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Practical strategies to foster a culture where employees find value and purpose, and thrive through meaningful recognition.
Employees today are not only seeking jobs that provide a paycheck but are increasingly drawn to roles that bring a sense of value and purpose. This shift towards meaning-driven work reflects an era where professionals want to feel connected to something larger than themselves and to see their contributions make an impact. For organizations, responding to this need for purpose benefits employee satisfaction and directly impacts engagement, productivity, and retention.
This article will dive into the growing demand for purpose-driven work, explore the link between purpose and employee engagement, and offer practical strategies on how to reinforce purpose through targeted employee recognition.
There has been a marked shift in employee priorities, particularly among millennials and Gen Z workers, who prioritize roles that offer more than financial stability. Studies reveal that employees who find meaning in their work are more satisfied, committed, and likely to stay with their organizations longer. According to research by McKinsey, almost 70% of employees state their sense of purpose is largely defined by their work, underscoring the critical role that purpose plays in the workplace.
A strong sense of purpose has a ripple effect across the organization. Employees who feel connected to their work often experience increased motivation and a greater sense of well-being. For employers, fostering this connection is a significant opportunity to cultivate loyalty, build a strong organizational culture, and attract purpose-oriented talent.
Purpose is a driver of job satisfaction; it also plays a central role in how deeply employees engage with their work. When employees believe their work has meaning, they tend to be more motivated, innovative, and dedicated. This heightened engagement translates into tangible benefits for the organization, including improved productivity, enhanced creativity, and a more resilient workforce.
Engaged employees are more likely to go above and beyond their daily tasks, often seeking ways to contribute positively to the team and company goals. They feel a personal investment in their work, which drives them to approach challenges proactively, collaborate effectively, and take ownership of their roles. Leaders who cultivate purpose-driven environments can leverage these qualities to drive performance and build an energized, goal-oriented workforce.
One of the most effective ways to nurture a sense of purpose in employees is through recognition. When recognition is tailored to emphasize employees’ unique contributions, it serves as a powerful reminder of their value and impact on the organization. This acknowledgment fosters a culture where meaningful contributions are celebrated, reinforcing the link between individual efforts and broader organizational goals.
Here are recognition practices that help highlight and sustain purpose:
Creating a workplace that prioritizes purpose and meaning doesn’t happen overnight, but leaders can take actionable steps to embed these values into their organizational culture:
Fostering a workplace that emphasizes purpose and meaning is a powerful way to enhance employee engagement, satisfaction, and loyalty. Employees who see the value of their work and receive proper acknowledgment will stay with the organization and consistently perform at a high level.
Leaders play a critical role in cultivating purpose by aligning roles with company values, setting meaningful goals, and implementing personalized recognition strategies. To cultivate a committed and motivated workforce, organizations must prioritize purpose-driven engagement and meaningful recognition.
Ready to learn more about creating a purpose-driven workplace that values employee engagement and recognition? Schedule a demo with Assembly to see how you can foster purpose and recognition in your organization.
Purpose-driven work connects employees to a larger mission, making them feel valued and part of something meaningful. When employees see the impact of their efforts, they’re more likely to stay engaged, motivated, and committed. Studies show that employees who find purpose in their work are more productive, innovative, and less likely to experience burnout, which benefits both the individual and the organization.
Employee recognition that highlights an individual’s contributions towards the organization’s mission strengthens their sense of purpose. For example, storytelling recognition that connects an employee’s work to impactful results can remind them of the significance of their role. Values-based awards also help by aligning recognition with the company’s core values, showing employees how their actions contribute to shared goals.
Purpose-driven recognition can take many forms, such as “Impact Spotlights,” which highlight specific employee achievements that align with company values, or “Storytelling Recognition,” where stories of employee contributions are shared to connect day-to-day tasks with the larger company mission. Personalized awards based on individual strengths and contributions also help reinforce a sense of purpose.
Managers can support purpose-driven work by helping employees see how their roles contribute to the company’s mission. Setting clear, impactful goals that tie to larger organizational objectives can make employees feel their work matters. Personalized recognition, regular feedback, and encouraging open communication channels where employees feel heard and valued are also essential in helping employees connect with their purpose.
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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