Workplace Recognition: The Complete Guide for HR Teams and People Leaders

Workplace recognition is the intentional, consistent acknowledgment of employees’ efforts, behaviors, and contributions — in ways that connect those contributions to real business outcomes and company values. When done well, it is one of the most direct levers available to HR teams for improving engagement, reducing turnover, and building a culture that performs over time.

The evidence is specific. According to the Gallup State of the Global Workplace 2026 report, employees who feel adequately recognized are 4 times more likely to be engaged at work and significantly less likely to leave their organization within the next 12 months. The SHRM State of the Workplace 2025 report found that organizations with active, structured recognition programs report 21% higher employee satisfaction scores compared to those relying on informal or ad hoc appreciation alone.

BRAVO is an AI-powered employee recognition platform that helps HR teams and people leaders implement workplace recognition at scale — through peer recognition feeds, points-based rewards, formal nomination programs, BRAVO Voice engagement surveys, and real-time analytics. Everything in this guide reflects how recognition works in practice, not just in theory.

This guide covers what workplace recognition is, how it differs from workplace rewards, the types of recognition that matter, how to build a formal recognition program, 40 high-impact workplace recognition ideas across every team type, and a framework for measuring what works.

What Is Workplace Recognition?

Workplace recognition is any intentional acknowledgment of an employee’s effort, behavior, or achievement that connects their contribution to something the organization values. It can be formal or informal, public or private, monetary or non-monetary — but it must be specific and timely to have lasting motivational impact.

Recognition differs from general feedback in one important way: feedback tells an employee what to improve; recognition tells them what to keep doing and why it matters. Both are necessary. Neither replaces the other.

The most common reason recognition fails is specificity. Telling someone they “did a great job” is not recognition — it is noise. Telling someone that their approach to a difficult client conversation directly protected a key account relationship is recognition. The difference is whether the employee knows exactly what behavior is being reinforced.

Workplace Rewards vs. Workplace Recognition: What Is the Difference?

Workplace rewards and workplace recognition are often used interchangeably but they are distinct concepts with different mechanisms and effects. Understanding the difference helps HR teams design programs that use both strategically rather than substituting one for the other.

Workplace recognition is the act of acknowledging a behavior or contribution — verbally, publicly, or in writing. Workplace rewards are tangible benefits given in exchange for performance: points, monetary bonuses, gift cards, or additional paid time off.

According to the Workhuman Human Workplace Index 2025, recognition and rewards produce different psychological effects: recognition satisfies the need to feel seen and valued, while rewards provide motivation and reinforce performance targets. The most effective programs use both — recognition makes rewards meaningful, and rewards make recognition tangible.

Dimension	Workplace Recognition	Workplace Rewards
Definition	Acknowledging an employee’s behavior, effort, or contribution — verbal or written	A tangible benefit given in exchange for performance: points, cash, gifts, PTO
Cost	Often zero — a specific message or public shout-out	Has a direct monetary or resource cost
Frequency	Should happen daily or weekly	Typically tied to milestones or formal cycles
Emotional impact	High — recognition satisfies the need to feel seen and valued	Moderate — motivating short-term, less durable than genuine appreciation
Best use	Building culture, reinforcing values, day-to-day engagement	Incentivizing performance, celebrating major milestones
Used together	Recognition makes rewards feel meaningful; rewards make recognition tangible	Combining both produces the strongest sustained engagement outcomes

BRAVO supports both. The peer recognition feed handles the recognition side — specific, timely, values-tagged messages visible to the full team. BRAVO Points handles the rewards side — employees accumulate points for recognized contributions and redeem them for options they choose. Running both through a single platform ensures neither happens in isolation.

What Is a Workplace Recognition Program?

A workplace recognition program is a formal, repeatable system for acknowledging employee contributions consistently and fairly across the organization. Unlike informal praise — which depends entirely on individual manager behavior — a recognition program embeds appreciation into company processes, defines clear criteria, and gives every employee a fair opportunity to be recognized.

The difference between a recognition program and ad hoc praise is measurability and consistency. A program tracks who is being recognized, for what, and how often — and uses that data to identify gaps and improve participation over time.

Well-designed programs share four characteristics: they define which behaviors or contributions earn recognition, they provide multiple channels so all employees can participate, they run on a regular cadence rather than waiting for exceptional events, and they generate data HR teams can act on.

Types of Workplace Recognition

Effective workplace recognition programs do not rely on a single format. Different recognition types serve different purposes — and combining them is what builds a culture where appreciation becomes a daily behavior rather than a scheduled event.

Manager-Led and Leader Recognition

Manager-led recognition involves supervisors, team leads, or senior leaders formally or informally acknowledging individual contributions — in performance conversations, team meetings, written notes, or company-wide communications. This type of recognition carries formal weight because it comes from someone with positional authority. Its limitation is coverage: managers cannot observe everything, and recognition that depends entirely on managers will miss the majority of daily contributions.

Peer-to-Peer Recognition

Peer-to-peer recognition is the acknowledgment of a colleague’s contribution by another colleague — without manager initiation. It covers the work managers do not see: the early-morning Slack that unblocked a teammate, the second pass on a presentation, the new hire who quietly mentored three others through their first quarter.

Peer recognition is credible because it comes from people who directly experienced the impact. BRAVO’s peer recognition feed makes this frictionless — any team member can post a recognition message that the whole organization can see and respond to.

Formal Employee Recognition Programs

Formal recognition programs are structured, criteria-based systems for acknowledging performance and contribution on a defined cycle. They include award programs, nomination-based recognitions, service milestone celebrations, and values-aligned honors. What makes them effective is consistency: the criteria are transparent, the process is repeatable, and the outcomes are visible across the organization.

Program Type	How It Works	Best For
Employee of the Month / Quarter	Manager or peer nominations reviewed against defined criteria; winner announced company-wide	Teams of any size wanting a visible, recurring formal cycle
Values-Based Awards	Nominations tied to specific company values; multiple winners per cycle possible	Culture-building programs where behavioral alignment matters most
Service Milestone Awards	Automatically triggered at 1, 3, 5, 10-year tenure marks with structured gifts or ceremonies	Retention-focused programs recognizing long-term commitment
Performance Excellence Awards	Tied to KPIs or objective targets; criteria are transparent and measurable	Sales, operations, or project-driven teams with clear performance metrics
Peer Nomination Programs	Employees nominate colleagues; winners selected by vote or panel review	Organizations wanting recognition credibility to come from peers, not management alone

BRAVO’s nominations and awards features let HR teams run formal recognition programs without manual tracking — from submission through announcement, the full cycle is managed in the platform.

Informal and Everyday Recognition

Informal recognition happens organically: a specific thank-you message after a difficult week, a reaction in a team channel when someone solves a hard problem, a public mention in a team standup. These moments are low-cost and high-frequency — and when they are specific rather than generic, their cumulative effect on engagement is substantial.

The risk with informal recognition is inconsistency: without some structure, it tends to cluster around visible contributors and miss the quieter work that holds teams together

How Do You Build a Workplace Recognition Program?

A workplace recognition program that holds over time is built on structure, not goodwill. According to the SHRM, the most common reason recognition programs fail is not budget — it is lack of consistent criteria and participation infrastructure. The following steps address both.

Step 1: Define Clear Objectives

Start with the business outcome the program is designed to support: engagement, retention, cultural alignment, or performance. Define SMART goals that make success measurable — not “we want employees to feel more valued” but “we want 80% of employees to give or receive recognition at least once per month within six months of launch.”

Step 2: Align Recognition With Company Values

Recognition tied to named company values reinforces culture with every acknowledgment. When a peer recognizes a colleague for embodying “customer obsession” or “ownership,” the recognition does two things simultaneously: it acknowledges the individual and it signals to the whole organization what that value looks like in practice. BRAVO lets HR teams tag recognition to specific values so the connection is explicit, not implied.

Step 3: Choose Recognition Methods That Scale

A strong workplace recognition program blends formal and informal formats, manager-led and peer-driven channels, and monetary and non-monetary options. No single format reaches every employee. The goal is enough variety that no contribution goes unacknowledged because the right channel did not exist.

• Manager-to-employee recognition for individual achievement and formal milestones
• Peer-to-peer feeds for daily, high-frequency informal appreciation
• Points-based rewards employees redeem on their own terms
• Nomination-based award programs for structured, criteria-driven recognition cycles

Step 4: Standardize Processes and Tools

Inconsistency is the most common point of failure in recognition programs. Standardizing how recognition is submitted, who can give it, what channels it appears in, and how it is tracked removes the ambiguity that leads to uneven participation. BRAVO provides the infrastructure for all of this — from submission to visibility to analytics — in one platform that integrates with Slack and Microsoft Teams.

Step 5: Train Leaders and Employees

Even well-designed programs underperform if employees do not know how to use them. Recognition training does not have to be complex: show people what specific, values-aligned recognition looks like versus generic praise, explain how the program works, and model it from leadership from day one. Programs where senior leaders visibly participate in the first 30 days see significantly higher adoption rates across the organization.

Step 6: Measure, Collect Feedback, and Improve

Recognition programs are not static. Track participation rates, recognition frequency by team and role, and correlation with engagement scores over time. Collect qualitative feedback on what feels authentic versus performative. BRAVO’s analytics dashboard surfaces these metrics so HR teams can identify which teams are under-recognized, whether frequency is consistent, and where the program needs adjustment.

150+ Workplace Recognition Ideas

The following workplace recognition ideas are organized by category. Each one is designed to be implemented independently or combined into a broader program. Priority was given to ideas with clear implementation logic and documented engagement impact — not just novelty.

Leadership-Led Recognition

1. Employee of the Month Award – Celebrate consistent high performance publicly.
2. Quarterly Performance Spotlight – Recognize Q-report top contributors.
3. CEO Shout-Out at Town Halls – Leadership highlights notable wins.
4. Annual Milestone Celebration – Honor years of service with fanfare.
5. Executive Newsletter Feature – Feature employee stories company-wide.
6. Leadership Lunch with High Performers – Personal appreciation over a meal.
7. Public Praise in All-Hands Meetings – Acknowledge wins in front of everyone.
8. Leadership Thank-You Cards – Handwritten notes from executives.
9. Year-End Appreciation Gala – Formal ceremony with awards.
10. CEO Award for Innovation – Special recognition for breakthrough ideas.
11. Values Champion Award – Celebrate employees living company values.
12. Spotlight on Strategic Impact – Recognize contribution to long-term goals.
13. Leadership Certificate of Excellence – Formal certificate for high achievers.
14. Special CEO Recognition Podcast – Leadership voices praise publicly.
15. Executive Hot-Seat Q&A Recognition – Highlight employees during live sessions.

Peer-to-Peer Recognition

16. Peer Appreciation Cards – Coworkers write appreciation notes.
17. Team Nomination Boards – Peers nominate standout teammates.
18. Weekly Recognition Round-Ups – Round up shout-outs every Friday.
19. Internal Social Shout-Outs – Praise colleagues on company feed.
20. Peer Badges & Points System – Earn badges for helping peers.
21. “Hero of the Week” Peer Nomination – Team selects their weekly hero.
22. LinkedIn Endorsements Between Peers – Public professional appreciation.
23. Peer “Thank You” Wall in Office – Visible board of notes and praise.
24. Peer Recognition Channel in Chat – Create a virtual kudos space.
25. Peer-Led Micro-Awards – Small tokens given by teammates.
26. Recognition Baskets from Peers – Small gift baskets from coworkers.
27. Team Shout-Out Circle Meetings – Weekly quick peer praise session.
28. Peer-Led Thank-You Emails – Teams send group acknowledgments.
29. Peer Appreciation Week – A week focused on team gratitude actions.
30. Buddy Thank-You Ritual – Pair employees to recognize each other monthly.

Team Recognition

31. High-Five Walls – Visual wall where teams cross-high-five achievements.
32. Team Achievement Lunches – Celebrate wins with a team meal.
33. Department Kudos Posters – Posters highlighting team success.
34. Cross-Team Collaboration Awards – Recognize interdepartment teamwork.
35. Team Selfie Celebration Boards – Team photos with success notes.
36. Quarterly Team Award Trophies – Rotating trophies for top teams.
37. Group Wellness Rewards – Team wellness challenges with perks.
38. Team Social Outings – Fun team events after hitting goals.
39. Innovation Team Recognition – Reward cross-functional project success.
40. Team Skill Showcase Events – Teams present their wins and strategies.
41. Project Milestone Plaques – Commemorate big project completions.
42. Shared Learning Lunches – Celebrate with knowledge sessions.
43. Team Performance Banquets – Gatherings for recognition and dinner.
44. Department Value Awards – Teams embodying core values each cycle.
45. Team Story Spotlights – Feature team narratives in company channels.

Monetary Recognition & Rewards

46. Gift Cards for Top Performers – Reward outstanding results.
47. Extra Paid Time Off (PTO) – Time off for overachievers.
48. Performance Bonuses – Monetary award tied to KPIs.
49. Spot Cash Awards – Instant cash for exceptional contributions.
50. Profit-Sharing Recognition Bonuses – Share success with contributors.
51. Travel Vouchers for High Achievers – Reward with trips.
52. Experience Day Gifts – Unique experiences as rewards.
53. Charity Donation in Employee’s Name – Support causes they love.
54. Premium Event Tickets – Concerts, shows, and sports events.
55. Bonus for Innovation Ideas – Monetary award for breakthrough ideas.
56. Education Stipend – Funds for professional growth.
57. Spot Bonus via Recognition Platform – Instant digital bonuses.
58. Performance Cashback Rewards – Cashback for hitting stretch goals.
59. Recognition Credits Redeemable for Gifts – Points turned into goodies.
60. Annual Performance Earnings Boost – Salary bump for long-term wins.

Non-Monetary Recognition

61. Certificates of Appreciation – Formal but cost-effective acknowledgment.
62. Extra Remote Work Days – Choose your worklocation day.
63. Premium Parking Spots – Reserved spots for monthly winners.
64. Flexible Hours Tokens – Reward flexibility as recognition.
65. Customized Company Swag – Personalized gear for stars.
66. Professional Development Courses – Invest in skills.
67. Leadership Shadowing Days – Opportunity to learn with execs.
68. Recognition Badges on Internal Profiles – Digital merit badges.
69. Wall of Fame Feature – Dedicated space for recognized team members.
70. Name in Company Newsletter – Highlight accomplishments.
71. Peer Mentorship Slots – Mentor others as recognition.
72. Work Anniversary Celebrations – Recognize tenure and loyalty.
73. Quarterly Learning Stipend – Funds for books or courses.
74. Access to Exclusive Workshops – Recognition tied to development.
75. Preferred Desk Assignment – Special seating for recognized employees.

Remote & Hybrid Recognition

76. Virtual Kudos Sessions – Team Zoom/Teams shout-outs.
77. Recognition GIF Channels – Fun GIFs celebrating wins.
78. Personalized E-Cards – Digital direct praise cards.
79. Remote Recognition Badges – Virtual badges on profiles.
80. Recognition Celebration Livestreams – Host live recognition events.
81. Virtual Lunch with Leadership – Remote meal with execs.
82. Online Team Game Nights – Celebrate wins with fun online games.
83. Home Team Care Packages – Perks sent to remote workers.
84. Virtual Background Honors – Custom backgrounds for achievers.
85. Digital Shout-Out Boards – Central hub for remote kudos.
86. Flexible Weekends Off – Extra time for remote stars.
87. Global Recognition Forums – Company-wide international appreciation.
88. Recognition Announcements via App Push – Instant mobile recognition.
89. Remote Milestone Emails – Celebrate with custom emails.
90. Virtual Training Passes – Tickets to online events as recognition.

Creative & Culture-Building Recognition

91. Themed Award Weeks – E.g., “Innovation Week Winners.”
92. Recognition Puzzle Games – Unlock perks as you engage in culture quests.
93. Culture Champion Trophy – Annual award celebrating cultural impact.
94. “Above & Beyond” Badges – For extraordinary effort beyond goals.
95. Talent Showcase Days – Celebrate hidden hobbies and skills.
96. “Values in Action” Spotlight – Award for embodying brand values.
97. Customer Kudos Highlights – Share positive client feedback.
98. Employee Podcast Features – Let employees tell their stories.
99. Values Quiz Challenges – Recognition for learning culture values.
100. Peer-Rated Celebration Events – Votes determine winners.
101. Recognition Board Games – Gamify appreciation activities.

Leadership-Led & Executive Recognition

102. Surprise Rewards Day – Leadership surprises staff with unexpected treats like coffee or snacks.
103. Personalized Leadership Videos – Leaders record thank-you clips for high-impact employees.
104. Executive-Led Learning Sessions – Recognition tied to growth through leadership workshops.
105. VIP Recognition Breakfasts – Small group breakfasts with senior leaders.

Creative & Fun Recognition Ideas

106. Company Swag Days – Give fun, high-quality branded items like hoodies or mugs.
107. Recognition Karaoke Night – Sing about your wins together at a fun event.
108. Innovation Treasure Hunt – Reward teams who solve challenges with prizes.
109. Office Theme Days – Fun dress-up with recognition for team spirit.
110. Recognition Board Games Night – Celebrate wins with games and snacks.

Performance Recognition & Spot Recognition

111. Spot Awards for Quick Wins – Instant recognition when someone goes above and beyond.
112. Monthly MVP Award – Most Valuable Player chosen by peers.
113. Performance Trophy Rotation – A fun trophy that moves each month.
114. Daily Shout-Out Moments – Quick team recognition at daily standups.
115. Kudos Cards at Workstations – Peers leave notes of appreciation.

Personalized & Individual Recognition

116. Personal Milestone Treats – Celebrate birthdays with personalized gifts.
117. Custom Recognition Plaques – Engraved awards for major milestones.
118. Preferred Project Selection – Let top performers pick their next project.
119. Employee Spotlight Videos – Short interviews featuring accomplishments.
120. Recognition Posters in Common Areas – Visual acknowledgment of wins.

Team & Department Recognition

121. Cross-Functional Collaboration Awards – Celebrate teams working across departments.
122. Catered Team Lunches – Treat teams who hit big goals to special meals.
123. Team Wellness Challenges – Reward teams that complete wellness goals.
124. Shared Bonus Pot – Teams share a reward pool when they hit goals.
125. Improvement Jackpot – Team with biggest improvement gets prizes.

Remote & Hybrid Recognition

126. Recognition Livestream Events – Host live virtual celebrations with awards.
127. Home Care Package Delivery – Send treats and swag to remote employees.
128. Remote Wellness Subscriptions – Offer meditation or fitness app access.
129. Online Recognition Badge Showcase – Gamified badges on company profiles.
130. Virtual Coffee Chats with Leaders – One-on-one praise sessions online.

Work-Life & Wellness Recognition

131. Well-Being Week Perks – Free fitness classes or health workshops.
132. Flexible Work Schedule Recognition – Reward with extra remote days.
133. Family Fun Passes – Tickets to theme parks or family activities.
134. Movie Night Gift Packs – Recognize creativity or performance with entertainment bundles.
135. Gym Membership Subsidies – Award fitness-focused recognition.

Career & Growth Recognition

136. Professional Development Grants – Paid courses for top performers.
137. Mentorship Match Recognition – Pair high performers with senior mentors.
138. Leadership Training Seats – Spot award includes enrollment in programs.
139. Conference Attendance Awards – Send employees to major industry events.
140. Skill Badge Certificates – Recognize new competencies earned.

Community & Purpose-Driven Recognition

141. Charity Donation on Their Behalf – Give back in employees’ names.
142. Volunteer Appreciation Hours – Extra PTO for volunteering.
143. Community Project Lead Recognition – Highlight CSR leaders internally.
144. Team Service Day – Celebrate teamwork through shared volunteer work.
145. Recognition Fund for Nonprofits – Award teams that help community causes.

Cultural & Values-Driven Recognition

146. Culture Champion Awards – Celebrate value-aligned behaviors.
147. Bridge Builder Award for Collaboration – Recognize those who unify teams.
148. Best Attendance & Punctuality Award – Reward reliability.
149. Inclusion Advocate Recognition – Acknowledge DEI champions.
150. Values in Action Awards – Celebrate living company values daily.

Holiday & Seasonal Recognition Ideas

151. Employee Appreciation Day Celebration – Host special event on holiday.
152. Holiday Gift Bundles – Seasonal treats and swag.
153. Summer Friday Early Release – Allow early summer departure.
154. Halloween Costume Contest Recognition – Fun themed recognition awards.
155. Year-End Celebration Gala – Annual all-hands celebration with awards.

These ideas support employee appreciation systems, peer recognition culture, reward structures, and formal recognition programs — all important elements of a strategic employee experience initiative. A structured program that blends awards, daily appreciation, and meaningful recognition strengthens retention, morale, and performance over time.

Use BRAVO to Bring These Ideas to Life

Implement and scale your workplace recognition program with automated workflows, peer-to-peer praise, badges, rewards, and analytics — book a BRAVO free demo to see how.

How Do You Measure the Impact of a Workplace Recognition Program?

Measuring recognition impact is essential because programs without data degrade over time — participation drops, recognition becomes inconsistent, and the cultural effect fades. According to Deloitte’s 2025 Global Human Capital Trends report, organizations that actively measure recognition program effectiveness are 2.4 times more likely to report strong employee engagement than those that treat recognition as a non-measurable cultural initiative.

Key Metrics to Track

• Recognition frequency — how often employees receive recognition, broken down by team, role, and manager. Frequency gaps reveal which teams are under-recognized.
• Participation rate — the percentage of employees who have given recognition in the past 30 days. Low participation signals a channel problem, not a culture problem.
• Engagement score correlation — whether recognition frequency tracks with engagement survey results over the same period.
• Voluntary turnover rate — whether employees who receive regular recognition stay longer than those who do not.
• Program feedback — qualitative data from employee surveys about whether recognition feels fair, meaningful, and consistent.

BRAVO’s analytics dashboard tracks all of these metrics in one place. HR teams can see recognition frequency by team, participation rates over time, and which departments have the highest and lowest recognition activity — making program iteration concrete rather than subjective.

Recognition ROI: The Business Case

The cost of a recognition program is visible; its return is often not tracked. The SHRM 2025 Employee Recognition Report found that companies with structured recognition programs report 31% lower voluntary turnover compared to those without. Given that replacing a mid-level employee costs between 50% and 200% of their annual salary depending on role complexity, the ROI calculation for a well-run recognition program is straightforward: the cost of the program is substantially lower than the cost of the turnover it prevents.

Tools and Platforms for Workplace Recognition

Selecting the right workplace recognition software plays a critical role in scaling recognition and maintaining consistency. Manual recognition processes often lead to uneven participation, while digital platforms help embed recognition into everyday workflows.

When evaluating recognition tools, look for platforms that:

• Automate workplace recognition workflows to ensure consistency and timeliness
• Support peer-to-peer and manager-initiated recognition for inclusive participation
• Provide real-time analytics and reporting to measure program effectiveness
• Integrate seamlessly with HR systems, Slack, Teams, and performance tools

BRAVO meets all these requirements, enabling organizations to launch, manage, and optimize their workplace recognition programs at scale. Book a free BRAVO demo to see how it simplifies employee recognition and increases participation.

Common Workplace Recognition Challenges and How to Address Them

Even well-designed recognition programs encounter predictable obstacles. The table below maps the most common challenges to their root causes and to specific BRAVO features that address them.

Challenge	Why It Happens	How BRAVO Addresses It
Recognition feels forced or generic	Messages are vague; no connection to specific actions or values	BRAVO’s recognition feed prompts specific, values-tagged messages — generic praise is structurally discouraged
Low participation or manager-only recognition	No peer recognition channel; recognition depends entirely on manager initiative	BRAVO’s peer feed and Slack/Teams integration let anyone recognize anyone in one step
Remote employees feel invisible	No digital recognition infrastructure; in-office moments dominate	BRAVO is location-agnostic — remote and in-office employees give and receive recognition in the same platform
Difficulty measuring program impact	Recognition happens informally with no tracking	BRAVO’s analytics dashboard tracks frequency, participation by team, and engagement trends over time
Recognition is inconsistent across teams	Some managers recognize frequently; others rarely do	BRAVO’s program structure and automated reminders normalize recognition cadence across departments

Conclusion

Workplace recognition is not a cultural nicety — it is a business system. When it is specific, consistent, and embedded in how teams already work, its effects on engagement, retention, and performance are measurable and durable. When it is generic, infrequent, or dependent entirely on individual manager behavior, it fades quickly and leaves employees feeling more invisible than before the program launched.

The 40 ideas and six-step program framework in this guide can be implemented at any organization size, with or without a dedicated recognition platform. The platform matters for scale and consistency — but the culture has to come first.

BRAVO gives HR teams the infrastructure to make workplace recognition consistent, measurable, and genuinely employee-driven — peer feeds, BRAVO Points rewards, formal nomination programs, BRAVO Voice engagement surveys, Slack and Teams integration, and analytics that show what is working. If you want to see how it performs against your specific recognition goals, book a free BRAVO demo and bring your use case to the conversation.

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