4 HR Projects to Stop Doing Manually and Automate With Nectar Instead

HR teams like yours spend way too much time on manual tasks. This keeps you stuck in admin work rather than collaborating with managers and influencing employee engagement. Manual systems mean milestones get missed; employees don’t know their impact; you get overwhelmed.

And when milestones and recognition happen inconsistently, if at all, employees feel it. Existing trust disappears, or it doesn’t get built at all. Culture suffers. People leave.

Instead of relying on a combo of calendar reminders, spreadsheet tracking, and your memory, you can now design automated workflows that tie it all together — communication to employees, notifications to managers, survey requests, recognition moments — in Nectar.

Here’s four use cases for building with Nectar Flows to tackle inconsistent onboarding, keep milestones prioritized, and minimize turnover.

New Hire Onboarding

When onboarding fails, employees don’t get invested in the workplace. They doubt whether they made the right choice and wonder whether anyone cares about their success. They start looking for a new gig.

Avoid subpar onboarding experiences and instead prioritize employee engagement by building a clear onboarding workflow in Nectar. One that will run every single time for every new employee.

Here’s what a Nectar onboarding flow often includes:

Pre-boarding: Once a candidate accepts an offer, the flow is triggered by the HRIS (or another tool) to send a “welcome” email via Nectar Comms. This email shares all relevant details for their first day.

Day 1: The flow sends an official “first day” email, Slack/Teams message, and/or text message (all through Nectar Comms). The flow also awards the new hire Nectar points to celebrate their first day. This milestone is public on the Nectar feed for all teammates to see.

Day 7: Acknowledge the finish of the first week; you choose whether that includes email, Slack message, or SMS. This is an opportunity to share about company values or priorities. Or just remind them how happy you are that they joined.

2-week pulse survey: Gauge how they feel about the first two weeks by sending a link (via
email, SMS, or messaging app) to a Nectar Engage pulse survey.

Day 30 survey/check-in: Send an engagement survey with no more than 10 questions. Focus it on the onboarding experience. You can do this because Nectar Engage provides tools for building fully custom surveys.

Day 60 pulse survey: After another month, send another Nectar Engage pulse survey.
Compare their experiences with the initial survey.

Day 90 check-in: Because most new hires leave around the 90-day mark if a job isn’t working
out, this check-in is key to retaining talent. Send an email or message to set up an official “stay” interview.

This sequence of actions happens on schedule every time because of the delays you set
between each task or action.

30-60-90 Day Manager Nudges

How you collaborate with and support managers can make or break how new employees feel about their role.

Just like you, managers know that they should celebrate new-hire milestones (along with the
anniversaries of their existing team members). They know they should get feedback from and check in with new people. But they’re not doing it perfectly because, just like you, they have a million tasks to juggle. These managers care, but without clear reminders or a system, moments get missed.

With a dedicated “nudge” workflow for 30-60-90 day tasks in Flows, you support both managers and employees:

Before a new hire’s start date: Notify the manager about tasks they need to complete and
remind them what needs to happen on the first day.

On a start date: The new employee’s manager is sent a notification (via email, messaging app, or SMS) with a schedule or reminders for the day.

7 days after starting: The flow sends a reminder to the manager to send a Nectar shoutout to their new hire. By publicly celebrating this team member, you model to the whole company what the priorities are. And the manager gets a specific opportunity to call out this new person for an early win.

30 days: Notify managers with a reminder to hold an official 30-day check-in. Provide examples of questions to ask and give clear guidance for how this check-in should run.

60 days: Notify managers with a reminder to hold a two-month check-in. Provide an example agenda to follow with specific goals for the meeting. This is another opportunity to help managers communicate expectations and align new employees with company goals.

90 days: Managers receive a reminder to complete a 90-day check-in. Remind managers that
this isn’t about performance but rather making sure the employee has everything they need to keep succeeding. (As HR leader, you can also hold a 90-day “stay” interview at this point.) The reminder also encourages the manager to send another shoutout in Nectar.

Work Anniversaries and Milestones

You don’t want to have any “missed moments” for new employees or loyal team members. With Nectar Flows you automate milestone recognition, celebration messages, and the related manager nudges.

Build a flow to award points on birthdays, work anniversaries, and promotion days. This isn’t just about sending notifications to the individuals. These moments get posted on the Nectar feed so every single person in the company is aware (and can share extra Nectar points to celebrate).

Along with auto-awarding those points, the flow can and should send org-wide comms
celebrating the biggest milestones. These messages ensure each person gets spotlighted for their achievements. Consistent, public recognition like this shows employees that their work is seen and noticed.

Senior HR Director Hannah Rutt from Accra said of Nectar: “We used to spend up to two days
each month manually recognizing employees. Now, Nectar handles all of that automatically,
which has been a huge time-saver.”

Learning and Development Recognition

It’s one thing to provide employees with a list of learning resources. It’s another to celebrate
their development across the organization.

If employee efforts to grow their skills go ignored, that sends a signal that it doesn’t really matter what they do. But Nectar Flows allows you to make growth synonymous with appreciation.

As employees earn certifications, finish courses, or complete training, create a flow to publicize those wins to the whole company. Nectar integrates with many HRIS tools and other software, so as people complete training or courses, the flow will be triggered to send points and recognition.

When someone finishes a training or certification, managers should also be notified via the flow. This keeps them in the loop and gives them a chance to send a shoutout of their own. Particularly when managers have a large number of direct reports, this notification gives them an indicator about employee engagement.

Orchestrate Employee Experiences With Nectar Flows

With API and integration triggers and logic branching, you build and manage employee
experiences that suit every type of employee you hire. By connecting communication, surveys, and recognition, fewer moments get missed and employees feel valued instead.

What will you stop doing manually and build with Nectar Flows instead?