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Luke Fisher

Changing the world of work!

Luke Fisher is the Founder and CEO of Mo, a company focused on employee recognition and engagement software.12 He co-founded Mo shortly after graduating from the London School of Economics and Political Science in 2016.2

Mo is a next-generation reward and recognition platform designed to help managers meaningfully recognize, engage, and connect with their teams.2 The company's name stands for "moments," reflecting their belief that moments are crucial in building relationships and enhancing team productivity.3

Prior to founding Mo, Luke had diverse work experience:

  • Regional Director and Account Director at Worldpay
  • Investment Adviser and Customer Adviser at RBS Private Banking & Advice1

Luke's educational background includes:

  • Bachelor of Science in Banking and Finance from The London School of Economics and Political Science (LSE), 2012-2016
  • Certificate in Securities from the Chartered Institute for Securities & Investment, 2009-2010
  • A Levels in Accounts, Business, and ICT from Farnborough College of Technology1

As a thought leader in human-focused work cultures, Luke advocates for solving retention and productivity issues by enhancing the employee experience.2 Under his leadership, Mo was named one of the best UK software companies in 2024 by G2.2

Highlights

Mar 14 · linkedin

If you're struggling with employee engagement, you might want to read this.

Yesterday, I presented at the Employee Engagement Masterclass hosted by Masterclassing at ARBORETUM in London. Ten minutes might not seem like a lot of time to discuss a persistent challenge for HR teams.

People tend to overcomplicate engagement and underestimate its impact. But the stats are pretty scary:

  • Only 21% of employees are engaged in the workplace
  • 69% of employees would work harder if they felt more appreciated
  • A whopping 73% of employees are considering leaving their jobs

The OLD mindset towards engagement was top down, with recognition focussed only on top performers (and 99% going invisible and lacking feedback) and comms and events dominating the activities. The result? A perception of insight without action and static engagement scores.

The NEW mindset is all about enabling managers to create a positive culture that matches the day to day rhythms of their teams. Gallup research shows managers account for 70% of variance in employee engagement. Help them build a more inclusive culture with more effective habits, rituals and routines. While equipping HR with rich insight and feedback loops that informs where and how to spend your time to maximise impact.

With the right software, it really can be that simple.

One of the reasons I loved attending this event with Oli was how interactive our discussions were. The roundtable format was my favourite, hearing from so many people keen to drive positive change in their organisation. A problem that came up for everyone we spoke to was effectively driving change, especially with distributed or remote workers.

Special shoutouts to; Raakhi Coleshaw Nicola Miles Christina Lewis CIPD (she/her) Tanvi Patel Gemma Francis Leanne Kuszewski (Assoc. CIPD) Rebecca Martin Nigel Wilson Msc, FCIPD,FCMI. Bradley Martin Estelle Wright Trina Smith - I really enjoyed your feedback and contributions to the roundtable discussions.

It was great to get such a wonderful reaction on how Mo can HR teams drive marginal changes that have transformational impacts on employee engagement.

Related Questions

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Luke Fisher
Luke Fisher, photo 1
Luke Fisher, photo 2
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Location

Greater Guildford Area, United Kingdom