The Empuls Guide to Action for Hygiene Factors offers well laid out suggestions based on the engagement question scores. This guide will help HR and managers act on employee feedback about your Hygiene Factors effectively. You will now be able to effectively take action, since these results help with:
Once the engagement survey results are in, the most important step is to select one or many focus areas in Hygiene Factors. For this, begin from selecting ‘Hygiene Factors’ from the drop down in Questionnaire tab to view the question scores. Key observations to be made:
Overall Score
Lower the score, the more critical the focus area
Score Variation
A negative score variation indicates a focus area.
A positive (while actioning upon focus areas) or a zero (for a non-focus area) score variation is ideal.
The dash board visually indicates the focus areas with lower scores.
For example, in the below report snapshot, ‘Financial Safety’ within Brand Image needs to be the focus area.
Note:
Remember that focus areas could either indicate a structural issue - like a new manager, new group of team members, change in policy or an internal promotion or a functional issue - projects, new processes, task re-allocations, or change in workflows. Understanding the root cause helps prioritize focus areas, if there are many present.
The hygiene dimension takes into consideration how clear the workforce is with their roles, financial safety, ground rules of an organization and psychological safety. Employees are more engaged when they feel secure with their employer.
The hygiene factors are important determinants of the way the employee perceives their job role, how safe they are in the financial, physical and psychological spheres within the workplace.
The Hygiene Factor engagement dimension has the following sub-dimensions:
The ‘Role clarity’ sub-dimension measures the clarity of the employee about their organisational and functional roles. A higher score of this dimension indicates that the employee has a very high clarity on their job roles while a low score indicates a lower understanding of their job roles.
Role clarity score: 1 to <3
‘NEEDS ATTENTION’
If the total score for the ‘Role clarity’ dimension is from 1 to less than 3 for an organisation or a department, there is considerable work that needs to be done towards improving the Role clarity perceptions of the employees. It is highly probable that almost all the engagement questions too would be in the red zone. Drill down to the engagement questions to understand the issues further.
Role clarity Score: 3 to <4
‘GOOD’
If the total score for the ‘Role clarity’ dimension is from 3 to less than 4 for an organisation or a department, it means that many of the ‘Role clarity’ efforts are paying off. A few of the engagement questions might need attention and drill down to understand how you fare in these dimensions.
Role clarity Score: 4 to 5
‘EXCELLENT’
If the total score for the ‘Role clarity’ dimension is from 4 to 5 for an organisation or a department, it means that the efforts to provide role clarity are faring exceptionally well. You can further fine tune these results by evaluating the available second level data. (please note: you will have fewer drill down options since many seem to have chosen ‘5’ for Role Clarity. engagement questions will be collected only when the employee scores less than a ‘5’).
The second level ‘Awareness of Competencies mapped’ dimension measures how the employee is aware of the knowledge and skills that he/she needs to perform effectively at their work.
Awareness of competencies mapped score: 1 to <3
‘NEEDS ATTENTION’
If the total score for the ‘awareness of competencies mapped’ dimension is from 1 to less than 3 for an organisation or a department, then there is considerable work that needs to be done towards improving the employee awareness of competencies mapped.
-Recommendations to improve awareness of competencies mapped -
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Awareness of competencies mapped Score: 3 to <4
‘GOOD’
If the total score for the ‘Awareness of competencies mapped’ dimension is from 3 to less than 4 for an organisation or a department, it means that many of the employer's efforts of competencies mapping are paying off.
---Recommendations to improve awareness of competencies mapped score ---
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Awareness of competencies mapped Score: 4 to 5
‘EXCELLENT’
If the total score for the ‘Awareness of competencies mapped’ engagement question is from 4 to 5 for an organisation or a department, it means that the current competencies mapping efforts are faring exceptionally well. If the Score is a perfect 5, and if it seems doubtful , do check for the number of responses received - a higher response rate gives better confidence.
The second level ‘Possessing the right competencies’ dimension measures how the employee believes that he/she has requisite knowledge and skills to perform his/her work effectively.
Possessing the right competencies score: 1 to <3
‘NEEDS ATTENTION’
If the total score for the ‘Possessing the right competencies’ dimension is from 1 to less than 3 for an organisation or a department, then there is considerable work that needs to be done towards improving the employee competencies or the awareness of it
-Recommendations to improve possessing the right competencies-
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Possessing the right competencies mapped Score: 3 to <4
‘GOOD’
If the total score for the ‘Possessing the right competencies’ dimension is from 3 to less than 4 for an organisation or a department, it means that many of the employer's efforts of improving and validating employee competencies are paying off.
-Recommendations to improve possessing the right competencies score -
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Possessing the right competencies mapped Score: 4 to 5
‘EXCELLENT’
If the total score for the ‘Possessing the right competencies’ engagement question is from 4 to 5 for an organisation or a department, it means that the current competencies mapping efforts are faring exceptionally well. If the Score is a perfect 5, and if it seems doubtful , do check for the number of responses received - a higher response rate gives better confidence.
The second level ‘Alignment to competency level’ dimension measures how the employee believes that his/her job reflects their competency levels.
Alignment to competency level score: 1 to <3
‘NEEDS ATTENTION’
If the total score for the ‘Alignment to competency level’ dimension is from 1 to less than 3 for an organisation or a department, then there is considerable work that needs to be done towards improving the employee competency - job alignment.
-Recommendations to improve alignment to competency level~
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Alignment to competency level Score: 3 to <4
‘GOOD’
If the total score for the ‘Alignment to competency level’ dimension is from 3 to less than 4 for an organisation or a department, it means that many of the employer's efforts towards improving the employee competency - job alignment are paying off.
-Recommendations to improve alignment to competency score -
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Alignment to competency level mapped Score: 4 to 5
‘EXCELLENT’
If the total score for the ‘Alignment to competency level’ engagement question is from 4 to 5 for an organisation or a department, it means that the current competencies mapping efforts are faring exceptionally well. If the Score is a perfect 5, and if it seems doubtful , do check for the number of responses received - a higher response rate gives better confidence.
The second level ‘Clear sense of purpose’ dimension measures how the employee is aware of how his/her role contributes to the overall success of the organization.
Clear sense of purpose score: 1 to <3
‘NEEDS ATTENTION’
If the total score for the ‘Clear sense of purpose’ dimension is from 1 to less than 3 for an organisation or a department, then there is considerable work that needs to be done towards improving the employee sense of purpose.
-Recommendations to improve clear sense of purpose level~
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Clear sense of purpose Score: 3 to <4
‘GOOD’
If the total score for the ‘Clear sense of purpose’ dimension is from 3 to less than 4 for an organisation or a department, it means that many of the employer's efforts towards improving the employee’s clear sense of purpose are paying off.
-Recommendations to improve clear sense of purpose score -
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Clear sense of purpose level mapped Score: 4 to 5
‘EXCELLENT’
If the total score for the ‘Clear sense of purpose’ engagement question is from 4 to 5 for an organisation or a department, it means that the efforts of improving the employee's sense of purpose are faring exceptionally well. If the Score is a perfect 5, and if it seems doubtful , do check for the number of responses received - a higher response rate gives better confidence.
The second level ‘Long Term Career’ dimension measures how the employee intends to make his/her long term career with the organization.
Long Term Career score: 1 to <3
‘NEEDS ATTENTION’
If the total score for the ‘Long Term Career’ dimension is from 1 to less than 3 for an organisation or a department, then there is considerable work that needs to be done towards improving the employee perceptions of long term career opportunities.
-Recommendations to improve long term career score~
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Long term career Score: 3 to <4
‘GOOD’
If the total score for the ‘long term career’ dimension is from 3 to less than 4 for an organisation or a department, it means that many of the employer's efforts towards improving the employee perceptions of long term career opportunities are paying off.
-Recommendations to improve Long term career score -
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Long term career Score: 4 to 5
‘EXCELLENT’
If the total score for the ‘Long term career’ engagement question is from 4 to 5 for an organisation or a department, it means that efforts to improve the employee perceptions of long term career opportunities are faring exceptionally well. If the Score is a perfect 5, and if it seems doubtful , do check for the number of responses received - a higher response rate gives better confidence.
The second level ‘Technology and tools’ dimension measures how the employee perceives that he/she has requisite technology and tools to perform his/her job effectively
Technology and tools score: 1 to <3
‘NEEDS ATTENTION’
If the total score for the ‘Technology and tools’ dimension is from 1 to less than 3 for an organisation or a department, then there is considerable work that needs to be done towards improving technology and tools at the disposal of the employee.
-Recommendations to improve Technology and tools score~
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Technology and tools Score: 3 to <4
‘GOOD’
If the total score for the ‘Alignment to competency level’ dimension is from 3 to less than 4 for an organisation or a department, it means that many of the employer's efforts towards improving technology and tools at the disposal of the employee are paying off.
-Recommendations to improve technology and tools score -
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Technology and tools Score: 4 to 5
‘EXCELLENT’
If the total score for the ‘Technology and tools’ engagement question is from 4 to 5 for an organisation or a department, it means that the current efforts towards improving technology and tools at the disposal of the employee are faring exceptionally well. If the Score is a perfect 5, and if it seems doubtful , do check for the number of responses received - a higher response rate gives better confidence.
The ‘Financial Safety’ sub-dimension measures how financially secure the employee feels in the organization . A higher score of this dimension indicates that the employee feels highly secure of their financial wellbeing while a low score indicates a lower sense of security about their finances.
Financial Safety score: 1 to <3
‘NEEDS ATTENTION’
If the total score for the ‘Financial Safety dimension is from 1 to less than 3 for an organisation or a department, there is considerable work that needs to be done towards improving the Financial Safety perceptions of the employees. It is highly probable that almost all the engagement questions too would be in the red zone. Drill down to the engagement questions to understand the issues further.
Financial Safety Score: 3 to <4
‘GOOD’
If the total score for the ‘Financial Safety’ dimension is from 3 to less than 4 for an organisation or a department, it means that many of the ‘Financial Safety’ efforts are paying off. A few of the engagement questions might need attention and drill down to understand how you fare in these dimensions.
Financial Safety Score: 4 to 5
‘EXCELLENT’
If the total score for the ‘Financial Safety’ dimension is from 4 to 5 for an organisation or a department, it means that the efforts to provide financial safety are faring exceptionally well. You can further fine tune these results by evaluating the available second level data. (please note: you will have fewer drill down options since many seem to have chosen ‘5’ for Financial Safety. engagement questions will be collected only when the employee scores less than a ‘5’).
The second level ‘compensation’ dimension measures how the employee perceives the fairness of his/her pay with respect to his/her performance at work.
Compensation score: 1 to <3
‘NEEDS ATTENTION’
If the total score for the ‘compensation’ dimension is from 1 to less than 3 for an organisation or a department, then there is considerable work that needs to be done towards improving the compensation of the employee.
-Recommendations to improve compensation score~
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Compensation Score: 3 to <4
‘GOOD’
If the total score for the ‘compensation’ dimension is from 3 to less than 4 for an organisation or a department, it means that many of the employer's efforts towards the compensation of the employee are paying off.
-Recommendations to improve compensation score -
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Compensation Score: 4 to 5
‘EXCELLENT’
If the total score for the ‘compensation’ engagement question is from 4 to 5 for an organisation or a department, it means that the current efforts towards improving compensation of the employee are faring exceptionally well. If the Score is a perfect 5, and if it seems doubtful , do check for the number of responses received - a higher response rate gives better confidence.
The second level ‘benefits’ dimension measures how attractive and employee friendly the benefits provided to him/her are.
Benefits score: 1 to <3
‘NEEDS ATTENTION’
If the total score for the ‘benefits’ dimension is from 1 to less than 3 for an organisation or a department, then there is considerable work that needs to be done towards improving benefits of the employee.
-Recommendations to improve benefits score~
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Benefits Score: 3 to <4
‘GOOD’
If the total score for the ‘benefits’ dimension is from 3 to less than 4 for an organisation or a department, it means that many of the employer's efforts towards improving benefits of the employee are paying off.
-Recommendations to improve benefits score -
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Benefits Score: 4 to 5
‘EXCELLENT’
If the total score for the ‘Benefits’ engagement question is from 4 to 5 for an organisation or a department, it means that the current efforts towards improving benefits of the employee are faring exceptionally well. If the Score is a perfect 5, and if it seems doubtful , do check for the number of responses received - a higher response rate gives better confidence.
The ‘Physical Safety’ sub-dimension measures how physically secure the employee feels in the organization . A higher score in this dimension indicates that the employee feels highly secure of their physical well being in the organisation while a low score indicates a lower sense of physical security.
Physical Safety score: 1 to <3
‘NEEDS ATTENTION’
If the total score for the Physical Safety dimension is from 1 to less than 3 for an organisation or a department, there is considerable work that needs to be done towards improving the Physical Safety perceptions of the employees. It is highly probable that almost all the engagement questions too would be in the red zone. Drill down to the engagement questions to understand the issues further.
Physical Safety Score: 3 to <4
‘GOOD’
If the total score for the ‘Physical Safety’ dimension is from 3 to less than 4 for an organisation or a department, it means that many of the ‘Physical Safety’ efforts are paying off. A few of the engagement questions might need attention and drill down to understand how you fare in these dimensions.
Physical Safety Score: 4 to 5
‘EXCELLENT’
If the total score for the ‘Physical Safety’ dimension is from 4 to 5 for an organisation or a department, it means that the efforts to provide Physical safety are faring exceptionally well. You can further fine tune these results by evaluating the available second level data. (please note: you will have fewer drill down options since many seem to have chosen ‘5’ for Physical Safety. engagement questions will be collected only when the employee scores less than a ‘5’).
The second level ‘workplace bullying and harassment prevention’ dimension measures how physically safe the employee feels working in the organization
Workplace bullying and harassment prevention score: 1 to <3
‘NEEDS ATTENTION’
If the total score for the ‘Workplace bullying and harassment prevention’ dimension is from 1 to less than 3 for an organisation or a department, then there is considerable work that needs to be done towards preventing workplace bullying and harassment.
-Recommendations to improve Workplace bullying and harassment prevention score~
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Workplace bullying and harassment prevention Score: 3 to <4
‘GOOD’
If the total score for the ‘Workplace bullying and harassment prevention’ dimension is from 3 to less than 4 for an organisation or a department, it means that many of the employer's efforts towards preventing workplace bullying and harassment of the employee are paying off.
-Recommendations to improve workplace bullying and harassment prevention score -
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Workplace bullying and harassment prevention Score: 4 to 5
‘EXCELLENT’
If the total score for the ‘Workplace bullying and harassment prevention’ engagement question is from 4 to 5 for an organisation or a department, it means that the current efforts towards preventing workplace bullying and harassment of the employee are faring exceptionally well. If the Score is a perfect 5, and if it seems doubtful , do check for the number of responses received - a higher response rate gives better confidence.
The second level ‘facilities’ dimension measures what the employees feel about how the organisation’s facilities contribute to a good working environment.
Facilities score: 1 to <3
‘NEEDS ATTENTION’
If the total score for the ‘facilities’ dimension is from 1 to less than 3 for an organisation or a department, then there is considerable work that needs to be done towards improving the facilities at the disposal of the employee.
-Recommendations to improve facilities score~
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Facilities Score: 3 to <4
‘GOOD’
If the total score for the ‘facilities’ dimension is from 3 to less than 4 for an organisation or a department, it means that many of the employer's efforts towards improving the facilities at the disposal of the employee are paying off.
-Recommendations to improve facilities score -
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Facilities Score: 4 to 5
‘EXCELLENT’
If the total score for the ‘facilities’ engagement question is from 4 to 5 for an organisation or a department, it means that the current efforts towards improving the facilities at the disposal of the employee are faring exceptionally well. If the Score is a perfect 5, and if it seems doubtful , do check for the number of responses received - a higher response rate gives better confidence.
The ‘Psychological Safety’ sub-dimension measures how psychologically secure the employee feels in the organization . A higher score in this dimension indicates that the employee feels highly secure of their emotional well being in the organisation while a low score indicates a lower sense of emotional security.
Psychological Safety score: 1 to <3
‘NEEDS ATTENTION’
If the total score for the Psychological Safety dimension is from 1 to less than 3 for an organisation or a department, there is considerable work that needs to be done towards improving the Psychological Safety perceptions of the employees. It is highly probable that almost all the engagement questions too would be in the red zone. Drill down to the engagement questions to understand the issues further.
Psychological Safety Score: 3 to <4
‘GOOD’
If the total score for the ‘Psychological Safety’ dimension is from 3 to less than 4 for an organisation or a department, it means that many of the ‘Psychological Safety’ efforts are paying off. A few of the engagement questions might need attention and drill down to understand how you fare in these dimensions.
Psychological Safety Score: 4 to 5
‘EXCELLENT’
If the total score for the ‘Psychological Safety’ dimension is from 4 to 5 for an organisation or a department, it means that the efforts to provide Psychological safety are faring exceptionally well. You can further fine tune these results by evaluating the available second level data. (please note: you will have fewer drill down options since many seem to have chosen ‘5’ for Psychological Safety. engagement questions will be collected only when the employee scores less than a ‘5’).
The second level ‘work life balance’ dimension measures how the employee feels about the work life balance the organisation offers.
Work life balance score: 1 to <3
‘NEEDS ATTENTION’
If the total score for the ‘Work life balance’ dimension is from 1 to less than 3 for an organisation or a department, then there is considerable work that needs to be done towards improving Work life balance of the employee.
-Recommendations to improve Work life balance score~
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Work life balance Score: 3 to <4
‘GOOD’
If the total score for the ‘Alignment to competency level’ dimension is from 3 to less than 4 for an organisation or a department, it means that many of the employer's efforts towards improving Work life balance of the employee.
-Recommendations to improve Work life balance score -
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Work life balance Score: 4 to 5
‘EXCELLENT’
If the total score for the ‘Work life balance’ engagement question is from 4 to 5 for an organisation or a department, it means that the current efforts towards improving Work life balance of the employee. If the Score is a perfect 5, and if it seems doubtful , do check for the number of responses received - a higher response rate gives better confidence.
The second level ‘professional accomplishment’ dimension measures the employee’s sense of accomplishment while doing the work he/she does.
Professional accomplishment score: 1 to <3
‘NEEDS ATTENTION’
If the total score for the ‘Professional accomplishment’ dimension is from 1 to less than 3 for an organisation or a department, then there is considerable work that needs to be done towards improving Professional accomplishment opportunities for the employee.
-Recommendations to improve Professional accomplishment score~
1. Set achievable targets for teams and its members
2. Offer support but don’t micromanage
3. Look at failure constructively, not degradingly
4. Reward hard work properly
5. Create Opportunities for Employees to Grow and Develop
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Professional accomplishment Score: 3 to <4
‘GOOD’
If the total score for the ‘Alignment to competency level’ dimension is from 3 to less than 4 for an organisation or a department, it means that many of the employer's efforts towards improving Professional accomplishment opportunities for the employee are paying off.
-Recommendations to improve Professional accomplishment score -
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Professional accomplishment Score: 4 to 5
‘EXCELLENT’
If the total score for the ‘Professional accomplishment’ engagement question is from 4 to 5 for an organisation or a department, it means that the current efforts towards improving Professional accomplishment perceptions of the employee are faring exceptionally well. If the Score is a perfect 5, and if it seems doubtful , do check for the number of responses received - a higher response rate gives better confidence.
The second level ‘feels motivated’ dimension measures the employee’s enthusiasm and motivation to come to work daily.
Feels motivated score: 1 to <3
‘NEEDS ATTENTION’
If the total score for the ‘Professional accomplishment’ dimension is from 1 to less than 3 for an organisation or a department, then there is considerable work that needs to be done towards improving motivation of the employee.
-Recommendations to improve Feels motivated score~
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Feels motivated Score: 3 to <4
‘GOOD’
If the total score for the ‘Alignment to competency level’ dimension is from 3 to less than 4 for an organisation or a department, it means that many of the employer's efforts towards improving motivation of the employees.
-Recommendations to improve Feels motivated score -
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Feels motivated Score: 4 to 5
‘EXCELLENT’
If the total score for the ‘Professional accomplishment’ engagement question is from 4 to 5 for an organisation or a department, it means that the current efforts towards improving motivation of the employee. If the Score is a perfect 5, and if it seems doubtful , do check for the number of responses received - a higher response rate gives better confidence.
The second level ‘job security’ dimension measures the employee’s perceptions of job security at the organization.
Job security score: 1 to <3
‘NEEDS ATTENTION’
If the total score for the ‘Job security’ dimension is from 1 to less than 3 for an organisation or a department, then there is considerable work that needs to be done towards improving Job security of the employee.
-Recommendations to improve Job security score~
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Job security Score: 3 to <4
‘GOOD’
If the total score for the ‘Alignment to competency level’ dimension is from 3 to less than 4 for an organisation or a department, it means that many of the employer's efforts towards improving Job security of the employee are paying off.
-Recommendations to improve Job security score -
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Job security Score: 4 to 5
‘EXCELLENT’
If the total score for the ‘Job security’ engagement question is from 4 to 5 for an organisation or a department, it means that the current efforts towards improving Job security of the employee are faring exceptionally well. If the Score is a perfect 5, and if it seems doubtful , do check for the number of responses received - a higher response rate gives better confidence.
The ‘structure and policies’ sub-dimension measures how satisfied the employees are with the policies and processes of the organisation . A higher score in this dimension indicates that the employee feels great about the policies and processes of the organisation while a low score indicates they feel that the prevailing policies and processes.
Structure and policies score: 1 to <3
‘NEEDS ATTENTION’
If the total score for the Structure and policies dimension is from 1 to less than 3 for an organisation or a department, there is considerable work that needs to be done towards improving the Structure and policies perceptions of the employees. It is highly probable that almost all the engagement questions too would be in the red zone. Drill down to the engagement questions to understand the issues further.
Structure and policies Score: 3 to <4
‘GOOD’
If the total score for the ‘Structure and policies’ dimension is from 3 to less than 4 for an organisation or a department, it means that many of the ‘Structure and policies’ efforts are paying off. A few of the engagement questions might need attention and drill down to understand how you fare in these dimensions.
Structure and policies Score: 4 to 5
‘EXCELLENT’
If the total score for the ‘Structure and policies’ dimension is from 4 to 5 for an organisation or a department, it means that the efforts to provide Structure and policies are faring exceptionally well. You can further fine tune these results by evaluating the available second level data. (please note: you will have fewer drill down options since many seem to have chosen ‘5’ for Physical Safety. engagement questions will be collected only when the employee scores less than a ‘5’).
The second level ‘policies and procedures’ dimension measures the employee’s sense of satisfaction with policies and procedures in the way it enables the employee to perform his/her work effectively.
Policies and procedures score: 1 to <3
‘NEEDS ATTENTION’
If the total score for the ‘Policies and procedures’ dimension is from 1 to less than 3 for an organisation or a department, then there is considerable work that needs to be done towards improving Policies and procedures of the employer.
-Recommendations to improve policies and procedures score~
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Policies and procedures Score: 3 to <4
‘GOOD’
If the total score for the ‘Alignment to competency level’ dimension is from 3 to less than 4 for an organisation or a department, it means that many of the employer's efforts towards improving Policies and procedures of the organisation.
-Recommendations to improve Policies and procedures score -
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Policies and procedures Score: 4 to 5
‘EXCELLENT’
If the total score for the ‘Policies and procedures’ engagement question is from 4 to 5 for an organisation or a department, it means that the current efforts towards improving Policies and procedures at the disposal of the employee are faring exceptionally well. If the Score is a perfect 5, and if it seems doubtful , do check for the number of responses received - a higher response rate gives better confidence.
The second level ‘organization structure’ dimension measures the employee’s sense of satisfaction with the organisational structure in the way it enables the employee to perform his/her work effectively.
Organization structure score: 1 to <3
‘NEEDS ATTENTION’
If the total score for the ‘Organization structure’ dimension is from 1 to less than 3 for an organisation or a department, then there is considerable work that needs to be done towards improving Organization structure of the organisation.
-Recommendations to improve Organization structure score~
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Organization structure Score: 3 to <4
‘GOOD’
If the total score for the ‘Alignment to competency level’ dimension is from 3 to less than 4 for an organisation or a department, it means that many of the employer's efforts towards improving Organization structure of the organisation.
-Recommendations to improve Organization structure score -
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Organization structure Score: 4 to 5
‘EXCELLENT’
If the total score for the ‘Organization structure’ engagement question is from 4 to 5 for an organisation or a department, it means that the current efforts towards improving the Organizational structure of the company. If the Score is a perfect 5, and if it seems doubtful , do check for the number of responses received - a higher response rate gives better confidence.