Encourage collaboration and teamwork with a recognition program that is effective and enjoyable!
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Short answer, no. However, we have all seen photos or heard rumors about offices like Google or Facebook. We all have that fri...
Short answer, no. However, we have all seen photos or heard rumors about offices like Google or Facebook. We all have that friend who works for a company that has kombucha on tap, catered brunches and a giant coffee machine that makes sugar free almond milk cappuccinos.
Unfortunately, most offices don’t have the budget or time to invest in an HR department that can provide bean bag chairs or nap pods for their employees. In fact, ninety percent of companies in the U.S. have less than twenty employees, and probably no HR department at all. The reality is that buying your way into company culture can work for some, and it might work for a while, but what happens when the employees need something more than material satisfaction?
The founders or CEO of a company creates a path that the company and its employees follow. The company’s culture is a mentality and a lifestyle that begins at the top of the ranks. Despite modern workplace trends, company culture goes beyond stand up desks and in-house gyms. The boss can do so much more than purchasing toys for your employees in order to mold a company into a space that people enjoy and thrive off of.
There is a strong dichotomy between the office environment of large tech companies, and really, everybody else. A boss can and should make an active decision to bridge this gap by implementing a system to promote a positive and proactive company culture.
There are really only two ways to build a sustainable culture. First, management needs to create an environment where people do not get punished for bold ideas or sharing their opinion, but, once the decision is made, both sides need to commit to the outcome. Second, and the core theme of this post is the fact that positivity from the top trickling down to the bottom is the only way to build a sustainable and proactive company culture.
Source:
http://www.businessinsider.com/us-employment-by-firm-size-has-a-fat-tailed-distribution-2015-6
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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.
Please schedule time with an expert and we will help you to get all your questions answered
