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What are the first words that come to mind when you hear: "360° survey"? Is it UGHHH? If so, then let's change that. Here are...
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What are the first words that come to mind when you hear: "360° survey"? Is it UGHHH? If so, then let's change that. Here are some practical ways that will turn your 360-degree survey from blah to awe.
1. Keep goals front and center
Be clear about the goals to avoid creating a 360° survey that no one is interested in doing. Are you trying to bring more transparency to internal performance management? Is employee growth the critical initiative? Is there a need for more objectivity and unbiased feedback within the organization? Whatever it might be, be vocal and design questions that align with it. Don't try to accomplish everything with the survey. Focus on one goal at a time and look into additional employee engagement initiatives that can help achieve other goals.
2. Make it objective
The key ingredient in a successful 360° survey is the right people. Getting employees interested and excited about doing a performance management survey can be challenging to be clear about the why, how, and when they need to do it. Why: explain the process after the surveys are filled out, the employees' impact, and the insights it provides for the managers. How - walk through the process and details on how the 360 survey works, who fills it out first, who gets access, and what the result looks like. When - establish a clear timeline for each party that aligns with the overall objective.
3. Focus on employee growth
People care about growth and development more than fun company perks, like beer kegs and a champagne tab (although very nice to have). Most likely, your employees feel the same way. Show a clear path that starts when they join the company through performance management opportunities (like the 360° review survey) to their goals. Give clear examples of feedback that helps employees get promoted, mentored, and developed. Knowing this is not just for paperwork and will bring tangible results does wonder on the survey completion stats.
4. Clear follow-up plan
You got them to do it, YAY! Good job! Now, remember to follow up with a follow-up plan. Provide information on when and how this is going to get reviewed and addressed. Give an avenue for additional questions or concerns. Make performance management not only an HR thing but indeed a people thing.
Establishing 360° surveys is challenging and time-consuming. The rewards are plentiful, though - from employee engagement to growth and valuable insights. Don't forget to continuously engage employees to keep the hand on the pulse and activate the successful workforce throughout the year.
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
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