What's New? Thrive Release November 2024

Engagement campaign reporting got a FULL refresh. With these new reporting options, leaders can easily gain valuable insights into employee engagement and understand how it impacts key HR outcomes. This new resource streamlines the process of analyzing feedback, helping you pinpoint specific areas to address for meaningful impact.

You can analyze engagement results using five tabs:

• The Summary tab provides an overview of results, including key metrics and AI recommendations for Action Plans you can launch to increase engagement.
• The Engagement tab digs deeper into key metrics, allowing you to view engagement distribution and changes over time.
• The Statements tab lets you see the distribution of how survey participants responded to survey statements. This tab also contains the Predictive Impact Model, which predicts exactly how much specific survey statements affect engagement.
• The eNPS tab shows you the breakdown of how employees answered the eNPS question ("On a scale from 0-10, how likely are you to recommend [Organization] as a great place to work?")
• The Feedback tab shows you all qualitative statements provided by survey participants.

Learn how to view and analyze results using new reporting ⬇️

Help Center article 💡: Analyze engagement campaign results using the HR Outcomes Dashboard
Help Center article 💡: View engagement results as a Limited Access Leader

Contained in new engagement reporting is 15Five's new ✨ Predictive Impact Model ✨. In today’s competitive business landscape, employee engagement is more crucial than ever. Yet, identifying and prioritizing the right areas to improve engagement can be challenging. This model revolutionizes this process, giving HR leaders and managers precise insights into the factors that influence engagement.

Leveraging sophisticated machine learning, trained on 600K+ survey responses, this model allows organizations to make data-driven decisions that drive meaningful improvements in employee satisfaction, productivity, and retention.

With this new model, you can easily answer the questions:

• "What are the things that actually impact a person's engagement?"
• "Where should I focus if I want to take action to improve engagement?"
• "How much impact would changing a specific survey response have on overall engagement?"
• "How do our engagement challenges compare with typical patterns in other organizations?"

Learn more ⬇️

Help Center article 💡: Predictive Impact Model: Tool Overview

The In-Context Help chatbot is designed to provide leaders with timely, relevant assistance directly within their flow of work. This tool makes it easy to access explanations, tips, and guidance on using 15Five’s features without navigating away from your current screen, helping users understand and make the most of 15Five’s powerful engagement and reporting tools.

For now, this tool is only available to provide context around engagement reporting. In the future, we'll expand capabilities to provide immediate assistance to leaders throughout 15Five.

Action Plans in 15Five are strategic plans that HR teams use to organize and measure the work you're doing to improve HR outcomes (employee performance, engagement, and/or retention) in your organization. In the past, only admins could create Action Plans. Now, managers can do the same!

Managers can create Action Plans specifically for their teams. This empowers them to take ownership of engagement initiatives within their scope, addressing specific needs based on their team’s Predictive Impact insights and engagement data.

Learn more ⬇️

Help Center article 💡: Action Plans: Tool Overview
Help Center article 💡: Create an Action Plan based on engagement survey results

HR's role has evolved to focus on driving business outcomes, building culture, and enhancing organizational growth through data-backed decisions. With 15Five, HR leaders can connect their efforts to key business outcomes, making their impact not only visible but undeniable. 15Five is designed to manage, measure, and improve the outcomes that matter most to your people and your business. In this video, we’ll walk you through how 15Five serves as your strategic command center, empowering you to deliver real, measurable business results.

We achieve this through an approach called the HR Outcomes Flywheel: a simple but powerful approach that enables HR leaders — in partnership with managers — to act on measured outcomes at scale and in a way that demonstrably impacts the business. The flywheel connects all the things HR does in a continuous, accelerating flywheel to improve the outcomes that matter most to your company. It works in three key phases: Diagnose, Plan, and Act.

• In the Diagnose phase, you’ll use 15Five to create a shared understanding of what’s working, what’s not, and where to focus.
• The Plan phase focuses on implementing strategic Action Plans that are clear, accountable, and trackable.
• In the Act phase, you’ll scale your strategy by activating and enabling your people managers.

Learn more ⬇️

With this release, we bid adieu to a couple of reporting options that were available in legacy reporting: 

Influence Bubbles

In legacy engagement reporting, Influence Bubbles were used to show how much influence individual engagement drivers had on your organization's Engagement Score

Now, you can use 15Five's Predictive Impact Model to see exactly how much specific survey statements affect engagement.

Focus Areas

Historically, Focus Areas provided insight into which drivers had the most impact on engagement.

You can now use the Improve & Celebrate sections in the "Summary" tab of 15Five's new and improved engagement reporting capabilities to see the specific statements and data points that have the biggest impact on engagement.

For the time being, these elements are still available in legacy engagement reporting— but legacy reporting will be fully sunset in 2025.

Read more about legacy reporting options ⬇️

Help Center article 💡: [Legacy] Analyze engagement results
Help Center article 💡: [Legacy] View engagement results as a Limited Access Leader

New

Engagement levels in the new reporting system are represented by updated colors and descriptions that align more intuitively with engagement scores, helping users quickly assess engagement health.

• Disengaged (0-5th percentile): Organizations in the bottom 5% of the Engagement Score database have a high percentage of employees who are disengaged.
• Somewhat Engaged (5th-25th percentile): Organizations in this range have employees who are slightly more engaged but still display significant signs of disengagement.
• Moderately Engaged (25th-75th percentile): These organizations sit in the middle of the database, with employees who are moderately engaged in their work.
• Highly Engaged (75th-95th percentile): Organizations in the top 25% of the database have employees who are highly engaged and contribute significantly to the business.
• Extremely Engaged (95th-100th percentile): Organizations in the top 5% of the database exhibit exceptional employee engagement, with most employees being extremely committed to their work.

Legacy

Previous engagement level colors and labels were less consistent in visually conveying the engagement range. This update provides clearer visual guidance on engagement levels.

• Highly Disengaged (0-5th percentile): Organizations that score in the bottom 5% of our Engagement Score database have employees who are highly disengaged with their work. This can have a significant impact on an organization by impacting turnover, profits, and productivity.
• Disengaged (5th-25th percentile): Organizations that score in the bottom 25% of our Engagement Score database have employees who are disengaged with their work. When employees are disengaged, they are not bringing their full selves to work which affects how they focus in their roles, interact with teammates, and contribute within the organization.
• Moderately Engaged (25th-75th percentile): Organizations that score in the middle 50% of our Engagement Score database have employees who are moderately engaged in their work. We describe employees who are moderately engaged as satisfied, but there is still room for them to become engaged and lean into their work.
• Highly Engaged (75th-95th percentile): Organizations that score in the top 25% of our Engagement Score database have employees who are highly engaged with their work. Highly engaged employees take initiative in their role, have less drama with coworkers, and work to benefit the organization and its purpose.
• Extremely Engaged (95th-100th percentile): Organizations that score in the top 5% of our Engagement Score database have employees who are extremely engaged with their work. Extremely engaged employees positively impact an organization by decreasing turnover, increasing profits, and improving productivity.

New

The new reporting features a Predictive Impact Model that uses AI to identify specific driver statements impacting engagement scores, quantifying their effects in points.

Legacy

Influence bubbles displayed the degree of influence of drivers on engagement but lacked the precision and data modeling found in the Predictive Impact Model. This feature has been replaced to avoid confusion from conflicting metrics.

New

The reporting now includes “Improve” and “Celebrate” insights alongside “Top Recommended Areas for Action,” powered by predictive impact data.

Legacy

Focus Areas (Strengths and Struggles) were calculated based on a mix of driver influence and scores. This approach has been refined with targeted insights in the new version.

New

The focus is on statement-level data, which includes predictive impact scores, raw average responses, response distributions, percentiles, and associated drivers.

Legacy

Driver index scores were previously used but were often found confusing by customers, hence removed from the new interface.

• New: Percentiles are now calculated based on a rolling 12-month dataset of completed campaigns, ensuring a more current benchmark.
• Legacy: Percentiles were based on data from all campaigns since 2018, leading to occasional discrepancies.

• New: The system now retains a complete history of employee and group attribute changes, which allows for historical reporting without traditional snapshots.
• Legacy: The legacy platform required specific snapshot points to capture data at a moment in time, a process that is no longer needed.

• New: The concept of “spheres of experience” is absent in the new reporting as user research indicated it was underutilized. Future updates may reintroduce this for data grouping or filtering based on customer feedback.
• Legacy: Spheres of experience were present but are being phased out to streamline the reporting structure.