Encourage collaboration and teamwork with a recognition program that is effective and enjoyable!
Book a demo now to take advantage of some incredible offers!
It sounds easy. It sounds simple. It sounds like you’re probably already doing it. I’m sure you are. We all are. Aren’t we?
It sounds easy. It sounds simple. It sounds like you’re probably already doing it. I’m sure you are. We all are. Aren’t we…?
Let’s talk high level before we go into specifics. According to Gallup employees who are not truly satisfied with the companies work environment and aren’t giving their role the full attention it deserves and needs costing companies between 960 Billion and 1.2 Trillion in the US alone – those figures are staggering.
Whether or not you believe in these astounding numbers, the concept should resonate, motivated employees perform better.
“Believe in yourself! Have faith in your abilities! Without humble but reasonable confidence in your own powers, you cannot be successful or happy.” — Norman Vincent Peale
Confidence coming from your employees drives better product. Confident employees drive the culture and fill the workspace with a win and fun-filled air. The old model of management is outdated. Sorry, Boomers you can’t just manage anymore, you have to motivate. You have to really take an investment in your employees. What makes them tick. What sparks their curiosity and drive. Their ambitions. That will drive success and in return transform not only the office but the bottom line in an amazing way.
Here are a few common tips for this new world order of motivation:
Discuss employees work contribution and its impact
Employees want to know that if they work incrementally harder that their work is not only appreciated but makes an impact to either the top line or bottom line.
Set goals and celebrate the goals when they achieve them
Millennials are part of the instant gratification generation. They need consistent back patting and if an extra bit of recognition keeps the employee engaged, then that’s exactly what a leader should do.
Don’t keep your employees in the dark, over share with them, follow up with them and recognize them for their hard work.
Often employees like to know why. “What is the goal of this project? What I’m working towards. WHY are we doing it?” Employees want to know company wide/executive goals, financial metrics, proprietary information and what path the company is heading down. Of course, there is a limit to what every employee should know, but knowledge is power, and knowledge is an incredible motivator.
Bottom line is, motivate your employees. Give them what they need to show up day in and day out and be excited about what they’re doing and why they’re doing it. See what the results are. Take a step back and make it part of your routine to recognize hard work. If employees aren’t recognized and motivated, how long do you think they are going to stay at your company?
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
