Encourage collaboration and teamwork with a recognition program that is effective and enjoyable!
Book a demo now to take advantage of some incredible offers!
One-on-one's are essential to any team's success. Check out our CEO's tips for 1:1s that work.
I've been at small companies, large companies, public companies, and now a rapidly growing startup. Running a 1:1 is the same in each of those companies. After reading hundreds of articles on "the art of a 1:1" and using 10+ software tools over the years, I've come to learn there are only a few key elements that drive a successful 1:1.
Accountability extends to both sides of the aisle. As a manager, skipping meetings, not being prepared, and showing a lack of attention and focus to your 1:1 is a hard no. Managers should:
For example, great questions can be "how can I help unblock your work," "are there any obstacles you are facing on a weekly basis."
You should ask your manager questions that are critical from a managerial perspective to have your reports operating smoothly, but you should also have a question in there where you ask what your reports want to discuss. As a manager, you might find your employee has excellent ideas about the work environment or business itself that you were missing.
One of the questions should always be, how do you feel. You can break this down as simply or as complex as needed, but there should always be a 1-10 (how do you feel) one way or another.
Since covid began, employees who come into the office could feel unnecessary pressure to do so, employees who work from home could be feeling fatigued and or isolated. There could be feelings of dissatisfaction that could be directly related to the job or external factors at home, personal life, etc., that could be affecting your reports work. The key is to be there for the person and make sure they can FEEL COMFORTABLE and perform at their best.
Some say happiness is progress. If that is the case, it's a manager's job to make sure all employees are put in a position where they can move up in the company if they over-perform. Ian Siegel, CEO of ZipRecruiter, always says you should never promote someone who wants to be in that role or title, you should promote someone who is already doing the job.
Be attentive to your employees and what they want out of the company. Help them map out a clear plan for their next promotion, so no ambiguity is left on the table. Ambiguity and uncertainty on career path lead to searching for other jobs and potentially churn. If they cannot move up, the easiest way is out in a world where the average turnover is less than two years, the easiest path is out.
Assembly can bring all of your 1:1 functionality into one platform. If you find it difficult to send the 1:1 questions to your reports each week, Assembly can automate sending your 1:1 questions in advance and hold both you, the manager, and your direct report accountable. Please see below for an example of how you can automate the sending of your pre-loaded questions:
On top of the accountability, you can review the answers to the questions before the meeting and come prepared to get right into the heart of what your direct report wants to discuss. When you come to the meeting prepared to help your direct report succeed, your employee will know you care, and you paid attention to their feedback and personal goals.
All of the results will show up in one centralized location, so you don't have to go to ANOTHER TOOL to find what your report has been saying:
To learn more feel free to watch this video on how to set up a 1:1 and automate your routine with Assembly.
Should you have any questions and or want to learn more, feel free to book a demo here.
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.
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.
Please schedule time with an expert and we will help you to get all your questions answered
.png)
.jpg)
