Encourage collaboration and teamwork with a recognition program that is effective and enjoyable!
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Explore actionable social recognition strategies to create a thriving, engaged team through shared celebrations and appreciation.
Social connection plays a pivotal role in shaping employee morale, engagement, and overall well-being. When employees feel connected, they are more likely to collaborate, support each other, and thrive as a team. Employee recognition programs naturally facilitate these social connections by fostering moments of shared acknowledgment, celebration, and appreciation. These programs boost individual confidence and create opportunities for employees to connect on a deeper level.
Recognition is more than just a pat on the back; when shared and celebrated publicly, it amplifies the social bonds vital to a positive workplace culture.
The “social side” of employee recognition refers to acknowledgment that is shared, visible, and celebrated within the workplace community. Unlike private recognition, such as a one-on-one thank-you email or closed-door praise, social recognition is public and fosters a collective celebration of success.
Examples include team shout-outs during meetings, public praise in company-wide updates, or peer-to-peer acknowledgment on collaborative platforms like Slack or Microsoft Teams. By celebrating achievements in a shared environment, employees experience a stronger sense of belonging and motivation.
To assess the effectiveness of social recognition programs, consider the following methods:
Success stories and tangible data often reveal the powerful connection between social recognition and an improved workplace culture.
Fostering social connections through employee recognition programs is a proven way to strengthen workplace culture, boost morale, and enhance engagement. By embracing public and shared recognition, businesses can create an environment where employees feel valued, connected, and motivated to contribute their best work.
Take time to assess your current recognition strategies and explore with Assembly how to integrate more social elements. Schedule a demo today, and build a culture of connection and appreciation that drives success.
The social aspect of employee recognition refers to visible acknowledgment, shared, and celebrated publicly within the workplace. Examples include team shout-outs, peer-to-peer recognition, and celebrating achievements in group settings, all of which foster a sense of connection and belonging.
Public recognition boosts employee morale by creating a positive, celebratory atmosphere. When achievements are shared openly, it reinforces the employee’s value and inspires team spirit, making employees feel proud of their contributions.
Examples include peer-to-peer recognition tools, public shout-outs in meetings, social media posts celebrating employee success, team-based rewards, and recognition events such as monthly celebrations or milestone parties.
You can measure impact using employee surveys, retention rates, and team satisfaction scores. These metrics help determine whether recognition programs are improving morale, engagement, and workplace culture effectively.
Get the foundational knowledge on creating an employee recognition program that boosts employee engagement and helps them feel valued.
Explore Guide
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
