{"id":1111,"date":"2024-06-04T13:03:45","date_gmt":"2024-06-04T13:03:45","guid":{"rendered":"https:\/\/mo.work\/uncategorized\/the-best-places-to-work-rely-on-action-not-just-insights\/"},"modified":"2025-02-17T09:29:36","modified_gmt":"2025-02-17T09:29:36","slug":"the-best-places-to-work-rely-on-action-not-just-insights","status":"publish","type":"post","link":"https:\/\/mo.work\/insights\/the-best-places-to-work-rely-on-action-not-just-insights\/","title":{"rendered":"Employee Engagement: Rely on Action, Not Just Insights"},"content":{"rendered":"\n

When our CEO, Luke Fisher, spoke at the UKG Aspire Conference, 80% of the attendees agreed with this statement on \u2018insights to action\u2019: <\/p>\n\n\n\n

\u201cThe employee engagement market is over-indexed on measurement and lacks effective ways to drive action across the organisation. That\u2019s why we are pioneering insights to action as a driver of business success, especially for those measuring employee engagement.\u201d<\/strong><\/p>\n\n\n\n

In Great Place to Work UK\u2019s report on the 2024 Best Workplaces<\/a>, culture is the common denominator between the organisations in the top spots. But how do they take action to create the right kind of company culture?<\/p>\n\n\n\n

Measuring Employee Engagement is Only the Beginning<\/h3>\n\n\n\n

Insight is part of it \u2013 you need to know what\u2019s working and where employees are becoming disengaged. However, measuring employee engagement with survey analysis is only one-half of the equation. Creating a truly great place to work is also about how you\u2019re able to take those insights and turn them into tangible actions that shape the culture your employees see. That\u2019s why businesses need an employee engagement survey action plan.<\/p>\n\n\n\n

Are you struggling to take action after getting the results of your employee engagement survey? Keep reading for our expert insight on transforming your workplace culture.<\/p>\n\n\n

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The Best Workplaces are Creating a Sense of Belonging<\/h2>\n\n\n\n

The idea that culture is as important to employee engagement as pay and benefits is hardly a bold suggestion anymore. McKinsey outlined it back in 2021<\/a> in a report on attrition and attraction \u2013 pay, benefits and perks are still front of mind, but employees also want to feel valued by their organisations, to have their contributions genuinely seen by their managers, and to have meaningful interactions in the workplace.<\/p>\n\n\n\n

But the Great Place to Work report doesn\u2019t just point out that belonging and culture are<\/em> important to employees, it also illustrates why<\/em>. \u201cEmployees who don\u2019t feel like a part of the team, who don\u2019t experience this sense of belonging, will never feel able to bring their full, authentic selves to work,\u201d says Seema Shah, Director of Consulting at Great Place to Work UK.<\/p>\n\n\n\n

As for those who do? Well, they\u2019re 3 times more likely to describe their workplace as fun, 5 times more likely to stay there long-term, and 6 times more likely to look forward to coming to work. And when asked whether they feel free to be themselves at work, 91% of employees at Best Workplaces say they do.<\/p>\n\n\n\n

So how are they creating that sense of belonging for employees? Well, partly it\u2019s about trying to inspire an emotional connection to work rather than a rational one \u2013 is an employee applauded for showing up as themselves? And are their contributions recognised even when they fall outside their standard KPIs?<\/p>\n\n\n\n

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The Best Workplaces Reward Impact with Opportunity<\/h2>\n\n\n\n

Team members don\u2019t want their job to feel like a simple transaction where time spent is turned into money earned. They want to know that the impact they make will be met with greater trust, autonomy and opportunity to grow within the organisation. After all, engaged employees create real business impact.<\/p>\n\n\n\n

One employee at Cisco, which ranked no. 1 for Super Large companies in the Best Workplaces report, explained how Cisco put this impact-for-opportunity mentality into practice:<\/p>\n\n\n\n

\u201cI have always had the freedom to do projects outside of my remit to grow my skills and my network which is important to do in a big place like Cisco \u2026 My boss has always encouraged me to take on different projects and responsibilities, even if it meant that at times I have had a bit less time for him.<\/p>\n\n\n\n

\u201cIf you work hard and produce high-quality results, you get rewarded very well for it. The benefits, and the way Cisco looks after you and cares for your well-being, are remarkable. I love Cisco and hope to stay here for the rest of my career.\u201d<\/p>\n\n\n\n

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