Encourage collaboration and teamwork with a recognition program that is effective and enjoyable!
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Effective feedback starts with recognition! Learn how to foster engagement, trust, motivation, and growth in your workplace.
Effective feedback isn’t just about pointing out areas for improvement; it actually starts with recognizing what employees are doing well. When recognition is woven into feedback, it fosters a psychologically safe environment where employees feel valued, respected, and open to growth.
Recognition plays a crucial role in boosting employee engagement and morale. When employees receive acknowledgement for their hard work, they are more likely to stay motivated and receptive to constructive feedback. A workplace that prioritizes recognition cultivates trust, making performance discussions feel supportive rather than punitive.
Employees are more open to feedback when they feel their efforts are acknowledged. Recognizing their strengths before discussing areas for growth helps establish a positive foundation for the conversation.
By highlighting what an employee does well, you reinforce positive behaviors, making employees more inclined to maintain and improve upon them. Recognition serves as a confidence booster, ensuring employees don’t feel discouraged by constructive criticism.
Recognition-first feedback shifts the workplace culture from reactive to proactive. Employees who regularly receive acknowledgment are more likely to engage in open, two-way feedback conversations rather than dreading performance reviews.
While recognition is essential, it must be balanced with constructive feedback to drive continuous improvement. Here’s how leaders can strike the right balance:
A simple “good job” isn’t enough. Instead, provide specific details about what the employee did well and why it was impactful.
Ensure feedback includes both recognition and areas for growth without diluting the importance of improvement.
While well-intentioned, this method can make praise seem insincere. Instead, offer authentic, well-structured feedback that builds on strengths.
Make recognition a consistent part of team meetings, one-on-ones, and performance discussions. When employees know they will be acknowledged regularly, they become more open to feedback.
Don’t wait for annual reviews—recognize employees in the moment. Real-time recognition reinforces positive behaviors immediately, making it more effective.
Instead of saying, “You need to improve your communication skills,” reframe it as, “Your ability to explain complex ideas is strong, and refining your presentation style will make your impact even greater.”
A feedback culture built on recognition leads to several long-term benefits:
Employees who feel valued are more likely to stay with the company and remain committed to their roles.
Trust-based feedback fosters meaningful connections between team members and their managers.
When feedback is framed positively, employees are more inclined to embrace learning and professional development opportunities.
Starting feedback conversations with recognition sets the stage for positive and productive workplace communication. By fostering a culture where employees feel appreciated and supported, organizations can drive engagement, improve performance, and create an environment of continuous growth.
Want to see how recognition-first feedback can transform your workplace? Schedule a demo with Assembly today!
Recognition creates a psychologically safe environment where employees feel valued and motivated to accept constructive feedback.
Recognized employees feel appreciated, leading to higher engagement, productivity, and a stronger commitment to their roles.
Be specific and genuine with praise while delivering actionable feedback that encourages growth without overwhelming the employee.
Managers can integrate real-time recognition, highlight strengths before discussing improvements, and make recognition a consistent practice.
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
