Why Lazac?

Just like the salmon (lazac in Hungarian) swims upstream with resilience and purpose, our platform helps positive behaviors rise against the current of everyday work stress. The name symbolizes persistence, momentum, and the power of self-sustaining motivation.

Lazac rocket

What can the Lazac method do for You?

It helps you turn values into actions, embrace corporate behaviors, and recognize role models.

  • Real-Time Corporate Governance

    It displays behavioral elements that represent the company's values and provides feedback on the frequency of their occurrences and enables hypertargeted responses and actions. It’s AI assisted analytics shows real-time data on social dynamics and makes social network visible within organizations.

  • Embrace Behaviors at All Levels

    It is a unique system that promotes real-time recognition and involvement from everyone, not just the top performers. Peer-to-peer recognition and expected behaviors are naturally connected. Lazac method is revolutionizing workplace dynamics by ensuring that expected behaviors flourish within organizations where everyone is an equal winner.

What makes the difference?

1/4 Do It in Your Way

Make it your own. Name it, whatever best fits your company culture, make it look like anything you want to. The platform and all its’ assets will perfectly into the corporate culture and values.

2/4 What You Don’t See Is What You Get

Lazac method transforms how individuals acknowledge each other's efforts, making positive behaviors visible to everyone. No longer will achievements go unnoticed. We don’t just express recognition with words — we make it tangible and perceptible for everyone.

3/4 Self-sustaining by Design

Recognition in Lazac method creates a built-in feedback loop that turns positive actions into lasting habits — no manager involvement needed. It works consistently, regardless of leadership style or skill, making culture change reliable and scalable.

4/4 Easy Implementation

Lazac method fits into your existing ecosystem — no need for complex rollouts or new tools to learn. With seamless integration into platforms like Microsoft Teams, recognition becomes a natural part of daily workflows which makes recognition effortless, intuitive, and instantly accessible.

AI assisted real-rime behavioral insights for HR and leadership

The system reflects current behavioral patterns at the exact moment the data is accessed. There's no need to wait weeks or months for (quarterly) reviews — those with access can explore live, actionable insights instantly, even in companies operating across multiple sites or countries.

  • How present is a specific behavior within a certain organizational or geographical unit?
  • How widely is recognition used across departments or functional areas?
  • Social network map
Lazac data

Lazac method

Why It Matters?

Lazac

Unlocking True Organizational Potential

Achieving corporate goals takes more than just building a strong infrastructure — it takes people who embody shared values in their daily actions. After nearly three decades of working with large enterprises, we've learned a vital truth: lasting success depends on both well-designed systems and the human qualities that power them.

In a company with strong systems, even average talent can thrive. But in an environment lacking clear frameworks, even the most exceptional individuals fall short of their potential. When employees clearly understand and can see the corporate values, and are recognized when living by them, they uplift one another — and performance soars.

Frameworks grounded in corporate values come to life when translated into daily behaviors.

Why values often fail to be translated into behavior?
Lazac

The Challenge: Turning Values into Daily Actions

Embracing company values means acting on them consistently. But what tools does HR really have to make this happen?

  • Internal Communications

    Broad reach, but often low engagement — and rarely drives behavior change.

  • Trainings & Workshops

    Higher engagement but limited in reach and long-term impact. Effectiveness often depends on the leadership skills of the trainer or the manager.

  • Benefits & Motivation Programs

    Traditional reward systems are usually disconnected from corporate values. They focus on KPIs and personal incentives, creating competition for money or recognition rather than reinforcing shared culture.

 

How to bridge the gap?
Lazac

The Solution: Bridge the Gap with Lazac method

Lazac method is a behavior management system that naturally transforms values into behaviors. It allows you to:

  • Reach and engage the entire organization

  • Recognize and reward positive behaviors and role models

  • Make corporate behaviors visible and meaningful

With Lazac method, the — often hidden or intangible — human side of work becomes visible and actionable. Using our creative, symbol-based visualization approach, Lazac method makes values easy to understand, engaging, and something people actually want to live by. This is what makes this system self-sustaining.

How does it work?

How Lazac method works

The system is built on these simple but powerful steps that turn everyday appreciation into lasting behavioral change:

1. Give Recognition

Employees recognize their colleagues by handing over a symbolic “thank you” — either digital or physical — along with a short message. It’s not about votes or points; it’s a tangible gesture of appreciation of a specific action or behavior.

2. Reinforce

The person receiving the credit gets notified — but the process doesn’t end there. There is a feedback loop to activate the credit and make it redeemable. This creates a moment of reflection and reinforcement, thus building strong bind and belief which is creating culture.

3. Redeem Rewards

Once confirmed, the “credit” becomes redeemable. The recipients can spend them on gifts or rewards provided by the company.

This simple feedback loop does more than just rewarding employees — it deeply embeds recognition into everyday culture. The system not only motivates but also shapes behavior. That’s what sets it apart.

Our story

 

Lazac method was created by Ildikó Győri and Bence Buzási in 2016. The two professionals met by chance when Bence, co-founder of one of Hungary’s leading advertising agencies, was looking for support to refine the agency’s cross-departmental workflows. While searching for the right trainer, Bence realized that a single workshop wouldn’t be enough — what the team really needed was a systemic tool to unlock their full potential.

That’s when Ildikó brought up the idea of developing a company-wide “thank you culture” system to foster stronger interdepartmental connections.

At first, the concept — and especially the name — made Bence cringe. “I get it,” he thought, “we do need something like this, but calling it a ‘thank you culture’ sounds so cheesy, I can’t even sell the idea to myself, let alone the team.”

Then, one evening over dinner — while eating salmon — inspiration struck. The name Lazac (Hungarian word for “salmon”) was born.

When the system was first launched at the agency, it was framed like this: the people who work there are “laza arcok” (cool folks), and the recognition platform they use is Lazac. Just like salmon, we are always against the current and as they are sustained by their eggs, our system thrives on “Ikrák” — physical or digital tokens of appreciation designed uniquely for each organization, representing real, shared values.

That became one of the psychological “magic tricks” of Lazac method: it’s not just recognition — it’s recognition embedded in culture, expressed through meaningful, tangible elements that employees create and share.

Since then, the method received multiple awards and recognitions worldwide, among others it has been recognized by the MIT and the HundrED Global Collection.

LazacLazacLazac
LazacLazacLazac

Our story

Our story Lazac method was created by Ildikó Győri and Bence Buzási in 2016. The two professionals met by chance when Bence, co-founder of one of Hungary’s leading advertising agencies, was looking for support to refine the agency’s creative processes. While searching for the right trainer, Bence realized that a single workshop wouldn't be enough — what the team really needed was a systemic tool to unlock their full potential. That’s when Ildikó brought up the idea of developing a company-wide "thank you culture" system. At first, the concept — and especially the name — made Bence cringe. “I get it,” he thought, “we do need something like this, but calling it a ‘thank you culture’ sounds so cheesy, I can’t even sell the idea to myself, let alone the team.” Then, one evening over dinner — while eating salmon — inspiration struck. The name Lazac (Hungarian word for "salmon") was born. When the system was first launched at the agency, it was framed like this: the people who work there are “laza arcok” (cool folks), and the recognition platform they use is Lazac. Just like salmon are sustained by their eggs, our system thrives on “Ikrák” — physical or digital tokens of appreciation designed uniquely for each organization, representing real, shared values. That became one of the psychological "magic tricks" of Lazac method: it's not just recognition — it's recognition embedded in culture, expressed through meaningful, tangible elements that employees create and share. Since then, the method received multiple awards and recognitions worldwide, among others it has been recognized by the MIT and the HundrED Global Collection.

Lazac

Bence Buzási

creative communication specialist
LazacLazacLazac

Ildikó Győri

psychologist, economist

Ildiko is an expert in HR and behavioral systems, she designs recognition strategies that enhance motivation and engagement. Ildikó Győri is an HR expert with over two decades of working experience with multinational and local companies, in a variety of business sectors. Her deep expertise in understanding and creating well-functioning systems enables organizations to shape positive workplace habits and build high-performing, cohesive teams. Ildikó has a passion for cultivating environments where people can truly thrive. She designs and implements recognition systems that inspire, and engage employees. Her insights have helped numerous companies strengthen their internal culture and foster a deeper sense of connection among employees. Whether guiding teams through transformation or celebrating collective success, Ildikó is dedicated to creating lasting, meaningful impact — where motivation becomes part of the culture, not just a goal.

    Bence Buzási, Ph.D.

    innovator, communication specialist

    Bence designs recognition-driven communication strategies that boost workplace culture and productivity. Bence Buzási, Ph.D. is a creative communication specialist with over eight years of dedicated experience in HR and internal motivation systems. As the co-founder of Progressive — one of Hungary’s leading integrated advertising agencies, established in 2000 — he brings a unique blend of strategic insight and creative innovation to every project. Bence’s collaborative mindset helps organizations craft communication strategies that truly resonate with their teams. He believes that motivation is the engine of productivity and engagement, and this philosophy is deeply embedded in his work. With a rare ability to integrate creativity into organizational culture, Bence helps build environments where every voice is acknowledged and valued — fostering lasting cultures of recognition, appreciation, and shared purpose.

      Pricing

      Implementing Lazac method includes a one-time setup fee followed by a monthly subscription.

      Since Lazac method is a fully customized solution, pricing depends on the specific needs of your organization — including the number of participants. Pricing scales with the size of your team — the more participants you have, the more cost-effective it becomes.

      Let’s talk — we’d love to understand your goals and tailor the right solution for you.

      FAQ

      Lazac method is valuable for any organization looking to reinforce expected behaviors — whether due to growth, rebranding, market shifts, or internal transformation. It’s especially effective during periods of change, such as leadership transitions, evolving company culture, mergers and acquisitions, or rapid scaling. If your company is realigning values, strengthening internal cohesion, or supporting employees through change, Lazac method is here to help.
      Yes. Lazac method works across all age groups, from Gen Z to senior professionals, because it’s built on a universal human need: the desire to feel appreciated. By making recognition simple, sincere, and visible, the system naturally bridges generational gaps — creating common ground where everyone feels seen, valued, and motivated.
      Lazac method is designed to work across all kinds of roles and work environments. It’s just as relevant for software engineers, accountants, and project managers as it is for warehouse staff, call center agents, designers, or legal advisors. Even highly specialized or less visible roles — like lab technicians, or customer success analysts — benefit from meaningful, peer-driven recognition.
      The system scales naturally across industries, company sizes, and locations — from startups to multinationals, whether your teams work in one building, across several time zones, or in multiple countries. Wherever people contribute, Lazac method helps ensure that effort is seen and appreciated.
      For companies aiming to meet the EU’s ESG regulations — particularly within the sustainable governance pillar — Lazac method offers a truly engaging, employee-driven program that goes beyond compliance. It creates a meaningful, mindset-shaping initiative that fosters motivation and shared ownership in building a sustainable organizational culture.
      Yes. Lazac method is especially valuable for companies where leadership is committed to protecting mental health and taking preventive action. It’s particularly helpful in workplaces where celebrating, rewarding, and positively acknowledging one another is not yet a natural part of the culture. By encouraging everyday recognition, Lazac method helps to create a supportive internal environment — offering a much-needed counterbalance to external stressors that can negatively affect employee well-being.
      Absolutely. Lazac method is a great fit for small and mid-sized companies that want to retain talent and strengthen their employer brand — without the high cost of daily consultancy fees. It offers a modern, impactful solution that goes beyond off-the-shelf programs, allowing the entire organization to participate. For SMEs looking to provide their employees with the most up-to-date, engaging support available on the market, Lazac method delivers real value at scale.
      Not at all. Recognition is a mindset — a habit that should be available to everyone, no matter the company size. Whether your team has 20, 200, or 200,000 employees, they all deserve the opportunity to recognize and be recognized. Lazac method scales naturally, making it just as effective for small teams as it is for global enterprises
      We recommend applying the same level of confidentiality to Lazac method data as you would to salary surveys. While the system is driven by employees — through recognizing each other’s support, collaboration, and positive actions — access to the stored data should be limited. We advise granting access only to top-level management (C-suite and C-1 level), in line with best practices for any other sensitive internal data.
      This is a culture-building tool, and culture takes time. That’s why data analysis in the first year should be approached differently than in later stages. We support companies as advisors throughout the first year — helping interpret the data in context and align it with cultural development goals.
      GDPR Compliance: Lazac method does not process or store any personal employee data.
      Lazac method operates independently of hierarchy — and that’s one of its key strengths. Unlike traditional performance management systems or top-down recognition tools, it’s not tied to KPIs or driven by managers handing down rewards.
      Instead, it’s a fully multilateral and democratized system. Recognition flows in from all directions — peer to peer, across teams, and between roles — without any built-in structure of subordination or authority. Every employee has an equal voice in giving and receiving appreciation, regardless of their position in the organization.
      This approach ensures that recognition is authentic, inclusive, and truly culture-driven.

      Lazac method was developed with seamless Microsoft Teams integration in mind — but it also works perfectly outside of MS Teams as a standalone, mobile-optimized web app that functions just like any familiar online platform.
      Using MS Teams offers several advantages from a user perspective:

      • There’s no need to learn a new interface
      • No extra software installation is required
      • It doesn’t become yet another internal tool employees have to adopt to — it’s already there where they work
      • And thanks to the MS Teams integration, it’s accessible via mobile, allowing recognition to happen anytime, anywhere

      On the backend, insights are automatically generated based on real employee activity, providing a rich source of content for internal communications — without adding to your IT workload.

      It depends on the company’s budget and cultural preferences. In most cases, we recommend setting a monthly limit on how many recognitions each participant can give. This helps to keep the program cost-effective while maintaining the value of each recognition. Each month, participants can distribute a given number of recognitions. These recognitions accumulate and can later be redeemed for rewards from a catalog. The reward catalog is customized by the company. We usually recommend offering experiences or tangible items rather than direct cash rewards — similar to how a Cafeteria system works. The idea is to let employees choose what fits their needs or interests, while the company handles the tax implications. This approach allows for thoughtful budgeting while still giving employees meaningful, personalized rewards.
      The program can typically be launched within 3 months of the company’s decision to proceed. This timeframe includes a collaborative preparation phase with the following key steps:
      • Initial consultation to understand the company’s goals and what kind of program they want to build
      • Advisory workshops where we share best practices, and the client tailors them to fit their culture and resources
      • Clarifying the core challenge the company wants to address
      • Contribution in finding a unique name for the program to best suit the firm (if desired)
      • Budget planning support, including recommendations on how many recognitions to allocate within the available budget
      • Creation of the program’s guidelines and rules
      • Technical setup support, such as customizing the system to match internal IT processes (we don’t manage user data — the company controls all access, usually via a simple email list)
      • Ongoing data sync setup to ensure the system stays up to date as employees join or leave
      • Alignment with legal, procurement, compliance, IT, and GDPR requirements
      At the end of this process, we prepare a ready-to-approve package that can be submitted for HQ-level decision making.
      Employees can browse a catalog — like a mini webshop — where each item shows its credit value and description. If they have enough credits, they can request an item; if not, the system lets them know how many more credits are needed to be able to purchase the given item.

      We recommend setting monthly or quarterly redemption periods to keep fulfillment efficient.

      Employees with admin rights can track requests through a dashboard, see Euro values, check stock levels, and export data for payroll. Inventory updates automatically, so users can only redeem what’s actually available.
      Employees only see their own activity — what they’ve given and received. Managers do not have access to team-level data. Instead, access is limited to one or two top-level leaders, typically in HR, who are responsible for the entire program at management level.
      We suggest treating recognition data as if they were salary data — highly sensitive, and access should be equally (or even more) limited.
      Lazac method is a culture-building tool, not a performance management system.