View engagement results as a Limited Access Leader

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:

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.

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.