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Elevate employee engagement and productivity at work by fostering a culture of appreciation through internal recognition.
Organizations prioritizing employee engagement and well-being often see higher productivity, lower turnover rates, and more robust company cultures. One key strategy for achieving these results is through internal recognition—a powerful tool that acknowledges employees' efforts and contributions within the organization. This article explores the concept of internal recognition, its importance, and actionable strategies to implement effective recognition programs. When embracing a culture of appreciation, HR professionals, managers, and business leaders can create an environment where employees feel valued and motivated to perform their best.
Internal recognition refers to the practice of acknowledging and rewarding employees for their hard work, achievements, and contributions within the company. This recognition can take various forms, including:
Unlike external recognition, which often involves awards or accolades from outside the organization (such as industry honors or customer feedback), internal recognition is initiated from within the company. It focuses on building a strong internal culture where employees feel appreciated by their peers and leaders.
Internal recognition plays a critical role in shaping employee engagement and workplace satisfaction. Here’s why it matters:
Internal recognition programs offer numerous benefits that positively impact employees and the organization:
To create a successful internal recognition program, organizations should implement the following best practices:
Many companies have seen success by implementing creative internal recognition initiatives. Examples include:
These initiatives help keep recognition visible and consistent, encouraging employees to strive for excellence.
It’s important to evaluate the success of internal recognition programs to ensure they’re meeting their objectives. Organizations can use the following metrics to measure effectiveness:
Continuous improvement based on feedback ensures that the recognition program remains relevant, effective, and aligned with company goals.
Investing in internal recognition is a powerful way to cultivate a motivated, engaged, and productive workforce. By consistently acknowledging employees’ efforts and contributions, companies can foster a culture of appreciation that leads to improved morale, stronger collaboration, and long-term success. Implementing thoughtful and meaningful internal recognition programs is an investment in the organization’s most valuable asset—its people.
Schedule a demo with Assembly to learn how to improve your internal recognition efforts and help your organization create a thriving workplace culture where employees feel truly valued.
Internal recognition examples include peer-to-peer recognition, where employees acknowledge each other's efforts, manager-to-employee recognition for exceptional performance, and team-based recognition for collaborative achievements. Companies can also implement structured programs like Employee of the Month or provide verbal praise during meetings, helping to maintain a culture of appreciation across different levels and departments.
Internal recognition is essential for enhancing employee engagement and satisfaction. Employees who feel valued for their contributions stay motivated and committed. Recognition fosters a positive workplace culture, encourages retention, and reduces turnover by making employees feel appreciated and supported by their peers and leadership.
The success of internal recognition programs can be measured through employee feedback, engagement surveys, and performance metrics. Gathering opinions from employees about the recognition program can provide insights into its effectiveness while tracking changes in engagement and productivity before and after program implementation helps assess its overall impact.
To ensure internal recognition is effective, companies should set clear criteria for recognition, offer timely and personalized praise, use diverse recognition methods such as verbal acknowledgment, awards, and incentives, and make sure that recognition efforts are inclusive. These best practices help build a fair and consistent program that resonates with all employees.
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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