{"id":902,"date":"2024-06-11T09:51:27","date_gmt":"2024-06-11T09:51:27","guid":{"rendered":"https:\/\/mo.work\/uncategorized\/employee-engagement-should-start-from-the-bottom-up\/"},"modified":"2025-02-17T09:54:04","modified_gmt":"2025-02-17T09:54:04","slug":"bridging-insights-to-action-should-start-from-the-bottom-up","status":"publish","type":"post","link":"https:\/\/mo.work\/insights\/bridging-insights-to-action-should-start-from-the-bottom-up\/","title":{"rendered":"Employee Engagement Should Start From the Bottom-Up"},"content":{"rendered":"\n

Here\u2019s an important truth: insights must lead to action<\/strong>. Let\u2019s say the results of your employee engagement survey have come in and you\u2019ve drawn some conclusions. <\/p>\n\n\n\n

Employees don\u2019t feel their contribution is meaningful, managers aren\u2019t always aware of the invisible work their team is doing, and if they are, they don\u2019t have the means to reward them quickly.<\/p>\n\n\n\n

One conclusion of your employee engagement survey analysis should be a commitment to bridge these insights into meaningful action<\/a> \u2013 even if your overall scores are stable. Effective recognition ensures engagement remains high, but you need a system that connects your insights to realistic steps.<\/p>\n\n\n\n

Mo is a culture and engagement platform that uses data insights to drive real improvement in engagement scores while reducing staff turnover. We strategically help people teams create great places to work through continuous, positive action.<\/p>\n\n\n

\n\t\nSpeak to an expert<\/span>\n\t\t\t\t\n\t\t\t\t\t<\/path>\n\t\t\t\t<\/svg>\n\t\t\t<\/span><\/a>\n<\/div>\n\n\n\n
<\/div>\n\n\n\n

Insights to Action: Change is Pivotal to Growth<\/h3>\n\n\n\n

But what does a new and better system look like? Your platform needs to be used by as many employees as possible \u2013 and that means they need to want<\/em> to keep coming back to it, because it\u2019s intuitive, impactful and built with them in mind. As we like to say, it\u2019s built from the bottom up rather than the top down.<\/p>\n\n\n\n

You can\u2019t single-handedly solve employee engagement as an HR department. But with enough leadership buy-in, you can give your people the means to improve it for you.<\/p>\n\n\n\n

HR tools Shouldn\u2019t Just Exist to Make Admin and Analytics Easier<\/h2>\n\n\n\n

Picture a family car that\u2019s designed with only the driver in mind. There\u2019s no expense spared on the experience behind the wheel \u2013 heated massage seats, state-of-the-art 3D sound system, and steering wheel dressed in the finest leather. But to keep the price affordable, all of those luxuries mean the passengers have to make do with just a seatbelt and some uncushioned polyester.<\/p>\n\n\n\n

Can you imagine any passenger wanting to take a ride in that?<\/p>\n\n\n\n

Often employee recognition platforms can be a bit like that car, with HR teams taking the place of the well-catered driver. They\u2019re pitched to HR managers as a tool for simplifying the admin behind tracking employee impact KPIs and issuing rewards, as well as for gathering data insights on employee engagement to help shape future campaigns.<\/p>\n\n\n\n

Insights Are Limited Without Action<\/h3>\n\n\n\n

While that\u2019s great for the HR department, it doesn\u2019t always lead to the most user-friendly software for everyone else. If they\u2019re built as an HR tool first and foremost, the employee UX can easily become a sidenote. That\u2019s particularly noticeable when the priority is to gather as many data insights as possible for your leadership team \u2013 making the employee side of the platform feel overly complex.<\/p>\n\n\n\n

Whatever the case, an employee recognition platform that isn\u2019t built with an easy employee experience at the forefront is always going to struggle to keep those users on board. That in turn makes it less useful for HR teams, and the less useful it is for them the less they will make use of it too.<\/p>\n\n\n\n

And if no one is using the platform, it may as well not be there.<\/p>\n\n\n\n

What Does \u201cBuilt From the Bottom Up\u201d Action Look Like?<\/h2>\n\n\n\n

Simple: action looks like an effective and bespoke employee recognition. But for employee recognition software to work from the bottom up, it needs to do several things.<\/p>\n\n\n\n

The first is giving employees themselves more power to spotlight their peers. All too often, employees become disengaged because their contributions end up becoming invisible work \u2013 they might be making a huge impact on their team\u2019s performance or the efficiency of a certain process, but because that impact isn\u2019t captured in a KPI it\u2019s not seen by the managers who put people forward for rewards.<\/p>\n\n\n\n

The second is extending more autonomy to managers to give out rewards when they are aware of an employee\u2019s contribution, without having to chase authorisation from someone higher up. Not only does that empower the managers themselves, but it also means employees get more immediate recognition because they\u2019re not waiting for paperwork to clear before they see their reward.<\/p>\n\n\n\n

<\/div>\n\n\n
\n\t
\n\t\t
\n\t\t\t
\n\t\t\t\t\n\n

Join our community<\/p>\n\n\n\n

Sign up for our Mo newsletter, packed with the latest data, product updates and new podcast episodes -><\/p>\n\n\n\t\t\t<\/div>\n\t\t\t

\n\t\t\t\t\n
\n\t