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Discover how to create a company culture that will help you attract and retain top talent and keep your people happy.
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Creating the right company culture mix is an important step for any business that wants to attract top talent and then get them firing on all cylinders.
But as anyone who’s tried to transform the fortunes of an underperforming team knows, building and maintaining a strong workplace culture is hard work.
Read on for five simple strategies that will help you improve any organization’s culture, no matter where you’re starting from.
A company culture strategy is what guides an organization’s approach to keeping its people happy, productive, and loyal. It lays out the principles and values the company holds dear and documents the approaches it takes to bring those to life.
An effective company culture strategy helps create a positive and productive work environment that leads to happy employees who give their all when they come into work each day.
Book a demo of Assembly to quickly create a company culture strategy and share it across your organization.
Creating a strong company culture will help you retain your best employees, achieve your goals, and make your business a better place to work for everyone.
Here’s a closer look at five of the most effective strategies for building a strong workplace culture for you to incorporate into your business:
If an employee is unhappy at work it can take a big toll on their mental health. Research even shows people in bad jobs have higher chronic stress levels than people who are unemployed.
Your people almost certainly won't be happy in their jobs if:
Your employees aren’t going to give your business their best work if you don’t look after them. But people will run through brick walls for an employer that takes their mental health and work/life balance seriously. Make that the foundation of your company culture and you can’t go wrong.
People quit managers, not jobs.
Which is why a surefire way to leave an employee eyeing up the exit is to give them a manager who:
All the hard work you put into building a strong workplace culture will go out the window if your people managers are constantly undermining and upsetting their reports.
Effective organizations understand this and make giving their managers all the training and support they need to do a great job a cornerstone of their company culture. If you’re currently promoting your best individual contributors to management roles without giving them any training then you might want to think about making it a cornerstone of yours, too.
Try Assembly to see how easy it can be to provide your managers with the support they need.
An effective leader can imbue every level of their organization with a strong sense of purpose. They inspire their employees to bring their best selves to work every day by:
An easy and effective way to find out whether your leadership team is ticking all these boxes is to run an anonymous staff survey asking people to rate how much faith they have in their leaders. While egos will get bruised if this reveals your team doesn’t rate the people leading them, digging into exactly why they feel that way and then acting on that feedback is one of the most effective ways out there of improving your company culture.
Your employees are bound to lose interest in their work if they feel like they’ve ran out of opportunities to learn new skills or climb the career ladder in their role. That’s just human nature.
If your company culture isn’t built around helping your staff achieve their career goals then they’re not likely to stick around for very long – or be very engaged while they’re there.
If this is the case then it's important to figure out where things are going wrong:
Making honest and open conversations about your peoples’ career development a cornerstone of your company culture is a surefire route to success.
40% of employees say they’d put more energy into their work if they were recognized more – and 37% think the most effective thing their employer can do to cause them to produce great work is to recognize them.
Despite this, respondents to one survey said it’s been an average of 50 days since they last felt recognized in any way at work.
Baking employee recognition into your company’s DNA will help you get the most out of your people each day.
Just be mindful that not all of your employees will appreciate being recognized in the same way. Some might love being made the center of attention while others would much rather receive a few words of praise from their manager in private. Ask employees how they like to be recognised during your new hire survey so you can tailor your approach to each person.
Book a demo of Assembly to make recognizing and rewarding your employees as easy as possible.
Transforming a company’s culture isn’t an easy undertaking. It’s often deeply ingrained from years – or even decades – of bad habits going unchecked.
Here’s where to start when you’re setting out to try to reinvent your company’s culture:
No one knows your organization better than your employees. Staff surveys and one-to-ones are therefore the keys to quickly getting to the bottom of where you need to improve your culture.
It’s crucial you leave egos at the door here and let your employees’ feedback guide which of the strategies we’ve outlined above is most needed in your business.
You’re not going to overhaul your workplace culture overnight. Pick one strategy to implement and one metric you’re going to use to measure its success to start with.
The companies with the strongest cultures are the ones that are the most interested in what their employees have to say. Once the change you’ve made has had time to have an impact, it’s time to go back to your team and see if they like the direction the business is heading in. Then you can tweak accordingly to make sure you’re developing as strong a culture as possible.
Once you feel like you’ve made headway in one area it’s time to move on to the next. Pick the next strategy, start the process again, and watch employee engagement levels rise through the roof.
Creating a strong company culture is never easy – and it’s always a constant work in progress.
Stick to the strategies we’ve laid out here for the best chances of quickly getting the right company culture mix. Put in the hard work and you’ll get a happier, more loyal, and more productive workforce in return.
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
