Analyze engagement campaign results

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.

• The Engagement Score is a quantitative measure that reflects the overall level of employee engagement within an organization. Calculated based on responses to specific survey statements, this score captures key dimensions of engagement, such as employees' sense of purpose, motivation, and connection to their work.
• 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.

Each recommendation contains the predictive impact score, which indicates how much impact the Action Plan can have on overall engagement, target audience, and engagement driver(s) the plan will influence.

To adopt an Action Plan, click the Draft 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.

How to use the Engagement trend table

• The X-axis (left to right) shows the dates of your current and three most recent engagement campaigns, while the Y-axis (top to bottom) reflects the Engagement Score. Each dot represents an engagement campaign and is color-coded according to its engagement level. You can read more about engagement levels in the FAQs at the end of this article.

• Hover over a dot to view detailed information about that campaign, including the Engagement Score, campaign name, timeframe, and participant count.
  

The Engagement flow provides a dynamic, timeline-based view of engagement levels across an organization. This reporting option tracks engagement trends over time, showing fluctuations in employee engagement from survey to survey.

How to use the Engagement flow table

• The X-axis (left to right) displays the dates of your current and three most recent engagement campaigns, while the Y-axis (top to bottom) indicates the number of participants.
• Each bar in the table is color-coded to represent different engagement levels. Refer to the legend below the table for color meanings.
• Hover over a bar to see how respondents have shifted between engagement levels over time.

The Engagement breakdown provides a detailed look at engagement data, allowing you to analyze Engagement Scores across different group types within your organization. This section lets you compare groups based on their overall engagement score, response rate, and distribution of responses. By exploring specific survey statements, average responses, and percentile rankings, leaders can gain insights into how engagement varies across teams or departments and identify areas for improvement.

How to use the Engagement breakdown table

1. Use the "Compare by" filter to select a Group Type.
   
2. Groups within your selected Group Type will appear in the table along with the following information: 
   
   • Engagement Score: A quantitative measure that reflects the overall level of employee engagement within an organization. Calculated based on responses to specific survey statements, this score captures key dimensions of engagement, such as employees' sense of purpose, motivation, and connection to their work.
   • Change: How much the Engagement Score changed since the most recent engagement campaign.
   • Response rate: The % of group members who submitted their engagement surveys.
   • Engagement distribution: The % of group members who fell into each engagement level. You can read more about engagement levels in the FAQs at the end of this article.
3. Click the arrow to the left of a group to expand additional details.
   
   
   • Statement: This column contains the 7 statements we use to calculate the Engagement Score. Please refer to the FAQs at the bottom of this article to learn more about how the Engagement Score is calculated.
   • Average response: This column contains the average response given to the survey statement. Survey participants answer each statement on a 5-point scale from "Strongly disagree" to "Strongly agree." To calculate the average response, responses are quantified on a 0-4 scale, with 0 representing "Strongly disagree" and 4 representing "Strongly agree." You can hover over the average response to see where the score places on this scale.
     
   • Percentile: This column indicates how the group's average response ranks compare to that of all other similar groups in the 15Five dataset over the past 12 months.
   • Distribution: This column breaks down responses to help you visualize the general sentiment survey participants had towards the statement. Hover over the bar graph to see more details about the # and % of people who responded unfavorably, neutrally, and favorably.
     
4. If a group doesn't meet confidentiality requirements, you cannot view their results. These groups are listed at the bottom of the table.
   

The Heatmap view is a visual representation of statement-level impact, highlighting high-impact areas with color-coded indicators to show where engagement is strongest or weakest.

When to use Heatmap view:

• When you need to quickly identify trends or "hot spots" in engagement data.
• When you're looking for a high-level overview of the most impactful statements for a team or organization.
• As a starting point for diagnosing broader issues or determining focus areas before diving into details.

How to use heatmap view:

• The columns (left to right) contain the survey statements along with their associated engagement driver. The rows (top to bottom) contain the groups you've viewing results for and their overall engagement score and participation rate. The top row always shows information for your organization as a whole so you can see how groups compare to the average.
  
• View results for Group Types: Use the filter in the top, left-hand corner of the table to select the Group Type you want to view results for.
  
• Create an Action Plan: Click the lightning icon to the left of a row to open the Action Planner, which allows you to create an action plan to improve engagement for the associated group. Learn more about creating an Action Plan based on engagement survey results.
  

• See additional details: Click on a cell in the table to learn more about what a Predictive Impact Score means from 15Five AI.
  
• Pin a statement: Hover over a column header and click the tack icon to pin the statement. Pinning a statement moves it to the far left of the table. You can use this option to compare multiple statements as you're analyzing results (e.g. all statements related to a specific engagement driver).
  
  You can also use the "Pin statements" filter in the top, right-hand corner of the statement table to see high-impact statements. Refer to the FAQs at the bottom of this article for more information about filtering options.
  
• If a group doesn't meet confidentiality requirements, you cannot view their results. These groups are listed at the bottom of the table.
  

The List view is a detailed table of survey statements with their associated metrics, including Predictive Impact Scores, raw average responses, distribution of responses, and percentiles. In this table, you can see each survey statement, the associated engagement driver, the Predictive Impact Score, the percentile (indicating how the group’s responses compare to other groups in the 15Five dataset), and a distribution visualization that shows how favorable or unfavorable responses to the statement were.

When to use list view:

• When you need a granular analysis of individual survey statements.
• When you want to compare specific metrics for each statement, such as response distributions or raw scores.

You can take the following actions from list view:

• Sort the list: Click on a column header to organize the list ascending/descending by value
  
• See driver definitions: Hover over an engagement driver name to see its definition.
  
• Pin a statement: Hover over a line in the table and click the tack icon to pin the statement. Pinning a statement moves it to the top of the table. You can use this option to compare multiple statements as you're analyzing results).
  
  You can also use the "Pin statements" filter in the top, right-hand corner of the statement table to see high-impact statements. Refer to the FAQs at the bottom of this article for more information about filtering options.
  
• View additional distribution details: Hover over a distribution visualization to see a breakdown of responses given to the statement.
  
  
  
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  Note

  The gray numbers in the bottom, left-hand corner of the distribution visualization indicate participation— that is, how many participants answered the statement out of the total number of employees who were invited to take part in the survey.

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:

• A score of 9-10 makes an employee a Promoter
• A score of 7-8 makes an employee a Passive
• A score of 0-6 makes an employee a Detractor

Then, we calculate the eNPS Score 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.