Nectar

If your employee feedback survey will take more than 10 minutes to complete, response rates drop up to 40%. This isn’t the time to ask about everything under the sun. The best survey is the survey that actually gets completed. Questions must be: - short - clear - focused Follow these question-writing tips from Craig Forman's "Listen Up" and you'll be on your way. Then once you have the results, start making some changes.

Picture this: You send a company update to 2,000 employees. Then you realize the link is wrong. Womp womp. Before: You panic, rush to send an apology, and hope people see the new message. Now: You fix it in 10 seconds. No one even knew what happened. Nectar Comms now lets you edit links after you've already sent a message. PLUS, now you’ve got full click tracking across email, SMS, Teams, and Slack — all broken down by department and location. Stop guessing who is or isn’t clicking and start making adjustments that actually get employees to engage.

Want more responses when you send your next engagement survey? Do less. Seriously, you have permission to keep it this easy. Here’s what actually works: ⏲️ Keep it under 5 minutes. ❓ Ask no more than 11 questions. 🔔 Send reminders. 👥 Partner with managers to promote it. 🙏 Thank people for participating. 📨 Send it sooner rather than later. It’s tempting to wait for a specific time of year to send a feedback survey. You don’t need it to be the end of the quarter or the exact middle of the year or the perfect day of the month to announce a survey. Because that’s one more thing most companies miss: Surveys are only as effective as your internal comms. Build the survey, pick a send date, clearly announce it, and send multiple reminders. If no one knows it’s happening, they won’t complete it.

The worst thing you can do with employee feedback? Nothing. Getting feedback and not acting on it is worse than never asking at all. Because now: - Expectations are higher - Trust is lower - Employees feel ignored Doing nothing is just one type of “trust-crushing action” that culture expert Craig Forman details in his new book, Listen Up. Watch out for these mistakes after your next survey ends. - Delaying too long - Overpromising - Working in secret - Pressuring managers - Using data to blame

"If we got rid of Nectar, our staff would probably riot." The most common feedback that Megan, the Director of People Operations, received when visiting Galliant's 14 clinics? More Nectar points, please. People wanted to show more appreciation to their peers. When before the small things went unnoticed, "Nectar fills the gap" when it comes to recognition. With staff actively looking for opportunities to uplift and support each other, Galliant has reduced inconsistent feedback and decreased instances of feeling forgotten.

Treating burnout by managing symptoms is the wrong approach. It’s the workplace version of handing someone Tylenol for a chronic headache… without ever investigating what’s causing the headache. Yes, support matters: - mental health benefits - mindfulness resources - PTO nudges - EAP reminders But if the system keeps generating chronic overload, “support” becomes a treadmill. You’ll keep seeing the same patterns show up as: - higher turnover and backfill costs - more errors, rework, and escalations - lower throughput and missed SLAs - managers stuck in constant triage - inconsistent customer experience Katie Boston-Leary, PhD, MBA, RN, FADLN, FAONL, FAAN makes the business case in the video: Stress can start at the front end of the continuum and slide into burnout, depression, and worse. That’s why leaders have to intervene early — before people end up “somewhere in the middle or towards the back end of an unfortunate circumstance.” So keep the Tylenol. Provide support. Then do the real work too: Reduce the chronic stressors that keep creating the headache. Watch the full video here: https://hubs.ly/Q04bC8XM0

If your CFO asked you right now "What are we spending on recognition?" could you answer in 30 seconds? You wouldn’t be alone if you can’t. Most HR teams scramble to answer. But you don’t have to be stuck exporting a spreadsheet, cross-referencing the invoice, building a slide, and hoping the numbers are right. Nectar's new Budgeting tools give you the answer in real time: → See spend by department, team, and time period → Set budgets and track against them — all based on actual usage → Give finance the visibility they've been asking for Recognition isn't a soft cost or just something you do. Instead of seeing it as an expense, it’s time everyone saw it as an investment. And with Nectar it’s an investment that you can measure, optimize, and defend.

HR isn’t supposed to be a ticketing system for employee moments. But in a lot of companies, HR ends up spending an absurd amount of time manually coordinating things that should be predictable and repeatable: - onboarding follow-ups - anniversaries and milestones - manager reminders - open enrollment campaigns - training and certification recognition The ongoing problem? These moments tend to be run on spreadsheets, individual calendar reminders, and human memory. When HR operates like that, two things happen: 1) HR gets stuck doing busywork instead of supporting people and leaders. 2) The employee experience becomes inconsistent because manual systems break. That’s why we built Flows. Flows automates employee moments without losing the human touch. You orchestrate the journey — with triggers and branching logic — so the right nudges, messages, and recognition happen automatically for every employee. Now you can stop chasing tasks and start supporting the people.

You can’t “coach” someone out of a broken system. An ICU nurse shares what happens when unsafe staffing ratios collide with real human limits: assigned 4 ICU patients, gets sick early in the shift, can’t go home because there’s no coverage, and spends 12 hours sprinting — late on meds, late on care — just trying to keep people safe. Then the kicker: When something goes wrong, the ratio-setters aren’t the ones held accountable. The frontline worker is. And the customer (patient) suffers. If you want customers cared for, you need to care for employees. Here’s a simple leadership checklist: 1) Staff for reality, not optimism If the plan only works on “perfect attendance,” it’s not a plan. 2) Create true surge capacity Floats/on-call/backup coverage isn’t “extra”—it’s safety. 3) Make it safe to tap out If people can’t go home when sick, you’re guaranteeing worse outcomes. 4) Measure leading indicators, not just failures Workload, overtime, missed breaks, turnover risk, near-misses. 5) Put accountability where decisions are made Don’t let frontline teams carry the consequences of upstream choices. Customers don’t experience your intentions. They experience your operations. And your operations start with how you support the people doing the work. Watch the full video, "Inside the Healthcare System That's Breaking Nurses," here: https://hubs.ly/Q04byFYg0

When recognition is a priority from Day One, you minimize common worries like... Did I make the right choice? Does anyone actually care that I’m here? Is it really possible for me to succeed… and even thrive? And when 44% of new hires say they've had "regrets or second thoughts" within the first week of their new job, onboarding can't be just paperwork and policies. Intentionally include consistent, public recognition within onboarding and instead of creating worry you.... Boost employee morale. Improve engagement. Build confidence.