Analyze engagement campaign results using the HR Outcomes Dashboard

In the top, left-hand corner of the Summary tab, you'll see a graphic that shows your engagement score, level, and percentile.

Engagement score

The engagement score measures your team’s psychological state of engagement, supported by a robust theoretical framework and validated through psychometric analysis. It reflects three dimensions of engagement:

• 🚀 Force: Internal drive to contribute positively to the organization
• 💫 Feeling: Positive emotional state while working
• 🎯 Focus: Ability to work intensely without distraction

There are 7 statements used in the calculation of the engagement score:

1. The work that I do gives me a sense of pride.
2. I feel a sense of happiness when I am working very hard.
3. I find it very easy to stay focused on what is most important for me to accomplish at work.
4. I find my work to be full of meaning and purpose.
5. When I wake up, I feel like going to work.
6. I am able to get into a state of complete focus while working.
7. I love the feeling of working.

Engagement level

The engagement level is the "bucket" of engagement your engagement score falls into.

Once an engagement score is calculated, it’s categorized into one of the following engagement levels:

• 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.

Engagement percentile

The engagement percentile indicates how your engagement score ranks compared to all other companies in the 15Five dataset over the past 12 months. For example, if your score is in the 40th percentile, it means 60% of companies have higher engagement scores than yours.

The Compared to last survey section shows how your organization's engagement score, engagement percentile, and participation changed since your last survey. Refer to this section survey-after-survey to measure how key metrics shift as leaders launch initiatives and complete Action Plans that target areas of opportunity.

• The engagement score measures your team’s psychological state of engagement, supported by a robust theoretical framework and validated through psychometric analysis. It reflects three dimensions of engagement:
• The engagement percentile indicates how your engagement score ranks compared to all other companies in the 15Five dataset over the past 12 months. For example, if your score is in the 40th percentile, it means 60% of companies have higher engagement scores than yours.
• Participation reflects the percentage of your team that submitted their engagement surveys. Our Global Average participation rate is 82% when following our default recommended reminder cadence. This can vary depending on the accuracy and type of contact information, industry, internal promotion efforts, and, of course, employee perception of action over time. Really work towards pursuing the highest rate possible!

The Improve and Celebrate sections on the Summary tab use AI to highlight areas where your organization can grow and recognize achievements based on survey results.

The Recommended areas for action section highlights targeted actions, based on key insights from the campaign, that you can use to drive engagement. These recommendations are generated with 15Five's Predictive Impact Model, which uses sophisticated machine learning to predict, with high confidence, exactly how much impact an action will have on engagement. By pinpointing which actions will yield the most significant results, you're empowered to strategically boost engagement by launching Action Plans that deliver measurable, targeted results.

To adopt an Action Plan, click the Edit Action Plan button and follow the modal to launch it.

In the top, left-hand corner of the Summary tab, you'll see a graphic that shows your engagement score, level, and percentile.

Engagement score

The engagement score measures your team’s psychological state of engagement, supported by a robust theoretical framework and validated through psychometric analysis. It reflects three dimensions of engagement:

• 🚀 Force: Internal drive to contribute positively to the organization
• 💫 Feeling: Positive emotional state while working
• 🎯 Focus: Ability to work intensely without distraction

There are 7 statements used in the calculation of the engagement score:

1. The work that I do gives me a sense of pride.
2. I feel a sense of happiness when I am working very hard.
3. I find it very easy to stay focused on what is most important for me to accomplish at work.
4. I find my work to be full of meaning and purpose.
5. When I wake up, I feel like going to work.
6. I am able to get into a state of complete focus while working.
7. I love the feeling of working.

Engagement level

The engagement level is the "bucket" of engagement your engagement score falls into.

Once an engagement score is calculated, it’s categorized into one of the following engagement levels:

• 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.

Engagement percentile

The engagement percentile indicates how your engagement score ranks compared to all other companies in the 15Five dataset over the past 12 months. For example, if your score is in the 40th percentile, it means 60% of companies have higher engagement scores than yours.

The engagement trend shows how your organization's engagement score changes over time. Refer to this section survey-after-survey to measure how your engagement score changes as leaders launch initiatives and complete Action Plans that target areas of opportunity.

Engagement Flow in engagement reporting provides a dynamic, timeline-based view of engagement levels across an organization. This report tracks engagement trends over time, showing fluctuations in employee engagement based on recent survey results and major organizational changes.

The report visually illustrates:

• Trend Lines: How engagement scores have risen or fallen over specific time periods, allowing leaders to identify patterns, seasonal shifts, or responses to company initiatives.
• Comparative Insights: Engagement flow can be compared across teams or departments to pinpoint where engagement efforts are most effective or need additional focus.
• Actionable Markers: Key engagement milestones are highlighted, helping HR and managers to assess the impact of actions taken, such as changes in leadership or implemented engagement programs.

This reporting tool supports proactive engagement management by allowing leaders to track improvements or declines and adjust strategies accordingly.

Engagement Breakdown in 15Five’s reporting offers a detailed, component-based view of engagement, breaking down overall scores into specific dimensions or drivers. This report helps leaders understand the underlying factors that contribute to engagement scores by providing insights into various engagement dimensions.

Here, you can access insights like:

• Key Engagement Drivers: Engagement Breakdown shows scores for individual drivers like autonomy, manager support, role clarity, and purpose. This enables leaders to see which specific drivers are boosting or dragging down overall engagement.
• Driver-Level Comparisons: Leaders can compare engagement scores for each driver across departments, locations, or demographic groups to identify areas that may need attention.
• Impact Analysis: Each driver’s influence on engagement is displayed, highlighting the aspects that have the greatest positive or negative impact. This prioritizes areas for improvement to maximize engagement gains.

Measuring eNPS is a powerful way to gauge employee loyalty and satisfaction within the organization. eNPS scores can range from -100 to 100. According to Great Place to Work, a good score is anywhere between 10 and 30, and a score of 30 or greater is considered excellent.

When eNPS is added to an engagement campaign, respondents are asked, "On a scale from 0-10, how likely are you to recommend [Organization] as a great place to work?" Respondents answer this question on a 10-point Likert scale with 0 being very unlikely to 10 being very likely.

From there, our system separates ratings into three categories: promoters, passives, and detractors. The eNPS score is calculated by subtracting the percentage of employees that responded as detractors from the percent of employees that responded as promoters using the formula:

eNPS = % Promoters - % Detractors

 This report offers a detailed analysis of employee Net Promoter Score (eNPS) responses by categorizing them into promoters, passives, and detractors. It shows the percentage of employees in each category, providing insight into overall employee loyalty and satisfaction.

Leaders can view response distributions over time, identify trends, and compare group-specific eNPS scores to reveal where employee advocacy is strong or where efforts may be needed to improve sentiment. This breakdown allows HR and managers to understand the distribution and intensity of employee sentiment and guide retention strategies.

The eNPS Trend report tracks shifts in employee Net Promoter Score (eNPS) over time, allowing leaders to monitor changes in employee loyalty and satisfaction across the organization. This report visualizes trends in promoter, passive, and detractor scores, helping HR teams and managers understand the evolution of employee advocacy.

Leaders can analyze how eNPS fluctuates in response to company initiatives, organizational changes, or seasonal factors. By observing these trends across different departments, locations, or demographic groups, HR can identify areas with rising or declining employee sentiment, pinpointing where engagement strategies are working or where additional focus is needed. This comprehensive view enables proactive adjustments to enhance employee loyalty, improve workplace culture, and strengthen retention.

The eNPS Breakdown report provides an in-depth look at employee Net Promoter Score (eNPS) by analyzing response distributions across key employee groups. This report categorizes responses into promoters, passives, and detractors, allowing leaders to see where employee loyalty and advocacy are strongest and where there may be challenges. You can use the "Compare by" filter in the top, right-hand corner of the breakdown chart to view results by group type or demographic data.

eNPS Breakdown enables filtering by various segments—such as department, location, or tenure—so that leaders can compare eNPS scores across groups, uncovering patterns in employee sentiment. This granular breakdown helps HR and managers understand the intensity and distribution of employee satisfaction across the organization, offering targeted insights to improve engagement and address retention risks. The report is ideal for organizations seeking to understand underlying factors affecting employee loyalty, empowering them to design more tailored and effective engagement strategies.

The "Types" filter allows you to filter qualitative feedback based on source.

• Dynamic Feedback: At the end of an engagement survey, participants are asked one of the two engagement driver-related questions below based on their results. Use this filter to view qualitative feedback given to these statements.
  • If they responded with more disagreement to a driver, they're asked, "We noticed you rated the following statements lower than other statements. What recommendations do you have on what [Organization] should start or stop doing?"
  • If they responded positively to all drivers, they're asked, "We noticed you rated the following statements higher than other statements. What recommendations do you have on what [Organization] should keep doing?"
• Employee Net Promoter Score Feedback: If eNPS was included in the engagement campaign, respondents are asked two questions. Use this filter to view qualitative feedback given to the second question.
  • "On a scale from 0-10, how likely are you to recommend {Organization Display Name} as a great place to work?"
  • "What was the primary reason for your answer?"
• Custom Feedback: If your engagement campaign contained a custom survey, you can filter by this option to see how employees responded to those custom survey statements.

The "Drivers" filter allows you to filter qualitative feedback based on engagement drivers. 15Five's engagement model includes 17 drivers that relate to workplace qualities and feelings that allow employees to engage with their work, each of which is measured using respondent answers given to specific survey statements.

At the end of an engagement survey, participants are asked one of the two engagement driver-related questions below based on their results. Use this filter to only see feedback that relates to a specific engagement driver.

• • If they responded with more disagreement to a driver, they're asked, "We noticed you rated the following statements lower than other statements. What recommendations do you have on what [Organization] should start or stop doing?"
  • If they responded positively to all drivers, they're asked, "We noticed you rated the following statements higher than other statements. What recommendations do you have on what [Organization] should keep doing?"

The "Sentiments" filter allows you to filter responses by Mixed, Negative, Neutral, or Positive feedback. This filter is especially helpful when you want to hone in on areas of celebration (positive feedback) and areas for improvement (negative feedback).

To protect the confidentiality of survey participants, open-ended question answers collected from any survey in a campaign can be filtered by one group type. During the process of creating the engagement campaign, you were asked to select this group type, which we call the "Feedback Filter." 

Use this filtering option to see how groups within your selected Feedback Filter group type responded to qualitative questions.