Why Employee Engagement is Essential to Your Morale and Culture – and How To Encourage It

Now more than ever, organizations and leaders are looking for ways to attract and retain top performers by increasing employee...

June 22, 2021

Now more than ever, organizations and leaders are looking for ways to attract and retain top performers by increasing employee productivity and morale. As a recent Gallup poll has found, employee disengagement levels have never been higher.

Over 50% of workers surveyed indicated they feel unattached to their company and, while they put time into their work, they do so without passion or interest. They're also on the lookout for better opportunities and will leave for a better offer without worry.

Out of those respondents, the majority of them also indicated that employee engagement efforts at their company were not present or not accessible. Given this, how can a company's culture of employee engagement contribute to retention and morale?

The Impacts of High Engagement

According to the Gallup poll, employees define engagement as feeling clear about their roles and having opportunities to do what they feel they excel at. Having access to development opportunities at work and enjoying strong relationships with coworkers and team leaders are also noted factors.

Gallup also reports that organizations that focus on creating high-development cultures are most likely to see increased engagement rates. If employees can see their impact on the organization and its clients through their work, they are more likely to remain engaged with their work and company.

So how can your organization foster a high-engagement culture that encourages employee retention and boosts morale? We've identified three core ways.

Start From the Top

Employees are not going to rally behind an organization whose purpose and brand are not well-defined. Everyone wants to know that they're making a difference – and how they are doing so. The responsibility to convey this falls to company leaders.

Leaders should actively model for lower-level management the expectations that come along with building solid employee engagement strategies. This can take many forms: consistent communication about the company vision or regular check-in meetings where leaders speak to employees one-on-one. The important part is showing that the organization chooses to prioritize employee understanding of their shared mission, which goes a long way in ensuring engaged teams.

Encourage Consistent Management Training

"The way we've always done it" is not a valid reason for continuing to uphold the same standards and methods of management and manager training. By encouraging and empowering managers to train one another in the ways that best suit their individual and team needs, you're enabling and encouraging them to own the trajectory their work will take moving forward. And, by encouraging that ownership, you are also encouraging them to buy into your shared mission rather than blindly following training guidelines.

Organizations should also encourage regular management training that focuses on coaching managers in the various areas they may be deficient or interested in. If a manager struggles to lead a team across the finish line, company leadership may coach that manager accordingly. However, if managers have identified a management style that produces results, their coaching can focus more on professional growth and development. The ultimate goal should be to encourage managers to own their teams and prioritize finding better, more efficient ways to lead and grow.

Maintain a Culture of Accountability

The fastest way to fight passivity is with accountability. If your company's culture is one of holding people accountable for low and high performance, you're already on the right track to solidifying a company culture that encourages high engagement. Because accountability requires that managers and teams be active participants, that culture is counterintuitive to disengagement. After all, how can you work on a team that expects transparency and communication and be checked out? It's impossible!

Gallup reports that companies with the highest engagement levels approach employee engagement and recognition as a way to develop and encourage employees to reach new levels of success. Rather than only requiring accountability for what went wrong, they also prioritize celebrating what went right. Doing this is another way to signal company values.

The percentage of engaged employees nationwide is still far too low, but your organization doesn't have to reflect that. By prioritizing initiatives that encourage engagement and ownership of your mission and goals, you will be able to solidify teams who value the work you do.

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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.

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