Encourage collaboration and teamwork with a recognition program that is effective and enjoyable!
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Having a regular one-on-one with your employee or manager is very underrated. On the one hand - why have regular one-on-ones when
Having a regular one-on-one with your manager or employee is very underrated. On the one hand - why have regular one-on-ones when you probably talk to them throughout the day/week anyway? On the other hand - it's a consistent check-in point that helps more than it seems.
There are ways to maximize the effectiveness of one-on-ones and make that valuable time for both parties. Here are 5 ways to get the most out of the 1:1s:
1. Remember: it's a two-way street
Managers often feel like one-on-ones are employee time to ask questions. Employees treat it as a check-in with the boss and their time to provide feedback on the job so far. As a result, both parties tend to focus on a question/answer format that stays high-level. Dig deeper. The Manager-employee relationship is just like any other relationship in your life, as in, it works both ways. Take this time to share, connect, and create the trust to help the employee grow and the manager inspire.
2. Make it regular
Things come up, and we get it. However, make it a habit to have one-on-ones with direct reports, regardless of how often you talk to them throughout the workweek. Did you know that some of the most successful managers prioritize one-on-ones over everything else they have to do? The reasoning behind it is pretty simple - regular check-ins that unblock employees lead to better productivity and overall success.
3. Document and analyze over time
Consistency is vital, but so is documentation. Having a place where all the notes from one-on-ones are stored and are together allows for reflection opportunities later on. Take a look back at one-on-ones when you are getting ready for the yearly review, performance evaluation, or even the following week. Take notes of what worked, what didn't, possible solutions, and next steps. It will create a sense of accountability and can be used as a plan of action.
4. Utilize tools
Of course, you can keep using Google Docs or Notes for your one-on-ones, but there are much better options that promote effective 1:1s, store the information long term, and are only visible to the responsible parties. Check out Assembly's One-on-One Workflow. It allows you to document essential goals, KPIs, and outcomes, create and edit talking points, collect feedback from the meeting, and have a place for all one-on-one notes. Employees who are actively involved by management in their professional development are 4x more likely to be engaged, and this One on One workflow will ensure engagement and show the commitment to growth.
5. Create a safe space
We are all human beings with emotions, bad days, and life events, regardless of the company rank. As much as office work often prioritizes creating a work-only environment, make sure there is space for employees to be human and themselves. Whether it's sharing about your day beyond work, asking follow-up questions about their life, or letting an employee vent, make sure you are not only helping them grow as a worker but as a person too. Trust me, your employees will thank you.
Get the foundational knowledge on creating an employee recognition program that boosts employee engagement and helps them feel valued.
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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.
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