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Discover everything you need to know about how to weigh and track projects at work
Most projects fail.
In fact, a measly 2.5% of businesses complete all of their projects successfully.
And a big reason is that most organizations don’t know how to prioritize projects properly – or track their progress once they’re underway.
Here’s everything you need to know about how to weigh and track projects at work – as well as roll with the punches when priorities change.
In most organizations, a project’s priorities change depending on who you ask.
But the most effective businesses have mastered the art of putting personal agendas aside and focusing on what’s going to get the project over the line on time and within budget.
They do this by understanding that every project has three elements: cost, time, and scope.
And that ninety-nine times out of a hundred, you’re going to need to compromise on at least one of these elements.
Here’s the thing:
Leaders that get things done do one thing differently: they agree on which of these three elements are negotiable – and which are the priorities – before a project begins.
So, the first thing you need to do before you launch any project is get clear on where you have wiggle room when it inevitably doesn’t go to plan.
Of course, keep Parkinson's law – the adage that work expands to fill whatever time you allot for it – in mind here. If your team knows a project’s “real” deadline is a month after the one they’re working towards… don’t be surprised when the project ends up being shipped a month “late”.
While stakeholders need to agree on what levers can be pulled if the project goes off track, project managers need to set out as if all three elements are non-negotiable to have the best chances of wrapping things up on time and within budget.
Book a demo of Assembly to streamline weighing and tracking your organization’s projects.
One of the most effective techniques for prioritizing projects comes from an unusual source: a former U.S. president.
The Eisenhower matrix – named after Dwight D. Eisenhower, a five-star General who served as both the Supreme Commander of the Allied Forces in Europe during World War II and the 34th President of the United States from 1953 to 1961 – is a simple way to balance priorities.
And it works so well because it’s so intuitive.
Here’s how it works:
And that’s it!
You can use an Eisenhower matrix to quickly weigh up:
Book a demo of Assembly to make it easy for your teams to quickly and easily create their own Eisenhower matrixes.
Once you’ve plotted them on your Eisenhower matrix, you’ll be able to see at a glance which projects your team should be focusing their time and attention on.
The next step is to break your projects down into the four levels of prioritization to understand your next steps. These are determined by which quadrant of your Eisenhower matrix they sit in:
These projects need to be at the very top of your to-do list. Make it a priority to get them done, and don’t spend time on other tasks until they are.
These are the things that most organizations overlook. But you’ll have a good chance of overtaking your competition if you can give them the time and attention they deserve.
Most businesses spend far too much time on projects that fall into this quadrant. These feel important because they’re time sensitive – but when you analyze it, they’re not actually going to get your business any closer to bringing its vision to life. The most successful leaders learn to recognise when a project isn’t truly important and push it to the bottom of their team’s list of priorities.
It’s amazing how many tasks that regularly occupy space on your teammates' to-do lists fall into this quadrant of an Eisenhower matrix. A survey revealed that more than 54% of workers spend most of their time on tedious tasks that require no creativity and could be handled by a less expensive resource. Let running through this exercise be a wake-up call and add those tasks to a “do not do” list, instead.
Remember the three elements every project has from above? Cost, time, and scope all come into play here as well. The most effective teams are a lot more open to increasing the budget or extending the timeline of an important project than one that’s fallen in the third or fourth priority tier. Fail to make this distinction yourself and you could run into trouble.
Getting to grips with how much of a priority each project should be with an Eisenhower matrix is the first step to working more effectively.
Of course, businesses aren’t static. How “urgent” and “important” each project on your plate can change overnight. Your list of priorities therefore isn’t worth the pixels it’s taking up on your screen if it can’t shift when things change.
Luckily, Assembly can help you navigate changes as effectively as possible:
Whatever project management system you adopt, it needs to be flexible. The easier it is to change when priorities shift, the faster your team will be back on track and firing on all cylinders to achieve your company's goals.
Try Assembly to make keeping your organization on the same page about your shift priorities as easy as possible.
Learn how to focus your team’s time and attention on the right projects – and make sure they’re on track every step of the way – and you’ll make a huge difference on your business’s bottom line.
Use the tips and tools we’ve outlined here to make sure you and your team are always working on the projects that deserve to be top priority.
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Explore GuideYes, 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.
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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.
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