Encourage collaboration and teamwork with a recognition program that is effective and enjoyable!
Book a demo now to take advantage of some incredible offers!
Learn the importance of year-round employee recognition and how consistent appreciation boosts team morale and productivity.
While it would be easy to ignore the vast array of previously non-existent hallmark holidays, Employee Recognition Day should, at the very least, serve as a stark reminder for employers that employee recognition matters. In a job market that is growing increasingly tight, it’s easy to lose sight of the ongoing battle of not just attracting top talent, but retaining those workers who are the very lifeblood of your business.
Our suggestion: develop a culture that both rewards and recognizes your employees 365 days a year. No, you don’t need to cancel the team lunch or after-hours mini-golf; these still have their merits. However, study after study shows that daily engagement elicits drastic improvements in morale, work ethic, and happiness, directly translating to superior work and higher retention.
Consistent recognition doesn't have to be elaborate or expensive. Small gestures like a thoughtful thank-you note, a public shout-out in a meeting, or acknowledging an employee’s hard work in an email can create a big impact. These actions might seem minor but add up over time, creating a workplace environment where employees feel seen, valued, and motivated.
The effects of recognition aren’t just short-term. Regular recognition fosters trust, deepens employee loyalty, and helps build a cohesive team culture. Employees who feel appreciated are more likely to go above and beyond, stay engaged with their work, and advocate for your organization. Ignoring these moments or limiting recognition to annual events can inadvertently make employees feel undervalued, leading to disengagement or turnover.
The biggest takeaway this Employee Recognition Day is this: your leadership needs to have the conversation:
“What efforts are we making to recognize our employees the other 364 days a year?”
Leaders set the tone for workplace culture. By actively prioritizing recognition and embedding it into the fabric of your organization, you’re sending a powerful message about the value you place on your employees. Start by equipping managers with the tools and strategies to make recognition part of their routine. Whether it’s through structured programs or informal methods, the key is consistency.
Celebrating Employee Recognition Day can be the springboard for building a recognition-rich culture. Use this opportunity to gather feedback from employees about what makes them feel valued. What types of recognition resonate most with them? Tailor your approach to reflect the unique needs and preferences of your workforce.
As you wrap up Employee Recognition Day, let it be the start of something bigger. Commit to creating a culture where appreciation isn’t reserved for special occasions but is woven into the daily experience of every employee.
Have a great day, everyone—and don’t forget to recognize someone today!
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
