At eBloom, every 3 to 4 months, we host a Meet & Bloom: an exclusive event bringing our client community together. The goal? To exchange ideas among peers, share current HR challenges, and, most importantly, inspire one another.
Our latest edition tackled a central issue: how do you transform engagement feedback into concrete actions?
Collecting continuous feedback via a tool like eBloom allows you to take the pulse of your teams in real-time. It’s a goldmine of data. However, the real challenge (and where the magic happens) lies in activating this data to identify priority areas and define where efforts should be focused.
To explore the best methods, we combined inspiring feedback from the company BEMAC with the collective intelligence of the eBloom community present at the event.
1. Inspiration: The BEMAC Methodology for Prioritizing HR Actions
To open the session, Maude Verhaeghe, HR Manager at BEMAC, shared her strategy for leveraging the wealth of eBloom data. It is a proven approach, having allowed them to structure their growth from 45 to 120 employees and finalize nearly 20 concrete HR actions in one year (discover their full Success Story here).
Her secret to avoiding information overload and targeting initiatives for maximum impact? Rigorous prioritization of results.
- The Importance Filter: The eBloom tool allows employees to flag the "importance" of a topic when answering a question, signaling that the subject is close to their hearts. The HR team uses this ranking to identify priority topics in the eyes of the teams. This ensures every action addresses a real, significant employee expectation rather than just intuition.
- Action Color Coding: Once key topics are identified, BEMAC sorts them by score to determine the urgency of intervention:
- Score < 59/100 (Red Zone): Triggers an immediate priority action plan.
- Score 60–69/100 (Orange Zone): An action plan is structured to improve the result and revitalize the theme.
- Score > 70/100 (Green Zone): Capitalize on these achievements by strengthening what is already working (positive reinforcement).
2. Collaborative Workshop: Do's & Don'ts to Boost Engagement
Following the presentation, we invited participants to define the best and worst practices for using eBloom. The objective was clear: identify levers that companies can activate starting tomorrow.
A promise kept, as testified by one of our participating clients:
"The Meet & Bloom concept was interesting, and we walked away with concrete things to implement directly in our company. Definitely worth doing again!"
Here is the synthesis of that workshop, categorized by key themes.
Communication & Transparency: The Key to Buy-in
This lever gathered the most actions deemed "quick and impactful." The community’s message is clear: data must flow.
✅ The Do's
- Give Meaning: Communicate tirelessly on the "why" behind using eBloom. Why are we measuring? For whom? Constant reminders maintain engagement over the long term.
- Be Transparent with Results: Present global results to all employees. This strengthens trust in the process.
- Authenticity First: A crucial point acclaimed by participants. You must communicate successes, but also delayed actions, "failures," or even refused requests. Explaining why a request cannot be addressed is essential to maintaining trust.
❌ The Don'ts
- The Positive Filter: Only talking about what is going well and sugarcoating the problems.
- Ignoring the Gaps: Failing to mention actions not taken or mistakes made.
- Gatekeeping Information: Keeping results confidential at the executive level only.
Action & Follow-up: Creating Momentum
Employee engagement thrives on proof. Teams want to see that their feedback generates movement.
✅ The Do's
- Pick Your Battles: Don't launch 10 simultaneous projects. Choose the most relevant actions and stick to them.
- Explain the Process: Share your approach and the global action plan to provide visibility.
- Ensure Visible Follow-up: Regularly communicate on the progress of implemented actions. Doing is one thing; making it known is another.
- Walk the Talk: Align actions with words. Consistency is fundamental for HR credibility.
❌ The Don'ts
- The Status Quo: Failing to implement actions when they are clearly necessary.
- Burnout: Trying to do too much and exhausting teams without achieving finished results.
- Neglecting Impact: Launching initiatives without measuring their actual effect afterward.
Culture & Management: Empowering Everyone
Engagement isn't just an "HR topic"; it's a shared project. It’s about creating a culture where feedback flows and everyone participates in building the company.
✅ The Do's
- Instill a Feedback Culture: Train managers and employees to give and receive feedback. They are the primary ambassadors of change.
- Make Employees Actors: Don't stop at the diagnosis. Encourage participation via suggestion boxes, workshops, or co-creation sessions to find solutions together.
- Empower Your Managers: Encourage them to use the manager space to survey their teams themselves on specific topics (calls for ideas, local info gathering, etc.).
- Test Frequency: Don't be afraid to adjust the frequency of pulses to find the ideal rhythm for your teams.
❌ The Don'ts
- The Witch Hunt: Trying to identify who said what. Anonymity is the foundation of trust.
- Exclusion: Neglecting certain categories of employees in favor of others.
Management & Leadership: A Key Part of the Equation
If eBloom is the facilitator, management is the engine. The visible involvement of the hierarchical line is decisive for the success of the initiative.
✅ The Do's
- Ensure Strong Sponsorship: Visible and active buy-in from leadership is indispensable to make the process credible in everyone's eyes.
- Involve Leadership in Reporting: Leadership must review results and, ideally, provide feedback directly to teams (without going solely through HR).
- Drive Accountability via Dashboards: Give managers access to their dashboards so they can realize the specific challenges of their teams and adapt continuously.
- Support Your Managers: Offer training and constant HR support to help them analyze results and adopt the right posture.
- Manage Constructive Results: Handle "lower" scores positively, viewing them as an opportunity for improvement rather than a sanction.
❌ The Don'ts
- Lack of Sponsorship: Leaving HR to carry the project alone without executive backing.
- Lack of Boundaries: Not daring to refuse unrealistic requests. Knowing how to say no (and explaining why) is also part of healthy management.
Conclusion
This Meet & Bloom confirmed a strong conviction among our clients: measuring continuous engagement is the starting point of a vibrant corporate culture.
The discussions showed that employees do not expect perfection, but rather listening and sincerity. As illustrated by the BEMAC case, intelligent prioritization and transparent communication are worth more than a thousand promises. This is how feedback transforms into a true lever for sustainable performance.
Want to discuss these practices and join an HR community that is shaking things up?
Contact us to participate in our next event or discover how eBloom can support your engagement strategy.
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