{"id":1881,"date":"2024-11-26T13:18:10","date_gmt":"2024-11-26T13:18:10","guid":{"rendered":"https:\/\/mo.work\/?page_id=1881"},"modified":"2025-03-12T16:56:39","modified_gmt":"2025-03-12T16:56:39","slug":"quark","status":"publish","type":"page","link":"https:\/\/mo.work\/case-studies\/quark\/","title":{"rendered":"Quark"},"content":{"rendered":"
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The challenge:<\/h2>\n\n\n\n

“A sense of disconnection across teams.”<\/h2>\n\n\n\n

Quark<\/p>\n\n\t<\/div>\n\n\n\n

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Sound familiar? A lack of collaboration and celebration and no standardised recognition procedures were some of the challenges Quark faced when they first came to us in early 2022.<\/p>\n\n\n\n

As a software company specialising in content automation, intelligence and design software, they knew their lack of team cohesion was slowing performance and sabotaging creativity. <\/p>\n\n\n\n

Quark wanted to create a sense of connection<\/strong> with their teams of 200+ employees, distributed across India and the rest of the world.<\/p>\n\n\t<\/div>\n\n<\/div>\n\n\n\t<\/div>\n\t\n\t\t\n\t\t\t\n\t\t\t\t<\/path>\n\t\t\t<\/g>\n\t\t<\/svg>\n\t<\/span>\n<\/div>\n\n

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Quark’s HR team needed a solution<\/strong> to bring their global team together.<\/h2>\n\n\t<\/div>\n\n\n\n
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Quark was already making moves to improve its company culture \u2013 such as the OneQuark initiative, which put a new emphasis on celebrating the team\u2019s diversity as well as introducing more activities for wellness and team bonding. But they also needed practical help with embedding the company\u2019s values into the day-to-day actions of managers and employees.<\/p>\n\n\n

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\u201c<\/span>If we continued without a solution, we would run the risk of poor employee morale, work ethic, and ultimately retention.\u201d<\/span><\/p>\n\t\t<\/div>\n\t\t\n\t\t\t

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\n\t\t\t\t\t\"Hedieh\t\t\t\t<\/div>\n\t\t\t\t
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\n\t\t\t\t\t\tHedieh Kazemzadeh<\/strong>\n\t\t\t\t\t\tPartner Marketing Executive<\/span>\n\t\t\t\t\t<\/p>\n\t\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t<\/cite>\n\t<\/blockquote>\n<\/div>\n\n\n

Feelings of isolation and disconnection among team members spread across various global locations, hindering collaboration and camaraderie. <\/p>\n\n\n\n

Critical contributions and achievements of employees often went unacknowledged, leading to decreased motivation and a sense of underappreciation. <\/p>\n\n\n\n

Finally, a lack of a standardised approach to employee recognition across different teams and managers, resulting in inconsistent experiences and potential feelings of inequity among staff members.<\/p>\n\n\t<\/div>\n\n<\/div>\n\n\n

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What brought Quark to Mo?<\/h2>\n\n\t<\/div>\n\n\n\n
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Quark’s engagement goals were clear. They wanted a one-point communication platform for their 200+ employees, a place where they could celebrate work-related wins and drive uptake of employee recognition<\/a> and incentives.<\/p>\n\n\n

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\u201c<\/span>Mo distinguished itself by meeting all the critical factors we outlined when beginning our search,\u201d says Hedieh. \u201cWe really loved Mo’s approach of offering currency instead of traditional \u2018points\u2019…\u00a0 ensuring employees in the different locations could receive recognition in their local currency.\u201d<\/span><\/p>\n\t\t<\/div>\n\t\t\n\t\t\t

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\n\t\t\t\t\t\"Hedieh\t\t\t\t<\/div>\n\t\t\t\t
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\n\t\t\t\t\t\tHedieh Kazemzadeh<\/strong>\n\t\t\t\t\t\tPartner Marketing Executive<\/span>\n\t\t\t\t\t<\/p>\n\t\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t<\/cite>\n\t<\/blockquote>\n<\/div>\n\n\n

Quark’s needs, in summary:<\/p>\n\n\n\n