HR Secrets Unlocked: How to create & maintain a healthy culture!

Your internal company culture is your work environment, expectations of your employees/peers, values; which also defines how...

November 16, 2019

Your internal company culture is your work environment, expectations of your employees/peers, values; which also defines how people interact and work together. Your company culture gives your company an identity, which makes it distinct from other organizations.

Long gone are the days where a job is just that… a job. Employees want to be engaged, they want careers, they want to enjoy coming to work, they want flexibility and more importantly, they want to be valued. Creating a strong work culture that is embedded in your work environment is how you hire top talent and retain top talent. As employers, we are in the business of people, failure to realize this will keep your turnover high and reduce the opportunity for success.

Here are a few tips to get you started when you are building a strong healthy work culture, cultivate employee appreciate and foster an environment supportive of employee engagement.

  1. Support Positive Employee Engagement – In order to encourage employee engagement, you must provide the tools that allow and incentivize positive employee interactions. For example, Assembly is a peer to peer employee recognition that cultivates positive interactions between co-workers. Allowing them to support each other’s accomplishments and build positive relationships. Employees who feel appreciated will always do more than expected, which can indirectly contribute to the company’s bottom line.
  2. Consistency and Management Advocates – Managers must practice what the companies preach, they must see the value in rewarding the staff, retaining good employees, and enforcing consistent principles. This concept requires listening to your management team’s concerns and questions and implementing their ideas when the opportunity presents itself. Making policies and incentive programs that include them, instead of ones that inconvenience them.
  3. Recruitment – As HR professionals we must know what kind of employees thrive in the organization. Are you a small group that believes in collectivism or do you need individual contributions that can work independently? Create recruitment profiles for each role to ensure not only is the person qualified for the role but will not damage your culture upon arrival.
  4. Communicate, Communicate, Communicate – In order to effectively communicate, there needs to be honesty, constructive feedback, and transparency. This can be a combination of organized staff meetings, company events, employee reviews, open-door policies, etc. Either way, you want to create an environment where it is ok to be honest and provide constructive feedback on what works and what doesn’t.

Improving your company culture is not a process that will happen overnight. One step is to put goals in place for each year that support your initiative and really commit to your plan of action. Be flexible, some ideas will work well, and some will not. Remember to utilize resources that are available to you that provide a tangible return on your investment.

Assembly offers resources available to you, that allow you to test out ideas with a free membership! With a little creativity and innovation, you will notice a difference in your culture right away.

About the Author, Nicole Miles

Nicole Miles has over 15 years of experience in Human Resources specifically with small to mid-size companies specializing in establishing company cultures, mentoring/ coaching managers, and assisting organizations with building a bridge to better communication/engagement. She believes that a successful business has great people at the very hear of it. She has attended Cornell University Human Resources Strategic Leadership Course and Marketing Strategy Certificate Course; she also works as an HR and Marketing Director in the Oil and Gas Industry with both experience in International Human Resources and Multi-State Employment Law.

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Frequently Asked Questions

Is Assembly SOC 2 compliant?

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.

What's the ROI for employee recognition?

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.

Does Assembly offer longer-term contracts?

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.

Does Assembly offer onboarding support?

We do! Any new customer needing further support to get started with Assembly to ensure you're set up for success can request custom onboarding support. These one-time services start at $5,000. 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.

Is there a free version of Assembly?

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.

How much do rewards cost?

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.

Does Assembly offer discounts?

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.

How do I cancel my plan if needed?

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

What customizations are available?

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!

Who can give or receive recognition?

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.

What integrations are available?

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.

What's your average adoption rate?

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.

Must rewards be set up to use Assembly?

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.

Are points required to use Assembly?

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.

Could find the answer you are looking for?

Please schedule time with an expert and we will help you to get all your questions answered