Employee engagement is an outcome of the relationship between an organization and its employees. An engaged employee is fully absorbed in and enthusiastic about their work, with a high level of commitment to the company and its goals.
The aggregated response to Peakon’s engagement question (and engagement outcome questions, if activated) attributed to a group of employees. Scores range from 0 to 10.
- Question: How likely is it you would recommend [Company Name] as a place to work?
Engagement outcome questions:
- ‘Loyalty’ outcome question: If you were offered the same job at another organization, how likely is it that you would stay with [Company Name]?
- ‘Satisfaction’ outcome question: Overall, how satisfied are you working for [Company Name]?
- ‘Belief’ outcome question: How likely is it you would recommend [Company Name] products or services to friends and family?
eNPS (employee Net Promoter Score)
An alternative view of the response to the engagement question. NPS methodology divides employees’ answers into 3 groups. Promoters (9-10 scores), Passives (7-8) and Detractors (0-6 score). To get the eNPS score, subtract the percentage of detractors from the percentage of promoters. Scores can range from -100 to 100.
Attributes enable you to build your organizational structure and demographic groups. Examples: Business Unit, Age, Tenure, Manager, Country. You can think of attributes as the categories, and segments as the options within each category. Attributes display on employee records as drop-down lists with the segment options, or as date or number fields.
A group of employees that share the same values in terms of organizational structure (Examples: Entity, Department, Manager) or demographics (Examples: Gender, Age, Tenure).
Segments help you understand subcultures and management differences across a business.
Drivers are the elements of an question set that overall employee sentiment. Example: Management Support is a driver in the Engagement question set. It's a factor that contributes to how engaged employees may ultimately feel. Each question set has its own drivers.
Organizational psychology has proven a general link between each driver and its associated question set.
Although driver scores don't contribute to the calculation of the main score of the question set, they help provide context and distinct focus areas. Additionally, Peakon’s analytics engine displays the indirect influence each driver has on the overall score of the question set. Example: Your dashboard might indicate that the Growth driver has high impact on Engagement.
A driver or segment that requires attention.
Focus areas can have a strong influence on the overall score and room for improvement on the current driver score. Example: If the Recognition driver is a recommended focus area, Peakon expects that providing employees with more feedback on their work will increase their engagement.
A focus area segment indicates a less engaged group of employees, in comparison to the rest of the business.
A driver that's doing particularly well or a highly engaged group of employees in comparison to the rest of your company.
The average score within your organization.
The average score across your industry.
The adjusted company or industry benchmark that reflects team/segment composition. You can configure True Benchmark to make adjustments for variables such as age, department, gender, job level, local office, and tenure. True Benchmark provides managers with a more accurate and fair benchmark.
You create and configure survey schedules to launch surveys.
A running average of each employee's latest score, limited by your data visibility settings. Example: 1 year.
The aggregation period only moves during active survey rounds, so dashboards don't change during inactivity between survey rounds.