onboarding people according to Gallup. Poor onboarding leads to poor retention — a SHRM report found turnover can be as much as 50% in the first 18 months.

Simply put, good onboarding leads to good retention.

— Society for Human Resource Management

As mentioned in Kazoo’s webinar, these stats should be a call to action for organizations with onboarding that doesn’t look beyond the first day or week of starting a new job.

3. Drive Growth and Development

Question you should be asking yourself: “How can we get creative with L&D?”

Why it should be one of your employee retention strategies:

L&D is currently a trendy topic, but L&D or growth programs shouldn’t be viewed as nice-to-haves, especially when it comes to employee retention strategies. In a survey for The Employee Experience Optimized, 88% of employees said that learning and growing in their job mattered to their employee experience.

That backs up new research from Deloitte, who found that companies getting creative with L&D and practicing a “growth” mindset have four times better retention than those that don’t.

Note that the recommendation here isn’t to invest in high-priced learning and development software — there are ways to get creative with learning opportunities already present in your organization.

4. Invest in Manager Training

Question you should be asking yourself: “Are our managers building trust on their teams?”

Why it should be one of your employee retention strategies:

It may sound cliché at this point, but people really do leave managers, not companies. Gallup found that 50% of people who quit cite their managers as the reason.

Need more proof? In research for The Employee Experience Optimized, it was discovered that 96% of people with an “excellent” employee experience had positive, trusting relationships with their managers.

For specifics ways to invest in manager training in effective ways, listen in on our retention webinar.

5. Amplify Your Engagement Efforts

Question you should be asking yourself: “Do people know this is happening?”

Why it should be one of your employee retention strategies:

Setting up recognition programs, rewards programs, wellness programs, or other one-off efforts aimed at boosting employee engagement isn’t even half the battle. If employees aren’t aware of these programs, their benefits, and their potential impact, they won’t move the needle on employee retention.

Harvard Business Review revealed that despite more investing in recognition programs, 82% of employees still don’t feel recognized at work.

Gallup adds that 85% of large companies now have wellness programs — yet only 24% of employees actually participate in them.

Though it may seem obvious, increasing awareness of these programs and boosting participation truly unlocks their potential. MXM, one of Kazoo’s customers, reduced turnover by 50% after getting multiple awareness and communications efforts involved as part of the program.

While some of these employee retention strategies may seem obvious, the recent stats behind their effectiveness should be a wake-up call to organizations. If your organization is in the process of evaluating your employee retention strategies, the ones covered here and in Kazoo’s recent webinar are tried-and-true.

 

About Kazoo
Kazoo amplifies company culture through its award-winning employee experience platform that delivers engagement, retention, performance management, and improved business metrics. As a dominant force in the HCM market with an industry-leading retention rate, Kazoo partners with more than 400 global organizations to build high-performance cultures and engaged workforces. Founded in 2013, Kazoo continues to revolutionize the employee experience with its platform based on the science of motivation, rewards, and recognition. To request a demo, visit info.kazoohr.com/demo-request.

Whether your organization is just now launching an employee experience platform or it’s already made multiple Best Places to Work lists, the overall employee experience is being put to the test there every day.

Think of the 21 tips presented in this guide from Kazoo as the “cheat sheet” for that test:

Improve Your Employee Experience Platform Use with these 21 Tips from Kazoo

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For the first time ever, Kazoo has assembled all of its tips for improving the employee experience in one place.

Based on recent research, in-depth employee surveys, and years of insights from the Kazoo employee experience platform, these 21 tips turn the findings from three major reports into actionable advice:

Together, these reports are designed to help organizations define and strengthen their employee experience, create a business case for an employee experience platform or program, and maintain a best-in-class employee experience for years to come.

No matter where your organization is with its employee experience efforts currently, these 21 quick tips and the reports they are based on can help.

About Kazoo
Kazoo amplifies company culture through its award-winning employee experience platform that delivers engagement, retention, performance management, and improved business metrics. As a dominant force in the HCM market with an industry-leading retention rate, Kazoo partners with more than 400 global organizations to build high-performance cultures and engaged workforces. Founded in 2013, Kazoo continues to revolutionize the employee experience with its platform based on the science of motivation, rewards, and recognition. To request a demo, visit info.kazoohr.com/demo-request.

Looking for advice on improving company culture? There are two competing schools of thought on where to invest in order to build high performance teams:

Perks versus People

While companies may be tempted to spend money on perks — and in recent years, investments in perks have escalated as a means to compete for talent — new evidence shows that this approach does not work.

Despite billions of dollars invested in perk-centric engagement programs, Gallup has shown that engagement levels in the U.S. have stayed constant at 30% for more than a decade.

The data collected by Kazoo backs that up. Employees with a good-to-great perks and benefits package, but no cultural building blocks (meaning little investment in people and company culture), reported a 69% negative employee experience.

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We’ve surveyed thousands of employees and executives to understand what creates a high-performing company culture. To see all of our findings, read The Employee Experience Optimized.

3 Tips for a Best-in-Class Company Culture

Many factors affect culture, but in our research for The Employee Experience Optimized, we discovered three areas that have the biggest impact on company cultures and the overall employee experience:

  • Leadership
  • Appreciation
  • Growth

Based on the findings from our full report, Kazoo has published 3 Quick Tips For Building a Best-in-Class Company Culture tied to these three areas.

Improve Company Culture with these quick tips from Kazoo

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Download the quick guide to see the research and survey findings that went into each quick tip. Below is a preview of all three quick tips for building a best-in-class company culture.

Leadership quick tip: Call a meeting with leadership to lay out the business case for them to frequently reinforce and model your company’s core values.

Change in leadership behavior doesn’t happen overnight, but it starts with getting them on board. When leadership models the company’s core values 91% of employees said they had a
positive employee experience.

Use that to build your business case — that kind of boost in your employee experience directly helps KPIs such as revenue, productivity, and retention.

Appreciation quick tip: Create a simple pulse survey asking employees if they “receive regular feedback on and appreciation for day-to-day work.”

This perception is a vital company culture building block, so a quick survey will help you gauge where your culture is today and serve as a valuable benchmark when as you take action on it moving forward.

Growth quick tip: Raise awareness of L&D opportunities by mentioning them in newsletters, intranets, or office signage, then offer small incentives for attending and participating.

Even if you don’t have formal L&D software or tracking, doing this will speed up the overall program’s integration into your company culture — Kazoo customers have been proven to see up to 50% growth in corporate program participation.

When it comes to improving company culture, focusing on people over perks provides the best return on investment. Try integrating the quick tips above into your company culture and employee experience programs to starts seeing results right away.

About Kazoo
Kazoo amplifies company culture through its award-winning employee experience platform that delivers engagement, retention, performance management, and improved business metrics. As a dominant force in the HCM market with an industry-leading retention rate, Kazoo partners with more than 400 global organizations to build high-performance cultures and engaged workforces. Founded in 2013, Kazoo continues to revolutionize the employee experience with its platform based on the science of motivation, rewards, and recognition. To request a demo, visit info.kazoohr.com/demo-request.

Today, the evidence can’t be denied — the more you invest in a better employee experience, the greater impact you will see on your company’s bottom line.

The Kazoo team recently did a research analysis of exactly how employee experience impacts the bottom line. You can find all of our findings in The Employee Experience Quantified.

However, many executives still underestimate the business impact of the employee experience, meaning your company’s programs and engagement efforts often lack support.

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After surveying more than 900 full-time employees and C-level executives for The Employee Experience Quantified, it’s obvious what’s creating the disconnect between employees and executives: the lack of a clear business case.

That’s why we’ve pulled from the findings in The Employee Experience Quantified to publish Quick Tips for Building Your Employee Experience Business Case:

Quick Tips for Building Your Employee Experience Business Case - Kazoo

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Download this short guide to discover:

  • Six KPIs executives care about that are directly impacted by the employee experience
  • Five quick tips for building your employee experience business case to executives
  • New stats and survey results from Kazoo on the employee experience

Armed with these quick tips and a clear employee experience business case, your organization will be well on its way to getting executives on board with these programs and reaping benefits for employees and the bottom line alike moving forward.

About Kazoo:

Kazoo amplifies company culture through its award-winning Continue reading “Quick Tips for Creating Your Employee Experience Business Case”

For the third year in a row, Kazoo has been named one of the Best Places to Work in Austin.



This year, we definitely shouted a few “Yeehaws” as the award was announced. Not because we’re based in Texas — the award ceremony had a wild west theme.



Having just come off a strategic investment from Vista Equity Partners, the Kazoo team is in the midst of tremendous growth — landing on the Best Places To Work list is a healthy sign we’re keeping our culture intact along the way.

But the most validating sign came from the audience around us. A growing number of Kazoo customers were being awarded as well, and some were back as repeat winners. Congrats to our customers Arrive Logistics, RetailMeNot, Red Velvet Events, Kasasa, RBFCU, and Spredfast on their Best Places to Work recognition.

Part of our mission is to grow company culture and improve bottom-line performance for organizations. Remaining one of Austin’s Best Places to Work while watching our customers do the same is an incredible honor.

We’ll see you next year.

About Kazoo:

Kazoo amplifies company culture through its award-winning Continue reading “Kazoo Is One of the Best Places to Work (Again!)”

The future of employee recognition programs was on display at this year’s WorldatWork Total Rewards Conference held in Dallas.

Having attended this year’s conference and helped hundreds of organizations build rewards and recognition programs that work, the Kazoo team has enjoyed plenty of opportunities to speak with technology providers and HR professionals alike about how employee recognition programs are evolving.

And it seems we aren’t alone: In the wake of the conference, The Society for Human Resources Management (SHRM) published two articles that echo our thoughts on where employee recognition programs and total rewards are heading.

employee recognition programs

Employee Recognition Programs Will Help Performance Management

Motivated and engaged employees perform better — so why are organizations overlooking the role of employee recognition programs and total rewards in performance management?

One SHRM article that came out of the Total Rewards Conference, How Total Rewards Can Drive Performance Management Success,” talks about this.

Employee recognition programs, financial wellness, employee fitness, work/life balance, compensation, and career development — all of these aspects of total rewards must be customized and prioritized in order to see success in performance management and retention.

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The Digital Future

Get Ready for the Digital Future of Total Rewards,” SHRM said, coming out of this year’s Total Rewards Conference.

Between employee recognition programs, total rewards efforts, and other investments companies already make in the employee experience, there is plenty of data on hand.

The “digital future” is one in which technology helps your organization take all the data from these efforts and get real, actionable insights into turnover, engagement, productivity, and other bottom-line priorities, according to SHRM.

Speakers at the Total Rewards Conference pointed out how organizations such as Google are using these kinds of insights to optimize benefits like maternity leave, pay structures, and more.

As for our take, given where the future of employee recognition programs and total rewards is headed, it appears there’s never been a better time to think holistically and opt for one powerful platform that ties your employee experience efforts together.

And that’s a future we can’t wait to see unfold further at next year’s Total Rewards Conference.

About Kazoo:

Kazoo amplifies company culture through its award-winning employee experience platform that delivers engagement, retention, performance management, and improved business metrics. As a dominant force in the HCM market with an industry-leading retention rate, Kazoo partners with more than 400 global organizations to build high-performance cultures and engaged workforces. Founded in 2013, Kazoo continues to revolutionize the employee experience with its platform based on the science of motivation, rewards, and recognition. To request a demo, visit info.kazoohr.com/demo-request