Start with one store for the company
A PeopleCredits company store is a persistent, branded destination for employee rewards. It is not rebuilt every time HR runs a campaign. The company sets it up once and can use it for Christmas, birthdays, performance, onboarding, sales incentives, long service and everyday thank-yous.
The store carries the employer's identity while the underlying reward catalogue provides choice. That distinction matters: employees are not sent away to an anonymous voucher portal every time they receive something.
The store becomes the front door; individual credit allocations create the reasons to return.
Step one: configure the company experience
The company identity comes first: name, logo, colours and the markets where employees need to shop. Company merchandise can sit alongside broader reward categories so the store feels genuinely connected to the organisation.
Local catalogue availability can vary by country. The employee experience should adapt to what is actually useful and fulfilable in that market rather than pretending one global inventory works everywhere.
You can see the geographic model on PeopleCredits coverage.
Step two: HR funds and issues credit
HR decides who receives credit and how much. That could be one person after exceptional work, a team after hitting a target or the whole company at Christmas. The action should be fundamentally the same even when the recipient count changes.
The allocation can carry context: Christmas, onboarding, recognition or another programme. That lets the company keep one store without turning every reward into the same generic transaction.
The credit is company-funded value presented inside the employee's store.
Step three: employees shop
The employee logs in, sees their available credit and browses eligible rewards. Depending on the market and programme, that can include products, gift cards, experiences and company merchandise.
The employee makes the final selection. HR does not need to pre-collect sizes or guess which retailer will be useful to everyone. Fulfilment follows the employee's actual choice.
This is the practical meaning of give credit, let them choose.
What HR sees
The HR side is the control plane rather than the shopping experience. It should make it straightforward to issue credit, understand balances and activity, manage people and see how a programme is being used.
The aim is not to give HR another complicated rewards system to administer. It is to make sending value repeatable enough that a one-person reward and a company-wide programme can use the same workflow.
Why persistent beats one-off
A persistent store compounds the work done during setup. Branding does not need to be recreated. Employees do not need a new destination for every campaign. Company merchandise remains available. New programmes can reuse the same infrastructure.
That is the key difference between a company store and a campaign redemption page. One is an employee reward destination; the other disappears when the campaign ends.
For the shortest possible version, see create your store, give credit, they shop.
Planning employee Christmas rewards?
See how PeopleCredits gives your team one branded store while each employee chooses the reward that works for them.
Explore Christmas rewards