Hyper-Personalized Recognition Revolutionizing Employee Engagement
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Hybrid work is here to stay. Stick to these tips to keep your retention rates high in the age of flexible working.
The Covid pandemic forced businesses of all kinds to embrace remote work or risk going out of business.
Since then, most companies have adopted a hybrid working model. But it’s a situation we’ve been thrust into, not one we carefully planned and executed.
And most businesses have a lot to learn about how to get it right.
Here’s a closer look at how to keep your retention rates high with hybrid workers – as well as a look at whether flexible working is set to remain.
According to the data, hybrid working is a big hit with employees:
And research suggests it’s good for business, too:
Today, mandating that your employees all need to return to the office is one of the worst things you can do for your turnover rates. In fact, 71% of employees open to looking for a job aren’t happy with how flexible their current organization is willing to be,
And most organizations get that, with only 9% of companies not planning on permanently allowing some kind of remote work.
So, hybrid work is certainly here to stay. Which means the big question your business needs to answer isn’t “should we offer flexible working options” – it’s “how do we keep our hybrid employees engaged and loyal”.
If you’re not thoughtful and deliberate about creating a hybrid company culture that works for everyone then it could cause more harm than good.
So, stick to these tips to keep your retention rates high in the age of hybrid work:
One thing you need to be particularly mindful of when you roll out a hybrid work model is that choosing to work from home doesn’t hamper employees’ career prospects.
On-site staff are naturally going to get more facetime with the bosses if your company’s leaders largely work on-site. It’s therefore only natural that they end up front of mind when there are promotions on the table. In fact, one study found that remote employees had a 50% lower rate of promotion after 21 months compared with their colleagues who worked from the office.
Since 41% of workers say they’ve quit a previous job due to the lack of progression opportunities, you’ll struggle to keep hold of your remote workers if you don’t fight against the natural bias toward looking to in-office employees when it comes to promotions.
Two ways to level the playing field on this front for remote and on-site workers are to:
Try Assembly to make it easier than ever to track your employees’ career aspirations – and help them achieve them.
Working from home and working from the office both come with their own pros and cons. A hybrid working model can help you get the best of both worlds and avoid all the downsides.
For example, people tend to get more done when they’re working from home, with 77% of workers reporting they’re more productive when working remotely.
But the fact is: a lot of people can find it isolating to work from home long-term, with 24% of people saying their biggest problem with remote work is loneliness.
On top of that, 45% of people think meetings with ten or more attendees are worse when done on video call rather than in-person.
You can solve all these problems at once by encouraging teams to regularly meet up in the office for team meetings. This will give everyone a chance to catch up and allow them to plan their next steps more effectively than they would over a video call.
It’s common for your teammates who choose to mainly work from home to feel like they have less of a say in how your company does things than their colleagues who usually work from the office.
Keeping your remote workers at arm’s length from discussions that affect their day-to-day work is a surefire way to alienate them – and drive a rift between “people who work from home” and “people who work from the office”. And that’s bound to leave your remote employees less engaged with their work and looking for another job.
It’s therefore crucial that organizations with a hybrid workforce run regular employee pulse surveys, then compare the results between employees who choose to work remotely with those who prefer to mainly work from the office. If there’s a big difference between how each set of employees is feeling, that's a sign you’ve got some serious work to do if you want a hybrid work culture that’s built to last.
Book a demo of Assembly today to get access to all the tools you need to empower your hybrid employees with a voice in one place.
A lot of employers worry that their teammates will slack off when they’re working from home. In reality, you’re likely to have the opposite problem – your remote employees burning themselves out.
Don’t believe us?
25% of remote employees say their biggest problem with working remotely is that they struggle to unplug from work. And remote employees work 10% longer than their office counterparts – or about four hours more each week.
So it’s no wonder that 69% of remote employees say they’ve experienced burnout at least once while working from home.
To prevent your remote teammates from burning themselves out, make it clear to them that they should mute notifications and stop checking their email once their workday is done. Fail to do so and your retention rates could seriously suffer – not to mention your engagement levels.
Try Assembly to get the tools you need to easily track and improve burnout levels across your business.
70% of remote employees continued to work while they were ill during the pandemic.
Which sounds great, right? Your staff taking fewer sick days surely does wonders for your productivity levels.
But presenteeism – when employees keep working while they’re sick – actually costs the US economy $225 billion a year.
A teammate isn’t going to get much useful done when they’re forcing themself to work through an illness. And not taking time off to rest and recover when you’re not feeling well is a surefire recipe for burnout, meaning the long-term productivity costs to productivity can be steep.
So, be sure to encourage your employees to take sick days when they need to. Ask managers to encourage their reports to take sick leave if they spot that they’re under the weather. Looking after your staff like this will not only boost productivity in the long-term – it’s also bound to increase employee retention.
The data doesn’t lie: flexible working is here to stay. Follow the steps we’ve laid out here to solve the employee retention challenge in the age of hybrid working.
Get the foundational knowledge on creating an employee recognition program that boosts employee engagement and helps them feel valued.
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.
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.
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