Increasing Employee Retention While Also Helping Them Thrive

Helping your employees advance through relationship building, new opportunities, recognition, and appreciation can help you ke...

January 20, 2020

As an HR professional, you want your business to succeed. One major key to this is employee retention because you invest time and money into recruitment and the less time and money you spend recruiting, the more you can dedicate to your business and your employees’ success. Helping your employees advance through relationship building, new opportunities, recognition, and appreciation can help you keep your employees while making them feel valued. Five ways to increase employee retention include:

  1. Help Your Employees Build Relationships: Coworkers don’t have to be best friends, but matching up employees with a mentor or just another teammate can help them learn how to build relationships that will be important in their future endeavors. Most jobs require working together with others, so knowing how to network and interact with others is critical. The common question HR professionals have is “How do you show appreciation to colleagues?” Of course, a simple “nice work” email or in-person conversation is useful, but there are many other ways to do this, too.

    Another way is to encourage your employees to give each other recognition during meetings. Giving each other “shout outs” can help employees bond as well as learn what each person’s strong suits are. For example, if one employee is good at Microsoft Excel, getting public recognition for that will let other employees know who they can rely on if they need help with Microsoft Excel. This builds trust, which is a foundation of being able to work together.

    Also, with Assembly’s technology, your team can provide one another with encouragement that can help your business thrive.
  2. Show Employees You Want Them to Advance Their Careers: Employees don’t want to feel “stuck” in their job and like they have “nowhere to go.” Employees who feel like this are not inclined to stay and may look for another company that provides employees with new opportunities.

    Allowing “shadowing” and encouraging classes and conferences enables employees to learn new skills that can help them join a different sector. You can encourage your employees to experience other sectors and jobs within your company that they may decide they want to transfer to.

    Promoting and hiring from within can also benefit you, as employees already know your company’s business processes, culture, and people, which can save you a lot of money by eliminating the need for extensive training and initiation.
  3. Let Your Employees Know They are Valued: Most people like to feel needed and the sense that the work they do is important, so employee appreciation is something all HR professionals should think about.

    Appreciating your employees can help them feel valued, and when they feel valued, they are more likely to work hard to earn promotions and chances to advance professionally.

    Take some time to think critically and answer the question “What does employee appreciation mean to you?” before devising a plan to show your employees that you care and are appreciative of what they do for your business every day.
  4. Provide Incentives that Will Keep Them Coming Back to Work: Incentives don’t always have to equate to money, so what is the difference between reward and recognition and what are some good incentives for employees? Recognizing employees for their efforts is much different than rewarding them with financial bonuses, although that helps, too.

    Good incentives include benefits such as decent insurance and paid time off because they boost morale and promote your employees’ well-being. If the budget allows it, hosting things like catered lunches, dinners out, or office parties with door prizes can create a fun environment and help your employees relax.
  5. Create an Excellent Corporate Culture: Overall, HR leaders should always be looking for ways to improve their business’s culture so that employees will remain happy and enjoy their jobs. It's well known and researched that “toxic” company culture can have very detrimental consequences, so actually sitting down and formulating a plan to encourage teamwork and advancement is worth the time it takes.

About the Author: Kimberly Hurley
Kimberly works as a corporate consultant during the day and spends free time researching and writing about an extremely widespread of topics spanning from Human Resources to sports, medical topics, and vacation destinations. She believes that solid communication is key to success and positive interpersonal relationships create happiness and employee retention.

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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 support@joinassembly.com.

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.

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