Encourage collaboration and teamwork with a recognition program that is effective and enjoyable!
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As a manager, have you ever asked yourself “What would Ted Lasso do?”
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We admit it — the Assembly team is obsessed with the show Ted Lasso. Maybe it’s the mix of incredible characters, hilarious jokes and disarming earnestness. Or maybe it’s Ted’s epic mustache. Whatever it is, we can’t get enough.
And of course, when you think about it, Ted Lasso is set in a workplace, and Ted is a manager. So, blending our passions here, we decided to think about what managers might learn from Ted’s incredible (albeit fictional) example.
Here are three lessons that struck us as especially relevant — trust us, we thought of many more. Feel free to share yours with us on Twitter @join_assembly!
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Ted sees the people he works with as almost pure potential — from Nate to Jamie to Roy and beyond — and helps cultivate it.
When we understand and support our employees’ ambitions, they’re more likely to be way more satisfied with their job, more connected to the company, and more likely to stick around and make a big impact on the organization.
How Assembly Can Help: Stay up to date on your people’s career development ambitions and retain your best talent with the Career Development Survey Template. This free, interactive tool helps you discover and document what’s important to your employee including their goals, their level of satisfaction, and what they’d like their next move to be. Get started with our free Career Development Survey template here!
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You don’t have to dance like Ted to celebrate a team win. (Although we’re guessing your team just might love it if you did.)
But it is critical to regularly show your employees that their contributions are valued. In fact, Ted Lasso demonstrates the value of having a culture of recognition — regularly giving credit where it’s due and celebrating strengths.
How Assembly Can Help: Add structure, visibility, and consistency to employee recognition with our Employee Recognition Workflow. Not only will your employees feel seen and celebrated, you’ll be helping build a culture where employee recognition is seamlessly integrated into your daily workflow. Get started with our free Employee Recognition Template here!
Ask the Questions That Matter
As Ted demonstrates — from biscuits with the boss to dinner with Trent Crimm — building meaningful relationships is essential. It’s how you learn what’s important to the people who are important to you, and understand what they need to succeed.
Effective one-on-one meetings help establish the trust and consistency needed to stay in synch with your people. For more on this, see our related blog post “Why one-on-one meetings should be a manager’s secret weapon (and why they’re usually not)”
How Assembly Can Help: Our One-On-One With Direct Reports Flow gives you a centralized place to document meetings so you can identify blocks to progress, capture feedback and suggestions for improvement and more. Get started with our free meeting template here!
Pretty sure everyone wants to know how they can get started with these amazing tools from Assembly. It’s easy: sign up for free today!
Get the foundational knowledge on creating an employee recognition program that boosts employee engagement and helps them feel valued.
Explore Guide
Yes, at Assembly, security is a top priority. Each quarter, we have ongoing security work that is everyone’s responsibility. While we maintain a strong security posture, it was important for us to prove to our customers that we do everything we claim to do. This led us to pursue a SOC 2 Type II report that would provide evidence of our compliance with industry gold-standard security practice.
There is study after study showing that employee recognition leads to increased engagement. This in return creates an environment where employees are happier and more motivated which increase productivity and reduces voluntary turnover significantly. In order to filled critical roles, companies tend to spend nearly twice the value of an annual salary. Assembly is an investment in your employees that supports your bottom line.
Yes, we will offer contracts for companies with longer-term agreements to help larger customers have more certainty around future costs.
The minimum agreement term is a 12-month subscription.
We do and for FREE! Any new customer needing further support to get started with Assembly to ensure you're set up for success can request custom onboarding support. Improving your employee experience is about much more than just using our amazing software; it’s about transforming your business to create a workplace that people love. That’s much easier to do with the personal support and advice from our passionate people experts.
At the time of redemption (when your employees exchange their points for a paid reward) you'll pay face value. If a reward is a $10 Amazon gift card, your cost will be $10. All paid rewards are billed for on a monthly basis.
The good news is that you don't have to pay for rewards upfront because we only charge you when points are redeemed, not when they're earned.
We offer discounts or educational or charitable organizations. In order to secure a discount, you'll first need to book a demo with a customer support specialist.
For all other organizations, we are willing to consider longer-term agreements in exchange for discounts. To set up annual plans or longer, you will need to book a demo with a customer support specialist.
If you're on a month to month plan, you can go here and cancel anytime. If you're having concerns or need help setting up your account for success, you can always book a demo with a customer support specialist.
If you're on a longer-term custom plan, you'll need to reach out to your customer support specialist to cancel your account or email us at support@joinassembly.com.
Great question! You can customize your core values to match your organization's to boost and track alignment. You can change your currency from the 🏆 emoji (our default) to any emoji of your choice. You can swap our logo for your own. You can also set up company culture rewards such as, "Lunch with the CEO," "Buy a book on us," and so much more!
While we recommend a peer to peer set up where anyone in your organization can give or receive recognition, you can set up Assembly however you want. If you need to limit the people who can give or receive recognition, that's perfectly fine and can be done from your Admin, here.
Assembly connects to the tools your employees use every day to offer an easy, seamless experience with minimal change management.
Assembly has integrations with HCM/HRIS systems like ADP, Google, Office 365, and Slack. We also integrate with communication tools like Slack and Teams so you and your employees can access Assembly wherever they work now.
That depends on the company's permissions set up. That said, over 90% of the employees on Assembly's platform are recognized on a monthly basis. That means nearly every employee across all of our customers are receiving regular recognition from their peers, managers, or leadership. We're extremely proud of this.
They are not required. You can use Assembly without having rewards set up. However, we don't recommend it if you intend to have a high adoption and usage rate. You can always keep the costs down by offering internal culture rewards that are fulfilled by you internally.
No, you can remove allowances from anyone or everyone. It's up to you but we do recommend using points whether they're worth a real dollar value or not. Companies that use points have a much higher engagement rate even if those points don't exchange for real dollars.
Please schedule time with an expert and we will help you to get all your questions answered
