Rewards & Recognition
Maintaining a healthy employer-employee relationship requires mutual respect and open communication — shown through actions, not empty words. Our people are one of the most valuable assets of 2iSolutions, and we truly care for our associates and recognise them for their valuable contribution to taking 2iSolutions to greater heights.
A friendly environment, genuine growth opportunity and consistent recognition of outstanding work is what makes our people choose to stay, grow and build long careers at 2iSolutions. Recognition at 2iSolutions is not an annual event — it is a continuous rhythm of peer acknowledgement, manager appreciation, project celebration and formal awards that together create a culture where excellence is noticed, named and rewarded.
Three tiers of recognition — continuous, structured, annual
Recognition at 2iSolutions operates across three tiers simultaneously. Immediate recognition happens organically between peers and managers every day. Structured programme recognition happens on a monthly and quarterly cycle. Annual awards mark the outstanding performance of the full year. All three are active — not alternatives.
Immediate Recognition
Day-to-day acknowledgement between peers and from managers — a thank-you message, a shout-out in a team channel, a manager calling out quality work in a project review. No form to fill, no waiting period. Immediate recognition is the highest-frequency tier and the one that shapes daily culture most directly.
Structured Programme Recognition
Monthly and quarterly programmes that formalise recognition across the team — Consultant of the Month, Project Team of the Quarter, Client Commendation recognition, Certification Achievement announcements. These programmes create a regular cadence that ensures recognition is consistent, not dependent on individual manager styles.
Annual Awards
The highest-frequency tier culminates in the annual awards — the formal recognition of the year's outstanding performance across all tracks: Best Consultant, Best Project, Delivery Excellence, Innovation, Leadership and Long-Service milestones. Annual awards are the public affirmation of what 2iSolutions values most.
Six recognition programmes — what gets recognised and how
Recognition at 2iSolutions covers six specific dimensions — ensuring that different types of contribution are acknowledged through programmes specifically designed for them, not through a single generic "employee of the month" format that averages out what actually matters.
Recognition across every frequency — daily to annual
The 2iSolutions recognition rhythm covers every frequency from immediate daily acknowledgement to formal annual awards. No matter where a professional is in their year, recognition is recent, relevant and real.
Immediate
Peer shout-outs, manager thank-yous, team channel acknowledgements. No form or process — just real-time appreciation for good work.
Team Standups
Project leads call out individual contributions in weekly team reviews. Specific work named, context provided, recognised in front of peers.
Consultant of the Month
Nominated by peers and managers, ratified by HR. Announced organisation-wide. A named individual whose contribution stood out across the month.
Project Team Award
The quarter's standout delivery team is recognised — specific project outcome, specific contributions named, financial acknowledgement for key individuals.
Annual Awards
The year's highest recognition — Best Consultant, Project Excellence, Leadership, Innovation, Client Champion and Long-Service awards.
The 2iSolutions annual awards — what we celebrate each year
The annual awards are the formal capstone of the recognition year — the moment where outstanding performance across twelve months is publicly named, celebrated and rewarded. These are the categories that define what 2iSolutions values most in its people.
Nomination and selection: Annual awards are nominated by peers, managers and HR throughout the year as recognition moments accumulate. Final selection is by the senior leadership team against documented criteria. Award recipients are announced at the annual company event — named publicly, with their specific contribution described, not just their job title.
Why a strong recognition culture matters — especially in SAP consulting
Recognition is not a soft benefit — it is a business practice that directly affects retention, quality and client outcomes. These are the three reasons why 2iSolutions invests in a structured, multi-tier recognition programme rather than leaving it to chance.
300+ professionals. Recognised daily, monthly, quarterly and annually. Across every role and region.
From peer acknowledgements on project chat to formal annual awards — recognition at 2iSolutions is continuous, multi-tiered and built into how we work, not bolted on as an HR programme.
Rewards & recognition at 2iSolutions: questions answered
Consultant of the Month nominations can be made by any peer or manager — via HR directly or through a nominated manager. Nominations include a brief written reason, not just a name, so the recognition is specific rather than generic. HR collates nominations received during the month and the selection is ratified by a small panel of HR and senior leadership. The selection criteria prioritise: quality of client delivery, peer commendations received, specific contributions named in nominations and anything that demonstrated 2iSolutions values (accountability, excellence, integrity, teamwork, entrepreneurship) in a visible way. The recipient is announced to the full organisation at the start of the following month — name, role and the specific reason for the recognition.
Some recognition programmes carry financial components and some do not. Peer recognition and manager recognition are primarily non-financial — the value is in the public acknowledgement and the documented record. Project team recognition at quarterly level includes financial acknowledgement for key contributors. Annual awards carry a financial component for all recipients — specific amounts are not published externally but are meaningful relative to base compensation. Tenure milestone recognition includes a gift and, at longer tenures, a financial component. The philosophy is that financial rewards are appropriate for structured and annual programmes; immediate peer recognition should not be conditional on budget availability.
When a client commends a consultant or team member in writing — via a project review, an email to a 2iSolutions manager, a formal satisfaction survey or a LinkedIn recommendation — that commendation is flagged to HR and the individual's manager. The specific feedback is shared with the individual and, unless the client has requested confidentiality, shared more broadly as a team announcement. Named client commendations are added to the individual's recognition record and count as nominations for monthly and quarterly programmes. At the annual level, the number and quality of client commendations during the year is a significant input to awards selection.
No — the same recognition programmes apply to all 2iSolutions professionals regardless of their posting location. A consultant on international assignment in Canada is as eligible for Consultant of the Month, Project Team recognition and annual awards as a consultant working from Noida. The main practical difference is that immediate peer recognition for internationally posted consultants happens across digital channels (which are the same tools the broader team uses anyway). Annual award announcements are made to the full global team simultaneously. One thing that is specific to internationally posted consultants: a successful international assignment itself — delivered to client satisfaction with strong feedback — is formally recognised as a career milestone independently of the standard monthly/quarterly programmes.
Recognition records are part of the evidence base for promotion decisions — alongside technical competency assessment, project delivery track record and certification status. A professional who has accumulated consistent peer commendations, manager recognition notes, client feedback and programme recognition during the period is demonstrably performing at a higher level than an otherwise equivalent candidate who has not. This makes recognition data a meaningful input rather than a soft factor. At the bi-annual career review, the recognition record from the preceding period is reviewed explicitly. This design is intentional — it ensures that recognition has practical career consequences, which in turn creates the right incentive for the whole system: recognising colleagues is not just kind, it is career evidence for the person receiving it.
Want to work somewhere that notices — and names — outstanding work?
Recognition culture is one of the reasons our people stay. If you are an SAP professional looking for a team that values your contribution and gives you the environment to do your best work — explore careers at 2iSolutions.