Encourage collaboration and teamwork with a recognition program that is effective and enjoyable!
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Let’s face it - whether employees leave voluntarily or not, exit surveys and interviews can be somewhat awkward
Let’s face it - whether employees leave voluntarily or not, exit surveys and interviews can be a somewhat awkward experience for both parties. On the one hand, what is there really to say? Something obviously didn’t work out. Many companies, even those that often have exit surveys and interviews implemented, decide to go through the notions of the employee’s last days and check the answers on a 2 min survey.
On the other hand, one could say that the employees that are leaving (especially voluntarily) are your most prized possession. After all, they drank the cool-aid, they bought into the mission, values, and goals...and then, something (and likely not just a single thing) didn’t work. Doing an honest deep-dive to understand the experience employees have truly is invaluable information for management and HR. No one will likely be more honest about what works and what doesn’t than the employee leaving. So, don’t shy away from the uncomfortable conversation. Lean into it and get the gold pieces of information you otherwise would never know. Also, keep in mind that high employee turnover affects the company’s bottom line: it costs about 33% of an employee’s annual salary to hire a replacement.
Encourage complete honesty
This might seem like a given, but establishing the ground for an honest discussion is critical. It should go beyond the checklist of questions or time allocated - create an environment and ask questions that lead to candid answers. People usually don’t leave because of one thing, so try to dig into different factors and their role in the overall experience. Don’t leave any stone unturned.
Go back to the beginning
As mentioned before, your exiting employees are wonderful opportunities to learn more about the good and the bad since they started excited, interested, and invested in the company. Take the conversation back to the beginning and find out the deciding factors for them to join, at what point things started to shift, and how it affected them. Seeing the progression in the employee experience can help point out what works and what doesn’t.
Categorize the results
Get into the habit of quarterly or yearly putting all the exit survey and interview data together and categorize it. Start with significant areas like role, pay and package, reasons for leaving, manager, team, workplace and culture, and the organization. Seeing combined feedback will give a general objective picture of how employees feel about those specific areas.
Aggregate the feedback
Last but not least - get the feedback in one place. It might seem silly considering each person has their own biases about the company and the experience, but once you put it all together and look back historically, the trends will be clear. Focus on long and short-term goals once you have that information in one place.
Need help creating a survey that works best for your team? Check out this template.
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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