Encourage collaboration and teamwork with a recognition program that is effective and enjoyable!
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Providing positive feedback that is personalized to your team is one of the best ways to boost morale and productivity at work.
Providing positive feedback to your team can be one of the best ways to boost morale and productivity at work. A Gallup survey found that 67% of employees whose managers gave them positive feedback on their work performance were engaged at work. When employees are actively engaged on the job, they tend to be more focused and productive, and far less likely to quit.
Here are some tips on how to give positive feedback to staff in an effective and sincere way.
Positive feedback motivates people. But giving positive feedback when it isn’t warranted can have the opposite effect; if an employee feels praise is fake or forced, it can lead to resentment or loss of trust. That’s why it’s important to notice each team member’s contribution to projects and understand their strengths so that you are able to give earnest, honest, positive feedback.
Feedback that is vague or complimenting something that happened a while ago isn’t helpful either. Giving specific, timely praise is the best way to ensure that someone understands exactly what they did well, and makes it more likely the employee will produce that desired behavior again in the future. Instead of saying, “Great job on the presentation,” say instead, “I thought it was great how you structured the information. The presentation was very clear and the audience could easily follow along, which will help us close the deal.”
When giving feedback, it’s helpful to focus on a specific behavior rather than praising a certain trait or part of a person’s personality. Praising a part of a person’s personality is less helpful than praising a specific action or behavior. Rather than complimenting someone as being hard working, you could say, “I really appreciate how much research you put into your report.”
Get the foundational knowledge on creating an employee recognition program that boosts employee engagement and helps them feel valued.
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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.
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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