Hit a badge threshold,hit a Key Result.
Every Wudd badge has a defined behavioural threshold. When the threshold is crossed, the badge auto-assigns and the matching OKR Key Result advances. Managers can also grant a badge directly. Either path, the data is the same: a measurable, value-tagged outcome the Strategy module reads.
Every badge is a measurable threshold.
This is the default library. Edit each criterion to match how your organization works. Every badge ties to a Company Value and feeds into Strategy KPIs.
| Badge | Threshold | Bound to | Points |
|---|---|---|---|
| Top Collaborator | Receives 5+ cross-team recognitions in 30 rolling days | KR · Cross-Team Collaboration Index | +200 |
| Culture Champion | Tagged on 3+ distinct Company Values in a single month | KR · Values-in-Practice score | +350 |
| Project Driver | Closes assigned initiatives ahead of committed deadline | KR · Delivery on commitment | +300 |
| Mentor | Onboards and supports a new team member through their first 90 days | KR · New-hire ramp time | +250 |
Badges become OKR Key Results.
Most companies admit they cannot maintain twenty KPIs, let alone intangible Company Values. Wudd makes the recognition graph the primary management signal, every Company Value tag feeds a live KPI, every Badge threshold drives an OKR Key Result. Self-tracking, entry time 1–3 minutes per recognition, daily.
- Threshold-bound
- HR defines the behavioural threshold in plain terms, "5 cross-team recognitions in 30 days", not a vague "great teamwork".
- Value-tagged
- Every badge ties to one of your Company Values. The values stay alive in the data, not just on the wall.
- Auto-assigned at threshold
- When the threshold is crossed, the badge auto-assigns. No one has to remember to grant it. The matching Key Result advances at the same moment.
- Manager-grant path
- Some moments deserve a personal grant. A manager can award a badge directly, with a note. The Key Result advances either way.
A grant or a threshold.
Some moments deserve a personal grant. Some patterns should be rewarded automatically. Wudd handles both, and the audit log records the path.
A manager sees it and grants it.
A manager notices a moment worth recognizing and awards the badge on the spot, with a short note and the points attached. The grant lands in the audit log with the actor recorded.
The threshold is crossed, the badge lands.
Set a behavioural threshold like "5 cross-team recognitions in 30 days". When someone crosses it, Wudd auto-assigns the badge, attaches the points, and advances the bound Key Result. No one has to remember.
Both paths run inside the five-layer cap stack. Both write to the audit log with the 7-action enum. Both feed Strategy KPIs the same way.
Give recognition the weight of a Key Result.
Grant Badges is included in every Wudd plan, starting at Silver.