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Learn about industry awards, certifications, and strategies for leveraging external acknowledgment to boost employee performance.
Recognizing employee contributions is essential for building a motivated and engaged workforce. While internal recognition programs are common, external recognition offers a valuable dimension to how employees are acknowledged and celebrated. This article explores the concept of external recognition, its benefits, and how HR professionals, managers, and business owners can leverage it to enhance employee morale, engagement, and overall performance.
External recognition refers to acknowledgment employees receive from sources outside of their organization. This includes industry awards, certifications, customer feedback, and recognition from business partners or collaborators. Unlike internal recognition, which comes from within the company—typically from managers, peers, or leadership—external recognition extends beyond the company’s boundaries, offering a broader validation of an employee’s skills and achievements.
While both forms of recognition are valuable, they serve different purposes:
There are several ways employees can receive external recognition:
To successfully implement external recognition programs, consider the following strategies:
While external recognition programs offer numerous benefits, they can also present some challenges. Here’s how to address them:
To assess the effectiveness of external recognition programs, consider the following metrics:
External recognition is a powerful complement to internal recognition efforts, offering employees a way to be acknowledged on a broader scale. When providing opportunities for employees to receive external awards, certifications, and client feedback, companies enhance employee engagement, drive innovation, and strengthen professional reputations. When implemented effectively, external recognition programs can boost morale, improve retention, and foster a culture of excellence. Find out how to improve your organization's employee recognition internally and externally. Schedule a demo today with Assembly and we’ll guide you on how to foster appreciation and ensure your employees feel valued.
External recognition in the workplace refers to acknowledgment that employees receive from sources outside of their organization. This can include industry awards, certifications, public feedback from customers or clients, and recognition from business partners. Unlike internal recognition, which comes from colleagues or leadership within the company, external recognition validates an employee's skills and achievements on a larger, often industry-wide scale.
External recognition is important for employee engagement because it boosts employees' morale by validating their work beyond the company’s boundaries. When employees receive recognition from clients, industry peers, or certification bodies, it enhances their professional reputation and motivates them to strive for higher performance. This acknowledgment helps increase job satisfaction, drives innovation, and encourages employees to remain committed and engaged with their work.
Examples of external recognition include winning industry-specific awards, receiving certifications or accreditations, getting positive customer feedback publicly acknowledged, and being recognized by business partners for collaborative projects. Each form of recognition showcases employees’ talents and contributions in a way that goes beyond their internal company roles, often highlighting their value within the broader industry.
To implement external recognition programs effectively, companies should research and identify relevant industry awards, certifications, and competitions that align with their business goals. They should encourage employees to participate by offering support, such as covering certification costs or allowing time for professional development. When employees achieve external recognition, companies should celebrate these wins internally and externally, using newsletters, social media, and other channels to amplify the acknowledgment.
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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