Guide To Action : Interpreting The Empuls Engagement Survey Dashboard

INSIGHTS FROM ENGAGEMENT DATA

HR professionals are data-challenged to measure metrics and conduct in-depth analysis to make data-driven decisions and demonstrate the return on investment of key HR expenditures. Empuls Pulse Surveys generate extensive and meaningful data that empowers HR leaders to finely measure and monitor each of their initiatives and policies.

Empuls engagement surveys are scientifically designed to accommodate all significant employee touchpoints. Xoxoday even helps HR adjust the data inferences the instrument generates to match their specific organisational requirements.

Mercer’s 2020 Global Talent Trends study of 7,300+ C-suite executives, HR leaders and employees in 34 countries found that six in ten (62%) companies already use engagement surveys and the remaining 33% plan to invest in it during 2020. Despite this interest, only 43% of organisations use these metrics to identify and predict employee flight risks. This gap lies in the way the engagement surveys are administered, the quality of questions, the way these questions link back to critical organisational metrics, employee response rates and most importantly, deciphering what the results mean, in order to do the next right  thing.

6 in 10 organizations use engagement survey

With this guide, we aim to sort out the ‘deciphering’ gap with the help of the Engagement survey dashboard.

ABOUT EMPULS ENGAGEMENT SURVEY

Xoxoday’s engagement survey instrument has concise and snackable questions that measures employee NPSTM, 4 engagement dimensions and 15 sub-dimensions. 

ABOUT EMPULS ENGAGEMENT SURVEY

The survey dashboard is responsible for making sense of the feedback collected using the engagement survey.

At the top level - the survey gives a snapshot of what is the status quo through the eNPS. 

At a deeper level - the survey enables discovery of pockets within the organization that need attention. The deeper level analysis evaluates performance across dimensions which are the biggest drivers for employee satisfaction/ engagement. Empuls engagement survey allows employees to rate different factors in a likert scale. 

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‍Know more of the likert scale

A Likert scale is a rating scale, often found on survey forms, that measures how people feel about something. An effective Likert scale includes a series of questions that you ask people to answer, and ideally 5-7 balanced responses people can choose from. It often comes with a neutral midpoint. The following are example responses for a 5 point Likert scale  : 

Strongly Disagree (Value - 1), Disagree (Value - 2), Neutral (Value - 3),Agree (Value - 4),Strongly Agree (Value - 5)

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EMPLOYEE NET PROMOTER SCORE (eNPS)

NPS has been proven to be a highly predictive metric for customer satisfaction & loyalty. Businesses across the world use NPS as a key metric for measuring customer satisfaction and loyalty. Studies have shown a clear correlation between NPS scores and customer loyalty and even business results.  eNPS extends the same concept to employee satisfaction and loyalty. 

Employee NPS, also known as eNPS, works in the same way as the customer Net Promoter Score  but instead of surveying customers eNPS helps you reach out to your employee to get their feedback on how likely they are to recommend working with your organisation to a friend. 

Each employee gives you a score that is between 0 and 10 on how likely they are to recommend your organisation to a friend for employment. Zero implies that it is not at all likely for them to recommend the organisation and 10 is highly likely to recommend. 

Cumulatively, eNPS enables you to ascribe an overall score to the  loyalty and satisfaction of your workforce with a simple, benchmarkable number. Given the wide adoption of this score, it enables comparison with similar organizations in the industry or in general. 

eNPS score
The Empuls survey dashboard shows a singular eNPS score

 

DETRACTORS, PASSIVES AND PROMOTERS

The score that the employee gives will dictate the employee NPSTM category they are placed in.

eNPS Distribution

The distribution of employee responses demonstrated in Empuls engagement survey

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DETRACTORS

Employees giving a score between 0 and 6 (inclusive) 

Not particularly impressed with your organisation’s employee value propositions. Detractors are unlikely to recommend you to a friend or family member. In fact, based on their low perceptions, they are more likely to warn people not to join your organisation.

Emoticon

PASSIVES

Employees giving a score of 7 or 8 

Passives are best described as ‘sitting on the fence’, they are indifferent to your employee value propositions and an experience could quite easily move them up or down the eNPSTM scale.

Emoticon

PROMOTERS

Employees giving a score of 9 or 10

Promoters are raving fans of your organisation and can’t wait to tell everyone and anyone how great it is to work with you. They exhibit exceptional organisational citizenship behaviour. The more Promoters you have, the better.

INTERPRETING THE DASHBOARD

Below given is the screenshot of the Survey analysis report that you can see on Empuls engagement survey home screen.

Engagement Survey

 

 

Once you receive your organisation’s overall eNPS score following are the  steps for further drill down.:

1. THE EMPLOYEE NPSTM TREND IN EMPULS ENGAGEMENT SURVEY

This employee NPS trend diagram demonstrates how the organisation has been faring across the previous months on their engagement survey. It is important that there is an overall increase in the eNPS values (a month on month increase in eNPS).

eNPS Trends

2. PROMOTER TRENDS IN THE EMPLOYEE NPSTM

The Promoter Breakdown Trends

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graph provides the promoter-passive-detractor breakdown of every period. While looking at this graph it is important to ensure that Promoters (the green portion of the bar chart)are increasing over time.

Promoter Breakdown Trends

3. DEPARTMENT WISE EMPLOYEE NPS TRENDS 

Drill down further to understand which department (finance  for example, in the below case) is faring the worst - skewing the eNPS to be lower. The ‘eNPSScore - Department Comparison’ visually represents the department wise trends.

 

eNPS Score

4. THE ENGAGEMENT DIMENSION SCORE

To further understand the factors that contributed to the low employee NPS score, the engagement survey measures the employee perceptions on 4 different dimensions as follows and provides a cumulative Engagement dimension score. :

  1. Strategic Connect
  2. Hygiene Factors
  3. Relationship & Culture
  4. Recognition & Career Growth
Engagement Dimension Score
Scores are mapped against each of the engagement dimensions

To further understand how these engagement dimension scores have been doing across the previous months, an engagement dimension trend graph is given. It is important to ensure that the engagement dimensions have been overall improving over the past few months.

5. THE ENGAGEMENT DIMENSION TREND

To identify the exact dimension that is contributing to the low engagement scores, the ‘engagement dimension trends’

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report further visualises the dimension wise engagement scores. In this graph too, it is important to ensure that the trend of scores is positive/ shows an overall increase over time.

Engagement Dimension Trends

6. THE DEPARTMENT WISE ENGAGEMENT DIMENSION SCORE

To further identify the departments that are contributing to the low dimension scores, the ‘engagement dimension score comparison’ report further visualises the department wise dimension scores. The ‘red’ colored boxes highlight the department (row header)  that needs attention in the corresponding dimension (column header). Similarly, the ‘orange’ colored boxes highlight the departments that are doing moderately and the ‘green’ colored boxes highlight the departments that are doing very well in the corresponding dimension.

Engagement Dimension Score Comparison

 

7. ANALYSING ENGAGEMENT LEVER SCORES

The questionnaire tab helps in further drilling down to understand the exact engagement question that contributes to the low overall engagement dimension score.

Analysing Engagement Level Score

The default screen shows the sub-dimensions of each engagement dimension available for selection in the drop down. There are 3 observations that need to be made on this screen

  1. The color band next to the engagement lever statement

Interpreting the band color:

Colour Band

The greener the band is, the better. 

  1. The engagement lever score

The score denoted next to the band is the overall simple average of all the responses received. 

The higher the score, the better.

Note:

If the score is perfectly 5 or close to it, and if it seems doubtful, do check for the number of responses received - a higher response rate gives better confidence.

Below given are a few ideal number of responses required for different organisation sizes. (Note that the increment is not linear in nature)

~For  95% confidence level with 5% margin of error  (ideal)~

Workforcesize and responses required
Table 1 : Responses for different workforce sizes
  1. The engagement lever increment

A value next to the dimension score with either an upward or downward arrow, denotes the increase or decrease of the score from the previous month’s values.

The higher the increment, the better. Even if this value is small but is month on month in green, it denotes a small but consistent improvement.

 

8. ANALYSING QUESTION SCORES

The ‘view more questions’ drop down helps in further drilling down to understand the exact engagement questions that contribute to the low engagement lever score.

ANALYSING QUESTION SCORES

There 3 observations that need to be made on the engagement question drill down list.

  1. The color band next to the engagement question

Interpreting the band color:

This colored portion of the band represents the percentage responses that said ‘strongly disagree’ on the dimension statement.

This colored portion of the band represents the percentage responses that said ‘disagree’ on the dimension statement.

This colored portion of the band represents the percentage responses that said ‘neutral’ on the dimension statement..

This colored portion of the band represents the percentage responses that said ‘agree’ on the dimension statement.

This colored portion of the band represents the percentage responses that said ‘strongly agree’ on the dimension statement.

The greener the band is, the better. 

  1. The engagement question score

The score denoted next to the band is the overall simple average of all the responses received. 

The higher the score, the better.

  1. The engagement question increment

A value next to the dimension score with either an upward or downward arrow, denotes the increase or decrease of the score from the previous month’s values.

The higher the positive increment, the better. Even if this value is small but if month on month in green, it denotes a small but consistent improvement.


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