Once an engagement survey closes, individuals with results access are presented with a valuable opportunity to delve into the data. Individuals with limited results access have access to results and details for the groups they have results access for, as well as limited access to some company-wide results.
In this article, you will learn...
- How to access results for an engagement campaign 🧑💻
- What results do I have access to as a Leader with Limited Results Access? 📊
- Frequently Asked Questions (FAQs) ❓
Access and availability
⛔️ Required access to Engagement and the HR Outcomes Dashboard.
👥 This article is relevant to leaders with limited results access.
📦 This feature is available in the Engage and Total Platform pricing packages.
Note
Legacy reporting for engagement campaigns will be sunset in 2025. Until then, you also have the option to view engagement results using historical reporting options.
Access results for an engagement campaign 🧑💻
- Click on Engagement in 15Five's main, left-hand navigation.
- Click View results to the right of the campaign you want to view results for.
- You're now on the "Campaign summary" page. To view a different campaign, click the campaign name at the top and select your desired campaign from the dropdown menu.
- Use the filters at the top of the page to toggle between organization-wide and group engagement results. Learn more about filtering options.
Note
As a limited access leader, you’ll only be able to select groups you’ve been assigned access to view. If no group is selected, you’ll see company-wide results; however, your access to company-wide data is limited. For more details on what company-wide results you can view, check out the "What results do I have access to?" section of this article.
- On the Campaign summary page, you'll see five tabs: Summary, Engagement, Statements, eNPS, and Feedback.
- 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.
- Continue reading to learn more about each of these reporting options.
Note
You can have full access to reporting options for groups you're assigned results access to and limited access to company-wide results. To learn more about which company-wide results you have visibility into, please refer to the "What results do I have access to? 📊" section of this article.
Analyze results using the Summary tab
The Summary tab provides an overview of results, including key metrics and recommendations for Action Plans you can launch to increase engagement.
Here, you can analyze engagement results using the following reporting options:
Get an overall measurement of employee engagement across your team and organization.
In the top, left-hand corner of the Summary tab, you'll see a graphic that shows your engagement score, level, and percentile. You can view this information for the entire company and for groups you're assigned results access for.
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:
- The work that I do gives me a sense of pride.
- I feel a sense of happiness when I am working very hard.
- I find it very easy to stay focused on what is most important for me to accomplish at work.
- I find my work to be full of meaning and purpose.
- When I wake up, I feel like going to work.
- I am able to get into a state of complete focus while working.
- I love the feeling of working.
Note
For a deeper understanding of how the engagement score is calculated, click the “Explain this score” button in the app. This opens a chat-style guide that covers the philosophy behind the engagement score, as well as the questions and equation used. You can also find additional details in the FAQs at the end of this article.
Engagement level
The engagement level is the "bucket" of engagement your engagement score falls into.
Engagement scores are 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.
See how key metrics have changed since your last survey.
The Compared to last survey section shows how engagement score, engagement percentile, and participation changed since your last survey.
Note
The "Percentile" data point is not available in group results.
- 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 organization's engagement score compares 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 your's.
- Participation reflects the percentage of your organization 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.
View AI-generated insights highlighting areas for improvement and successes to celebrate within your team and organization.
The Improve and Celebrate sections on the Summary tab use AI to highlight areas where your team can grow and recognize achievements based on survey results. You can view this information for the entire company and for groups you have results access for.
Tip
Taking action on engagement results, like those indicated in the Improve section, is crucial to show employees that their feedback counts. Equally important is recognizing areas for celebration. Research indicates that celebrating progress— even small wins— can significantly boost motivation across your workforce.
Gain a clear and accurate prediction of how specific changes can impact overall engagement— and take action.
The Recommended areas for action section highlights targeted actions, based on key insights from the campaign, that you can use to drive engagement in groups you have results access for. 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.
Tip
Gallup warns that failing to act on engagement survey results can lead to lower engagement, higher turnover, and declining response rates in future surveys. By taking specific, targeted action, organizations demonstrate their commitment to employee feedback, leading to improved morale and sustained engagement.
Analyze results using the Engagement tab
The Engagement tab digs deeper into key metrics, allowing you to view engagement distribution and changes over time.
Here, you can analyze engagement results using the following reporting options:
Get an overall measurement of employee engagement across your organization.
In the top, left-hand corner of the Engagement tab, you'll see a graphic that shows your engagement score, level, and percentile. You can view this information for the entire company and for groups you're assigned results access for.
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:
- The work that I do gives me a sense of pride.
- I feel a sense of happiness when I am working very hard.
- I find it very easy to stay focused on what is most important for me to accomplish at work.
- I find my work to be full of meaning and purpose.
- When I wake up, I feel like going to work.
- I am able to get into a state of complete focus while working.
- I love the feeling of working.
Note
For a deeper understanding of how the engagement score is calculated, click the “Explain this score” button in the app. This opens a chat-style guide that covers the philosophy behind the engagement score, as well as the questions and equation used. You can also find additional details in the FAQs at the end of this article.
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.
See how your Engagement Score changes over time.
The engagement trend shows how Engagement Score changes over time. You can view company-wide and group-level engagement trends. 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
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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.
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Hover over a dot to view detailed information about that campaign, including the Engagement Score, campaign name, timeframe, and participant count.
Track how engagement levels shift from survey to survey.
The Engagement flow provides a dynamic, timeline-based view of engagement levels across a team or 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.
Note
You may also notice lines extending into or out of the table. These lines represent employees who joined the organization after the previous survey or left after the survey you’re hovering over. This helps you track how shifts in employee participation influence engagement results over time.
See a breakdown of how groups within a Group Type responded to survey statements that impact the Engagement Score.
The Engagement breakdown provides a detailed look at engagement data, allowing you to analyze Engagement Scores across different segments within the groups you're assigned results access for. 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
- Use the "Compare by" filter to select a Group Type.
- 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.
- 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.
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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.
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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.
- If a group doesn't meet confidentiality requirements, you cannot view their results. These groups are listed at the bottom of the table.
Analyze results using the Statements tab
Tip
For tips on improving your team's survey participation, check out the "Drive your team's response rate" tip in the "What should I expect? 📝" section of this article.
What results do I have access to? 📊
Individuals with limited results access have access to all results and details for the groups they have results access for. In addition, limited access leaders can see limited company results.
Summary Tab
- Engagement score, level, and percentile
- Compared to last survey
- Areas to improve and celebrate
Engagement Tab
- Engagement score, level, and percentile
- Engagement trend
- Engagement flow
- Engagement breakdown
Summary Tab
- Group-level statement breakdown
eNPS Tab
- eNPS score
- Response breakdown
- eNPS trend
- eNPS breakdown
Feedback Tab
- Group-level feedback
These tailored reporting options give leaders targeted insights and tools to improve engagement within their areas of influence, even with limited access. Continue to the next sections of this article to learn more about these reporting options.
Summary Tab
- Engagement score, level, and percentile
- Compared to last survey
- Areas to improve and celebrate
- [Not able to see company-wide Action Plans]
Engagement Tab
- Engagement score, level, and percentile
- Engagement trend
- Engagement flow
- [Not able to see engagement breakdown for company results]
Statements Tab
- [Not able to see company-wide statement breakdown]
eNPS Tab
- [Not able to see eNPS reporting for company results]
Feedback Tab
- [Not able to see company-wide feedback]
These high-level views allow limited-access leaders to align their teams with company-wide engagement goals and performance expectations.
Frequently Asked Questions (FAQs) ❓
There are a few reasons you may not be able to see results:
- Confidentiality: You can only view results for a group if at least 3-5 members (depending on your organization's confidentiality threshold) submitted surveys.
- Improper results access in a targeted campaign: To have visibility into results for a targeted engagement campaign, you must have results access for the specific groups that were targeted in the campaign. For example: A leader may have access to a person’s results (e.g. via Manager or Hierarchy groups), but if they don’t have explicit access to the targeted group(s), they won’t be able to see results.
- You're viewing results for a custom survey: You will not receive an engagement score or have access to drivers, heatmap, and other reporting for custom surveys. Additionally, custom surveys do not support trending data.
No. Engagement survey results remain static, meaning they include responses from all participants who took part in the selected campaign, even if they are no longer with the organization.
The Engagement Score is based on 7 statements included in 15Five's standard engagement survey. Those statements are:
- The work that I do gives me a sense of pride.
- I feel a sense of happiness when I am working very hard.
- I find it very easy to stay focused on what is most important for me to accomplish at work.
- I find my work to be full of meaning and purpose.
- When I wake up, I feel like going to work.
- I am able to get into a state of complete focus while working.
- I love the feeling of working.
Employees are asked these questions on a 5-point agreement scale (strongly agree, agree, neither agree nor disagree, disagree, strongly disagree). Each response is then quantified into a value of 0-4 as follows:
- Strongly agree = 4
- Agree = 3
- Neutral = 2
- Disagree = 1
- Strongly disagree = 0
To calculate the Organization Engagement Score, we use the following formula:
Example:
Let's say you conducted an engagement survey in your organization, and 5 employees provided responses to the 7 engagement statements, quantified as follows:
- Employee 1: 4+3+4+3+2+3+4 = 23
- Employee 2: 3+2+3+2+1+3+3 = 17
- Employee 3: 4+4+4+4+4+4+4 = 28
- Employee 4: 2+3+2+3+2+3+2 = 17
- Employee 5: 1+2+1+2+0+2+1 = 9
The sum of all responses is 23+17+28+17+9 = 94
The number of responses is 5 employees * 7 statements = 35
((Sum of all responses / # of responses) / 4) * 100
((94 / 35) / 4)*100
(2.69 / 4)* 100
0.6725 * 100
Engagement Score: 67%
When eNPS is added to an engagement campaign, respondents will be 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.
The system generates a score using the responses to this question, first by sorting ratings into three categories: promoters, passives, and detractors.
- 🟢 Promoters are those employees who are highly satisfied and likely to recommend your organization as a place to work. Employees who responded with scores of 9 or 10 fall into this category.
- 🟡 Passives are employees who are satisfied enough to be content but may not be entirely engaged. These employees are not likely to recommend the organization as a workplace. Still, they may not speak negatively about the company. Employees who responded with scores of 7 or 8 fall into this category.
- 🔴 Detractors are those who are unlikely to recommend their organization, which may indicate some level of employee dissatisfaction. The risk of detractors leaving the business is high, and swift action is necessary to prevent this from happening. Employees who responded with scores between 0-6 fall into this category.
The score is calculated by subtracting the percentage of employees that responded as detractors from the percent of employees that responded as promoters:
eNPS = % Promoters - % Detractors
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.
Example
An organization has 150 employees, 78 (55%) of whom are Promoters and 30 (20%) of whom are Detractors.
eNPS = % Promoters - % Detractors
eNPS = 55 - 20
eNPS = 35
In this example, the eNPS score is 35, which is considered excellent. It indicates that the organization has a significantly higher percentage of employees who are enthusiastic about recommending their workplace compared to those who would not. A score in this range reflects a healthy workplace culture, strong employee engagement, and satisfaction. To maintain or improve this score, the organization should continue its efforts in fostering a supportive and engaging work environment.