Nectar

70% of employees don't sit at a desk, but most employee recognition platforms still require a corporate email to log in. See the problem? The people stocking shelves, caring for patients, and working the floor deserve recognition too. So Nectar's fixing that. Introducing: Sign In With Phone Number. Employees can now log in with their phone number. No corporate email required. With a quick verification code, they're in. Here's why this pushes recognition to happen every day: 🔑 Frontline teams get instant access: No waiting for IT to create accounts. 🙌 Everyone’s included: Recognition doesn't feel like a perk reserved for desk workers. ⬆️ Participation goes up: When it's easy to get started, recognition starts flowing sooner. More recognition = happier employees who won't want to leave. With phone number sign-in, Nectar can reach every corner of your company — warehouses, hospitals, retail floors, and restaurants included. Phone number sign-in is available for all Nectar customers. Open to learning how to make recognition a daily habit with Nectar? Book a demo: https://hubs.ly/Q048WmYG0

Staying on top of recognition, comms, engagement, and performance takes more than disjointed to-do lists. When HR teams proactively create a healthy, vibrant organization, they see: - Reduction in turnover - Increases in productivity - More trust in leadership - Less burnout Use these April events and activities as your planning blueprint to lead with intention rather than scrambling to keep up.

Know someone in #UtahSales looking for their next role? Introduce us! See full job descriptions ⬇️ Account Executive: https://hubs.ly/Q048wHxZ0 Sales Operations Specialist: https://hubs.ly/Q048wL2J0 SDR: https://hubs.ly/Q048wHL60

85% of employees don't feel comfortable giving honest feedback. What are you doing to bridge that gap? Hint: The answer isn't more or longer surveys. You need a better system for listening AND acting. We're talking: ✅ Surveys that employees want to complete (not ignore) 🔎 eNPS + pulse tracking to catch issues early 🔦 Clear visibility into what’s driving engagement (and turnover) 🏆 Incentives + multi-channel distribution to increase response rates Nectar Engage fills the gap of what employees think vs. what leadership hears. With that visibility into engagement and performance, you make plans that actually help you keep your best people. Curious what employee listening looks like with Nectar? Take a self-guided tour: https://lnkd.in/gw9Dkf59

Since 2022, more than 138,000 nurses have quit the industry. The National Council of State Boards of Nursing projects that up to 800,000 nurses plan to leave the profession by 2027. Put simply, the system is collapsing. From our research, there are four ways the healthcare system is actively failing its nurses. Dive into the stories of nurses on the frontlines of this collapse: https://lnkd.in/gjtrj-DG

63% of employees reported that their company is NOT great at communication. Yikes. We’re sending our Internal Comms Toolkit to newsletter subscribers tomorrow. This includes templates, frameworks, and practical steps that can:   - Reduce hesitation to participate in employee programs, like peer-to-peer recognition - Decrease employee confusion and increase engagement at work - Reinforce company core values WHAT'S IN THE TOOLKIT: 📝 Comms Audit Framework A complete assessment with practical to-dos for addressing problems in six areas of internal comms 📐 Metrics for Measuring Reach and Sentiment In-depth breakdown of quantitative and qualitative metrics (and why you need to care about both numbers and feelings) ✅ Checklist for Building Internal Comms Do and don’t best practices for creating a comms program that isn't just "post everywhere all the time" 🚩 Red Flags Your Comms Strategy Isn’t Working Warning signs your messages aren’t helping people stay in the loop 🔔 Channel Breakdowns: What to Post and Where  Strategy and tactics for sending messages to the right people at the right times 📍 Your 4-Week Roadmap and Plan Complete implementation outline for using the toolkit to minimize uncertainty in ~30 days Want on the list? https://lnkd.in/gaY-Kdbs

Nearly 79% of people who rated their company’s communication as excellent ALSO said that their engagement at work is high or extremely high.* Communication and engagement at work are inextricably linked. So what’s the key to announcements and reminders that get people to actually do something? It’s not being louder. Not posting more places. Not adding new tools. It’s being predictable. When employees know: - When updates are coming - Where those updates live - Why decisions were made - What to focus on They feel more confident and engaged. That makes them more likely to show appreciation for team members. And more likely to receive recognition from coworkers. Which makes everyone more likely to stay. And that engagement isn’t a “nice to have.” It’s a “must have” if you want to recognize and keep your best people. Curious how else you can leverage comms without creating more noise? You'll want the Nectar Newsletter, sending this Thursday: https://hubs.ly/Q047zRyc0 *Based on a 2025 Nectar report.

91% of employees said internal communication has the most significant impact on their morale.* So it shouldn't be a hassle for deskless workers to simply know what's going on at their job. For the nurses at Nazareth Home, everyone finds updates in one place — no computers required — because "everybody's looking at Nectar." As Mary Haynes, President & CEO of Nazareth Home says, "They have their phones and automatically get messages from Nectar." It doesn't get much more convenient than that. *Based on a 2025 Nectar survey

Of course you should care about the high open rate of that announcement about your recognition leaderboard. But… Open rates measure a moment of attention. Not understanding. Not action. Not trust. If you’re not pairing reach with sentiment, you don’t get the full picture. So, pick just two metrics to start. 1 quantitative “reach” metric: - Opens - Attendance - Submissions - Participation 1 qualitative “sentiment” metric - Feedback themes - Clarity and confidence - Pulse check sentiment Focus on reviewing your metrics for 15 minutes a couple times each month. You'll start seeing patterns that should influence how you do your next company update. Next week we share all the nitty-gritty details for HR teams trying to take comms from short-terms wins to long-term retention. Subscribe here: https://hubs.ly/Q047zj2F0

The fastest way to destroy trust: Ask employees for feedback... Then do nothing visible with it and never bring it up. No, you'll never have immediate solutions, but you can (and should) publicly say “Here’s what we’re hearing.” As you acknowledge what's been shared in surveys: 1. Share the top themes, up to three. 2. Announce one or two areas of improvement. 3. Outline what you'll be doing about it. When doing post-survey comms, be specific and realistic. Say what you’ll do — without overcommitting — and the timeline you'll be following. Then go do it. That's how communication builds credibility.