Encourage collaboration and teamwork with a recognition program that is effective and enjoyable!
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Teams are moving to the idea of needing to connect and check-in with each other consistently. See what to do and what to avoid
More and more teams are moving to the idea of needing to connect and check in with each other more consistently. It makes a lot of sense, especially in this hybrid/remote work environment. Even though daily standups started as primarily an engineering team activity, there has been a lot of adoption amongst other teams. So what is a daily standup? At its core, daily standup in a short, concise team meeting focused around highlighting what a person has done the day before, what they are working on that day, and what they might need help with. The critical thing is to keep it short and to the point so that the team doesn't get distracted.
If having a good daily standup is so important, how do you make it not boring? Let's take a look at what habits often take the standup meeting from yay to nay.
The biggest offender is definitely misalignment amongst the team on what needs to be discussed. If people start talking about topics that are not related to other people's work in any way. Or perhaps something that only applies to 1 other teammate in a ten-person standup. What do you think the rest of the team is doing when that happens?
Not ideal, I am sure you agree.
This is important to catch and redirect because when that happens, teammates might mentally check out for the rest of the standup and miss essential updates. So focus on discussing updates and issues relevant to everyone or almost everyone. Everything else can be taken offline.
Welcome to the era of 40-second attention spans. No one wants to be stuck in a meeting for an hour at the start of the day while important work/calls/tasks are not getting done. There are a few reasons why standups sometimes go on for too long:
There were too many people at the meeting. According to the Scrum Guide, standups should be kept to a nine-person maximum. When teams run standups with overly large groups, it tends to be ineffective and go on much longer than people can pay attention to.
Solution - keep your standups at 15-20 min max and stick to that time. It might seem shocking at first, but it will help the team highlight the crucial updates and figure out the action plan sooner.
Standup shouldn't be the time to solve a person's issues. Solving it right then and there or elaborating discussions after possible solutions is what tanks standup meetings' effectiveness. Sync after the meeting to go through the issue so that the standup is reserved for highlights and roadblocks.
Raise your hand if during standup you were either figuring out what you were going to say or doing something else entirely?
While this makes sense (since nobody wants to embarrass themselves or stumble during their turn), you will likely miss out on valuable information by not paying attention to other people's updates. Everyone'sEveryone's time is valuable, so encourage people to stop doing everything else and just pay attention to this meeting.
Just because the meeting is internal does not mean it is any less valuable than a client-facing one. Make sure everyone treats the meeting with importance and can find value in connecting; also, not having an established daily standup routine and consistent meeting cadence can lead to people skipping/forgetting standups.
With the Daily Standup Flow, you can easily choose a cadence and time that works for your team long term. Long-term commitment = long- term results.
Now that you know what to avoid in your standup meetings, you can get the whole team onboard and more effective in no time. Ready, set, STANDUP.
Get the foundational knowledge on creating an employee recognition program that boosts employee engagement and helps them feel valued.
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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.
Yes. We offer a completely free plan for up to 50 team members. This plan is intended for teams or organizations that are looking to get started with an employee engagement tool. Keep in mind, this plan is limited in features.
All customers can open an Assembly account for free and get started without a credit card. Then you can change plans as necessary.
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.
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