Sparks and the Great Hall
Send a Spark with a message, a value and a GIF. It lands in the Great Hall, where colleagues cheer it on and the recipient replies.
In action
See MeritForge in action
Start with the two-and-a-half-minute tour, then open any part of Recognition or Growth to see it from start to finish.
MeritForge product tour · Recognition and Growth in two and a half minutes: Sparks, forged badges and rewards; check-ins, pulses and 1:1s; objectives, career paths and readiness reviews.
Recognition
Be seen.
Everyday thanks, badges that carry weight, and rewards that are real.
Forge a badge, keep it in the Armory
For the bigger moments: choose the rarity, the art and the story. The badge becomes a medal with their name, kept in their Armory and ready to share.
The Rewards Treasury
Recognition builds Honor, Honor earns credits, and credits become real gift cards. Admins set the rules.
Recognition analytics
For the People team: activity over time, the values people recognize, culture signals and the bonds between teams.
Growth
Be heard.
People say what is in the way, and someone answers.
Check-ins and obstacles
A two-minute weekly check-in. Maya raises an obstacle, her manager answers with an action and a date, and the answer comes back to her.
One-on-ones that lead somewhere
A shared agenda built during the week, notes they agree on, and commitments with an owner and a date that carry over to the next 1:1.
Launch a pulse check
Start from a template, choose who receives it and how often. Answers stay anonymous, and results show each question's trend and the actions taken.
Ask for feedback
Ask the right people about the right work. Colleagues answer in two minutes, and every answer lands in one place.
A manager's Monday
Your week: the team's check-ins, the obstacles waiting for an answer and the 1:1s ahead, all in one place.
Growth analytics
For the People team: participation, follow-through and careers, team by team and Season over Season.
Growth
Grow.
Clear goals, clear careers, and decisions people understand.
Objectives that connect
From the company's goals to each person's work: agree an objective and its effort with the manager, then update progress from check-ins, with the evidence beside it.
Objective scorecards
Company, team and individual objectives on one scorecard per person, weighted from the department's template and acknowledged by the person.
Career paths
Tracks with roles and observable expectations, a person working toward the next role with evidence, and the insignia she earns along the way.
Design signature achievements
Create the achievements anyone can earn, whatever their role, and the badge that comes with them.
Readiness reviews
Is Maya ready for Senior? Her self-review, colleagues' input and her manager's view side by side, and a decision with the reasons written down.
Growth Record and Season recap
A Growth Record that builds itself as the Season goes, and a Season recap that stays private until she chooses what to share.
Want to see it with your own team?
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