Looking for advice on improving company culture? There are two competing schools of thought on where to invest in order to build high performance teams:

Perks versus People

While companies may be tempted to spend money on perks — and in recent years, investments in perks have escalated as a means to compete for talent — new evidence shows that this approach does not work.

Despite billions of dollars invested in perk-centric engagement programs, Gallup has shown that engagement levels in the U.S. have stayed constant at 30% for more than a decade.

The data collected by Kazoo backs that up. Employees with a good-to-great perks and benefits package, but no cultural building blocks (meaning little investment in people and company culture), reported a 69% negative employee experience.

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We’ve surveyed thousands of employees and executives to understand what creates a high-performing company culture. To see all of our findings, read The Employee Experience Optimized.

3 Tips for a Best-in-Class Company Culture

Many factors affect culture, but in our research for The Employee Experience Optimized, we discovered three areas that have the biggest impact on company cultures and the overall employee experience:

  • Leadership
  • Appreciation
  • Growth

Based on the findings from our full report, Kazoo has published 3 Quick Tips For Building a Best-in-Class Company Culture tied to these three areas.

Improve Company Culture with these quick tips from Kazoo

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Download the quick guide to see the research and survey findings that went into each quick tip. Below is a preview of all three quick tips for building a best-in-class company culture.

Leadership quick tip: Call a meeting with leadership to lay out the business case for them to frequently reinforce and model your company’s core values.

Change in leadership behavior doesn’t happen overnight, but it starts with getting them on board. When leadership models the company’s core values 91% of employees said they had a
positive employee experience.

Use that to build your business case — that kind of boost in your employee experience directly helps KPIs such as revenue, productivity, and retention.

Appreciation quick tip: Create a simple pulse survey asking employees if they “receive regular feedback on and appreciation for day-to-day work.”

This perception is a vital company culture building block, so a quick survey will help you gauge where your culture is today and serve as a valuable benchmark when as you take action on it moving forward.

Growth quick tip: Raise awareness of L&D opportunities by mentioning them in newsletters, intranets, or office signage, then offer small incentives for attending and participating.

Even if you don’t have formal L&D software or tracking, doing this will speed up the overall program’s integration into your company culture — Kazoo customers have been proven to see up to 50% growth in corporate program participation.

When it comes to improving company culture, focusing on people over perks provides the best return on investment. Try integrating the quick tips above into your company culture and employee experience programs to starts seeing results right away.

About Kazoo
Kazoo amplifies company culture through its award-winning employee experience platform that delivers engagement, retention, performance management, and improved business metrics. As a dominant force in the HCM market with an industry-leading retention rate, Kazoo partners with more than 400 global organizations to build high-performance cultures and engaged workforces. Founded in 2013, Kazoo continues to revolutionize the employee experience with its platform based on the science of motivation, rewards, and recognition. To request a demo, visit info.kazoohr.com/demo-request.

Survey after survey shows: employees (particularly millenials and Gen Z) want meaning in their jobs. It’s a key pillar of an employee experience that encourages employee engagement. A high-quality employee recognition program can be a key tool to building day-to-day meaning.

How do we know that meaning matters? Our research in the Employee Experience Quantified shows that when employees have a sense of meaning, they are more likely to stay longer in their jobs, work harder, deliver a better customer experience, be more innovative — and generally deliver on key performance indicators.

But we aren’t alone — a 2016 Cone Communications study showed that 64% of millennials consider a company’s social and environmental commitments when they decide where to work.

employee recognition program

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Building Meaning Into Your Employee Recognition Program

Here are 5 tips for using an employee recognition program or employee recognition software to build meaning into your company’s day-to-day experience.

  1. Make real-time, peer-to-peer recognition a part of your employee recognition program. The simple act of telling a coworker that they did something well empowers employees in their jobs. They get a sense of contributing to the company’s overall purpose by stating what mattered. On top of that, being able to give recognition to others is a chance to give back in small ways every day.
  2. Recognize the day-to-day, not just big efforts. Making recognition part of the daily activity of your company helps employees see that their everyday work has meaning — not just the big heroic efforts.
  3. Include company core values in your employee recognition program. Social responsibility starts on the inside of a company. Living by a set of core values shows a basic level of corporate citizenship. Having daily recognition tied to core values both shows the meaning of the action that’s getting recognized and reinforces core values. An added bonus? Core values make your employee recognition program more effective. A SHRM study showed that 67% of companies that do values-based recognition see that their employee recognition program helps them meet financial goals, vs. only 41% who didn’t.
  4. Offer “pay it forward” rewards as part of your employee recognition program. Offer employees the chance to do a directed donation, take time to volunteer, or choose a charity that the company will support in exchange for getting recognized. These pro-social bonuses are a great motivator for employees — but also build a sense of company meaning.
  5. Use employee recognition software to manage your employee recognition program. Real-time recognition has to be easy, or it won’t happen. An easy-to-use employee recognition software package makes recognition an automatic part of your culture. According to a 3rd party research study, KazooOur customers save, on average, a week of administrative time each month on their employee recognition programs.

For more ideas on building a sense of meaning in your company, get tips in the Employee Experience Optimized.

Download The Employee Experience Optimized

Download Now
About Kazoo
Kazoo amplifies company culture through its award-winning employee experience platform that delivers engagement, retention, performance management, and improved business metrics. As a dominant force in the HCM market with an industry-leading retention rate, Kazoo partners with more than 400 global organizations to build high-performance cultures and engaged workforces. Founded in 2013, Kazoo continues to revolutionize the employee experience with its platform based on the science of motivation, rewards, and recognition. To request a demo, visit info.kazoohr.com/demo-request.

The term “meaningful work” yields more than six million Google results. Acclaimed author Malcolm Gladwell started talking about meaningful work more than 10 years ago, and today we’re still finding countless books, articles, podcasts and posts on the topic.

So, what does “meaningful work” mean? Why is it important? And how do you achieve it?

We’re diving into all of this and more in our upcoming webinar next week, happening Thursday, August 2. (Register now to join us or to have the recording delivered right to your inbox.)

In the meantime, here are three factors that drive meaningful work.

1. Employees know their organizations’ missions and values.
Our study found that 95% of employees who found their work to be very meaningful reported having a good understanding of their companies’ missions and values. This makes sense – as they say, knowledge is power. Employees who operate in a silo often feel disconnected, unempowered and disengaged from the larger organization.

2. Managers have strong relationships with their employees.
We found that 73% of employees who had a good relationship with their boss outside of the office found their work very meaningful. The lines between work and personal life have become blurred. Mobile phones and remote work options mean there’s no longer an “off” switch. We’re accessible for personal reasons during our typical work day and business purposes after hours. As a result, strong personal relationships have a bigger affect on our professional ones – and our ability to find meaning.

3. Employees believe their daily work contributes to the greater good.
Not surprisingly, we found in our study that smaller companies were better able to foster meaning for their employees at work through them feeling like they contribute to the company in deeper ways. Often times it’s easier for employees at smaller companies to feel like true members of the team and form close relationships with co-workers more easily. Larger organizations can use real-time feedback, frequent goal setting and social recognition to help bridge that gap and empower employees and highlight the contributions they make in the company’s success.search for meaningful work

Next week’s webinar will share even more compelling statistics and important insights about what it takes for the modern employee to find meaning in the workplace, and a how-to for catering your engagement strategies to today’s workforce trends. Don’t forget to register!

Listen to "What Culture Could Be," a podcast by Kazoo
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How do you create a culture where people stay longer and customers are happier?

Especially with today’s young workforce in many technology companies, where the grass may seem greener on the other side or the next big career move is around the next corner, how can you retain top talent?

It starts with two important aspects of employee life, and life in general, for that matter:

  1. Meaning
  1. Connection

Pete Hess, CEO of Lithium Technologies, recently chatted with us on the What Culture Could Be Podcast, and his first-hand insights into creating a culture of teamwork and long-term tenure were valuable for teams large and small.

From his first major promotion to a management position after proving himself to be a high-performing salesperson to serving as CEO at two successful software companies, Hess shared valuable lessons in managing people and creating a culture of putting employees first.

Amazing Employee Experiences Lead to Happy Customers

While working at Advent software, Hess was faced with leading a team and wisely sought the advice of the then CEO, Stephanie DiMarco.

His desire to find some direction on what it takes to manage people was met with sage advice:

Focus on the success of your team and the success of your customers, and the results will follow.

Hess learned that focusing on the people working for him and beside him created a tight-knit team that lead to long tenure among the management team (and the entire organization) at Advent. When relationships were developed deeper, people tended to stay longer.

How Do You Retain Good Talent Today?

In the fast-paced workplace today with current generations in the workforce often switching jobs and companies every 3-5 years, is it even possible to achieve the type of tenure Hess and his team at Advent were able to realize?

Despite what others might say, there certainly is reason for hope.

Hess compared their approach at Advent to that of a farm system used by Major League Baseball teams. They hired young, invested a lot of training into new hires, promoted internally as much as possible, and tried to minimize outside hires at the executive level.

He shared how he often pointed out to his younger employees that staying put a little longer can actually be a good thing for their careers. By learning and growing within a company and a team that they have become familiar with, their development will actually increase at an even faster rate.

During the Dot-Com Boom (and Bust), Hess saw many employees leave Advent and eventually come back when their new opportunity didn’t exactly pan out.

It was there he learned a valuable lesson in putting employees first and what it means to the brand of your organization:

How you treat employees (and even former employees) affects your business, your culture, and your brand.

Hess described a phenomenon that became known as “boomerang” employees that left and then came back to Advent (even multiple times).

By treating employees who left the company with respect, even holding regular alumni events that celebrated current and former employees, the company was able to bring back top talent that went searching for a better opportunity elsewhere.


Creating a Culture Where People Want to Stay

There are three key components to creating a culture where employees have a strong desire to remain a part of the team:

  1. Help them feel like they’re progressing in their career

Provide opportunities for promotion, added responsibility, and a vision for their personal future, as well as that of the company.

  1. Keep them challenged

When team members become bored, they lose their passion for the work and their team.

  1. Make recognition a regular habit

Even more than recognition for the task at hand, any time you can tie recognition to the daily work being done and the overall mission of the company, you’ll create an environment where people want to stay. Feeling connected to the mission of the organization and feeling like they are contributing to that mission gives your team members a deeper sense of meaning.

Listen to "What Culture Could Be," a podcast by Kazoo

How to Connect Meaning and Mission

All too often, companies (especially those in a high-growth mindset) begin by focusing on the what of their brand:

What are we going to offer?

What is going to be our value proposition?

What are our differentiators?

With this approach, company culture ends up happening by accident.

It may turn out to be a good culture, if there is strong leadership at the top for others to emulate, but it is never well defined or communicated.

You can end up with some pretty good cultures, depending on the circumstance, but it’s accidental. And very often you don’t end up with great cultures…

— Pete Hess, CEO, Lithium Technologies

A better approach, in which you’ll be more in control over the future culture your team will produce is to start with the why and the how of your company, then get to the what.

Hess shared how they tactically approached this concept at Advent.

He created a team of leaders, not just by title, but by responsibility and those with internal influence within the company culture. Through somewhat of an internal think tank, he saw the team discuss the purpose of the organization, including:

WHY they existed

HOW they were going to make a difference

This lead them to define the values that were going to be critical to carrying out the mission that they had come up with together. The flushing out of the mission was not something that happened by the C-Level executives and was simply sent out in an email to the entire organization.

Listen to "What Culture Could Be," a podcast by Kazoo

It had been discussed with passion and open dialogue by various team members at all levels of the organization.

All of this informed the ongoing what of the organization as they approached their day-to-day work.

Continuing to Stoke the Fire

Hess cautioned that even when leaders initiate this healthy sort of internal discussion about the company’s mission and vision, it cannot be a one-time event.

Repetition and continuing to create opportunities for open discussion among the team were critical for his team, Hess shared.

It also took a lot of hard work at being vulnerable.

To passionately discuss sometimes emotional topics like mission, purpose, and meaning, team members have to have a level of trust with one another. This doesn’t happen without everyone on the team having a baseline of understanding and genuine care for one another.

These aspects are what make the real conversations possible about deep topics that impact company culture.

By allowing your team to contribute to the vision of the company, finding ways to connect that to their daily work, and fostering a sense of closeness within your team, you will begin to build a culture where people put forth their best effort.

There is no way this sort of culture will produce unhappy customers.


Your culture, in some ways, enables your whole business to take on the persona that you want, which is your brand.

— Pete Hess, CEO, Lithium Technologies

Then, happy customers will build your brand and your business for years to come.

This post is based on an interview with Pete Hess from Lithium Technologies.

To hear this episode, and many more like it, you can subscribe to What Culture Could Be: Cracking the Company Culture Code.

If you don’t use iTunes, you can find other listening options here.

We’re back with our series to introduce you to another one of our fantastic employees, Madeline Ryder. Madeline is on our engineering team and joined us about 10 months ago. Today we’re spending some time getting to know her and about her experiences as a female engineer in Chicago.

How did you find your way to Kazoo?

Networking at a womenHack event! At the Kazoo table, I met my future mentor, Nadia, a senior developer, and the head of our QA department, Marcie. We talked about the variety of opportunities at Kazoo and the dynamic environment the engineering team functions in. I felt like Kazoo was a place where I could be exposed to a lot of different engineering roles and grow as a developer. Now, I’m happy to report that my experience lines up with this initial conversation.

What does your role as Software Engineer entail? What does a typical day look like for you?

My role focuses primarily on creating new features or enhancing current functionality. A typical day for me always includes some mix of the following: meetings about the current project, development, research or time spent debugging a piece of the feature I am working on, talking with the product owner or other engineers about roadblocks and coming up with ideas to make our product work better.

How is Kazoo disrupting the HR technology space?

Our real-time performance management and social recognition platform helps address areas where I feel like we all have significant hang-ups at work. One of my favorite benefits of our recognition tool is visibility into positive feedback. As a relentless optimist, I find it so heartwarming to read about the appreciation my co-workers have for each other, primarily because I don’t work with everyone in my day-to-day activities. The tool allows me to see the impact of the work across our organization.

How did you get your start in development? What drove you to the industry?

My interest in development was driven by friends who were in the industry and a desire to change up my current career path. Before this position, I was an engineer working in the oil and gas industry. From that experience I knew I wanted to be more creative with my work, I wanted more flexibility, and I wanted to work on projects where you could see the results much sooner. My role at Kazoo is a better fit for me and checks all these boxes.

Have you found Chicago to be welcoming to female engineers? What’s the atmosphere/culture at Kazoo?

I have! The networking event I mentioned above was actually a women’s only event. I’d like to brag a bit about my mentor Nadia here. She is someone who not only always has time for my questions, but really takes the time to make sure anyone who wants to learn has the opportunity. At Kazoo we have many women in leadership roles and in positions all throughout the company. It’s fantastic to see especially at a tech company!

One more question, just for fun. Where is your dream vacation?

Lately, I’ve been obsessed with Peru and its beautiful landscapes. I love that there seems to be an unlimited number of hikes and it feels like a very remote destination. I’m also dying to spend a night cliffside in the Sacred Valley at the Skylodge. It’s this mountaintop glass pod with a beautiful view of the valley at sunrise and sunset. The pictures of it give me major travel envy.

**This news is prior to the combined company’s rebrand to Kazoo in April 2019.**


A little over 5 ½ years ago, my cofounder, Kenny Tomlin, and I set out to develop an employee-first solution that would deliver a more powerful employee experience while transforming bottom-line business results for companies everywhere

Our focus on empowering companies to build high-performance cultures and engaged workforces has driven us to transform our product platform to a holistic employee productivity, engagement, and performance management solution. And the most important component: the focus on the employee first and last.

From the start, YouEarnedIt has been committed to the vision of giving employees what they deserve when it comes to a better employee experience – and to serving companies as they seek better business performances. This past April, we chose to partner with Vista Equity Partners as they saw the vision and expressed a commitment to supporting us to achieve it, better, smarter, and faster.

Today, I’m happy to announce the next stage of that growth: YouEarnedIt is joining forces with HighGround, a leading real-time performance management and engagement provider, to revolutionize the Human Capital Management industry.

By pairing HighGround’s approach to performance management, and the innovations that we collectively bring in real-time recognition and feedback, engagement measurement, and employee-driven rewards, we are now able to serve our customers’ needs better, ensuring they have one partner to turn to as they seek to enhance their employee experience and build high-performing, engaged teams.

I’ve admired HighGround for a long time, watching as they evolved over the years and became a leader in real-time performance management and engagement, and am honored to announce this partnership today. Collectively, our complementary solutions now serve the human capital management needs of today’s changing workforce.

By uniting our two brands, we will have expanded resources to accelerate our combined product roadmap to deliver innovative solutions to our customers and the market at large.

Together, YouEarnedIt and HighGround will continue our shared commitment to lead the market so that finally companies can transform the employee experience in a way that transforms business for the better.

– Autumn Manning

Co-founder and former CEO, Kazoo


**This news is prior to the combined company’s rebrand to Kazoo in April 2019.**

Leaders in engagement and performance management combine to prioritize the employee experience in today’s workforce


AUSTIN, TX – July 19, 2018 – After receiving a strategic investment from Vista Equity Partners, YouEarnedIt, the leading employee experience Human Resources SaaS technology, today announced they are joining forces with HighGround, a leading real-time performance management and engagement provider, to revolutionize the Human Capital Management industry.

YouEarnedIt started in 2013 with a vision to provide an employee-first solution that would positively impact the employee experience and bottom-line business results across growing organizations. By partnering with HighGround, both organizations can better serve their customers across the SMB and enterprise space with enhanced social recognition, an unparalleled rewards engine, the ability to easily capture the voice of employees, and an industry-leading real-time performance management solution. YouEarnedIt and HighGround will continue to individually operate their award-winning platforms as the companies work to create an unparalleled, integrated talent management solution.

“As we expand our platform to better serve the needs and desires of employees to more deeply engage and have a direct impact on the bottom-line of their organizations, partnering with HighGround to deliver real-time performance management and engagement was a natural next step,” said Autumn Manning, co-founder and CEO of YouEarnedIt. “HighGround’s commitment to people-focused talent solutions and building real-time performance cultures squarely aligns with our mission to positively impact the lives of employees everywhere. Together, we will continue to deliver on our promise to enable customers to build winning cultures, engaged teams, and stronger business results by putting their people first.”

“At HighGround, we never stop looking for ways to help our customers create the most productive teams,” said Andee Harris, CEO of HighGround. “By joining forces with YouEarnedIt, we’re combining two world-class solutions to offer our customers an exceptional opportunity to achieve even more success.”

Achieving an industry-leading customer retention rate, YouEarnedIt works with more than 400 global businesses — from 100 employee companies to global Fortune 100 enterprises — to boost culture and bottom line results through its robust engagement platform that delivers recognition, rewards, incentives, feedback, and team insights. HighGround modernizes traditional HR processes by putting the employee experience first. Its real-time performance management and social recognition platform transforms organizational health by optimizing employee performance, productivity and engagement.

HighGround’s strategic position in the performance management industry merged with innovations from both companies in real-time rewards and recognition will provide a distinct competitive advantage for YouEarnedIt and HighGround customers. Through this partnership, YouEarnedIt and HighGround will gain expanded resources to accelerate their combined product roadmap, deliver innovative solutions to the market, and enable the best possible customer experience.

“We are thrilled to combine the best-in-class rewards and recognition solution with best-in-class performance management to help customers create value for their organizations,” said René Yang Stewart, Principal at Vista Equity Partners and Co-Head of the Endeavor Fund. “Businesses across all sectors face intense competition to attract and retain top talent. By bringing together these two industry leaders, we are helping customers attract and engage the best and brightest employees.”

As leaders in the Human Capital Management industry, YouEarnedIt and HighGround empower businesses to drive meaningful changes in culture, employee engagement, the employee experience, and bottom-line business metrics.

About YouEarnedIt

YouEarnedIt amplifies company culture through its award-winning employee experience platform that delivers engagement, retention, performance management, and improved business metrics. As a dominant force in the HCM market with an industry-leading retention rate, YouEarnedIt partners with more than 400 global organizations to build high-performance cultures and engaged workforces. Founded in 2013, Kazoo continues to revolutionize the employee experience with its platform based on the science of motivation, rewards, and recognition.

About HighGround

HighGround transforms the employee experience to optimize productivity and create a thriving organizational culture. The company’s real-time performance management and engagement platform connects and aligns organizations through employee-driven goals, continuous check-in conversations, peer-to-peer feedback, social recognition and pulse surveys. By bringing all of these people interactions together, it gives leaders an enormous amount of useful insights to make wiser decisions about how to invest in talent. With HighGround, customers like Patagonia, Echo Global Logistics and Allianz have inspired employees to reach their full potential, increasing retention, productivity, customer satisfaction, and ultimately drive bottom line results.

About Vista Equity Partners

Vista Equity Partners, a U.S.-based investment firm with offices in Austin, San Francisco, Chicago, and Oakland with more than $31 billion in cumulative capital commitments, currently invests in software, data and technology-enabled organizations led by world-class management teams with long-term perspective. Vista is a value-added investor, contributing professional expertise and multi-level support towards companies realizing their full potential. Vista’s investment approach is anchored by a sizable long-term capital base, experience in structuring technology-oriented transactions, and proven management techniques that yield flexibility and opportunity in private equity investing. For more information, please visit www.vistaequitypartners.com.

Successful entrepreneurs may start with a great idea — but they succeed because they enable innovation, stellar results, alignment to the mission, and a willingness to go into battle together. They win by creating amazing company culture. Great cultures drive exceptional business results, not the other way around. But where can you find company culture examples that deliver winning results?

company culture examples

Listen now

You will find them in the new podcast from our CEO Autumn Manning, What Culture Could Be. In this podcast, you’ll hear how successful organizations around the world have optimized people practices to get big results, what great teams do to win, and how executives create workplaces that are hard to leave.

Company Culture Examples — Why Now?

Great company culture has never been more important.

According the the latest LinkedIn Jobs Report, more than 70% of employees said they would not take a job where there was bad company culture. Bad company culture chased prospective employees away at a higher rate than lower salary (68%) or forgoing a fancy title (27%).

It takes more than ping pong tables and baristas to build a great culture. But what really matters?

In the introductory episode of What Culture Could Be, listeners can expect to take part in a dialog about what culture is and isn’t, and to share in honest conversations around what has worked in certain industries, and what old tools need to be thrown out.

Future episodes will be rich in company culture examples. Each episode features an interview with a founder or executive, a practitioner, or thought leader discussing a variety of topics, including:

So tune in. Get company culture examples. See how you can build a company culture that wins.

About Kazoo:

Kazoo amplifies company culture through its award-winning Continue reading “Cutting-Edge Company Culture Examples: Introducing “What Culture Could Be””

You’ve identified your needs, researched HR strategies, chosen a technology partner and launched your real-time performance management and/or social recognition platform. Your job here is done, right? Wrong. The best-planned program can still fail miserably if it doesn’t become a part of your organization’s everyday activities.

We’ve asked our clients for their top suggestions for keeping their programs fresh.

1. Award limited edition badges for a get-it-before-it’s-gone sense of excitement. These can be specific to company events or milestones or celebrate new products or services. More generally, these badges can be in support of standard holidays like administrative assistant day, etc. or even made up holidays. One Kazoo client created a Chuck Norris-themed badge to celebrate its “Day of Awesomeness.”

2. Create a monthly award to reinforce your company mission and values. These could support the behaviors and competencies the organization wants employees to embody, such as community or integrity, and be awarded in a town hall meeting setting or announced in the platform.

3. Bring the online program offline. Use other avenues such as newsletters, executive emails and manager meetings to share what’s happening on the platform – whether that’s kudos for a new client win, reminders that quarter goals are due or sharing which departments have requested the most feedback.

4. Create an “on the spot” agenda item in leadership meetings to review each department’s usage stats and talk through any anomalies. This ensures that issues don’t go unresolved for too long – and helps executives identify the program champions.

5. Integrate, integrate, integrate. The easier the program is for employees to participate, the better. Systems like Kazoo can integrate with tools like Outlook, SharePoint, Yammer – wherever employees spend the most time communicating and collaborating.

6. Create a live feed of employee recognitions through the use of in-office monitors. Put them up in the kitchen and other places employees hang out TVs in the office, to further promote and reinforce the use of the system.

7. Put new badges and rewards up for an employee vote. Not only will it engage teams to choose their favorites, but it will create a sense of ownership and increase the chances of them awarding each other the badge or trying to earn the reward.

8. Challenge employees to request a new type of check-in with their manager. It can be difficult to move outside their comfort zone but interacting in a new way – whether it’s around goals, career development or feedback on a completed project – could re-energize employees and lead to more continued conversations.

keep employees engaged

9. Award individuals, teams, departments or even entire business units for reaching milestones in the system. The first employee to set and reach their quarterly goals could earn lunch with the CEO, or the department that is most active in giving out recognitions could earn a half day of vacation.

10. Conduct regular training or even monthly refresher sessions to create an ongoing opportunity for employees to ask questions and learn more about the system or program in general.

11. Find ways to share positive examples of usage. Examples could include an employee newsletter feature on an individual who earned a promotion after having frequent coaching sessions with their manager on improving their weaknesses or hosting a company-wide lunch to celebrate recent milestones in the system.

12. Give employees ways to invest in the system. Asking for their feedback on processes or how often they’re expected to set goals will get them more involved behind the scenes. If they feel a part of the decision-making process on a deeper level, they’ll be more committed to using it.

13. Relate the tool to everyday activities happening in the office. Having a company meeting? Run a pulse survey in the system about how the meeting went. Having an off-site field day? Give winners a special field day badge. Having a chili cookoff? Announce the winner in the system. Get into the habit of making the program a part of every facet of the business.

14. Assign days where employees who are recognized are required to “pass it on” by then sending a badge to someone else. This gets employees excited to see who’s next and keeps the activity high.

15. Encourage employees to access the system in new ways. This reinforces that employees can send badges, request feedback or update their goals via their desktop, their mobile phone or directly in other communication or collaboration tools.

16. Hold coffee/happy hour sessions with an in-office kiosk, desk or booth to promote new materials or act as a listening hour to hear feedback on processes both in the tool and outside of the tool. People love free drinks!

17. Start a Tips of the Week column on the company intranet or distributed via email. This will share tips and tricks for using the tool, promote new features and functionality or even link out to articles and research that talk about the employee benefits of requesting feedback or setting goals.

keep employees engaged


Today, the evidence can’t be denied — the more you invest in a better employee experience, the greater impact you will see on your company’s bottom line.

The Kazoo team recently did a research analysis of exactly how employee experience impacts the bottom line. You can find all of our findings in The Employee Experience Quantified.

However, many executives still underestimate the business impact of the employee experience, meaning your company’s programs and engagement efforts often lack support.

Get Started with Kazoo

After surveying more than 900 full-time employees and C-level executives for The Employee Experience Quantified, it’s obvious what’s creating the disconnect between employees and executives: the lack of a clear business case.

That’s why we’ve pulled from the findings in The Employee Experience Quantified to publish Quick Tips for Building Your Employee Experience Business Case:

Quick Tips for Building Your Employee Experience Business Case - Kazoo

Download now

Download this short guide to discover:

  • Six KPIs executives care about that are directly impacted by the employee experience
  • Five quick tips for building your employee experience business case to executives
  • New stats and survey results from Kazoo on the employee experience

Armed with these quick tips and a clear employee experience business case, your organization will be well on its way to getting executives on board with these programs and reaping benefits for employees and the bottom line alike moving forward.

About Kazoo:

Kazoo amplifies company culture through its award-winning Continue reading “Quick Tips for Creating Your Employee Experience Business Case”