Frequently Asked Questions (FAQs) in Engagement

All customers with the Engagement feature have access to the new reporting. Access for managers or specific leaders can be managed in Engagement access settings, allowing leaders to view data relevant to their teams.

Action Plans can be created directly within the reporting by selecting statements with high negative impact scores. Managers and admins can create these plans, setting specific goals to improve engagement based on predictive insights.

Yes, downloading engagement data in CSV and PNG formats is on the roadmap for Q4 2024, enabling organizations to further analyze data and share insights with stakeholders.

Yes, all past engagement campaign data is accessible in the new reporting system, allowing users to view historical trends and compare past results with current scores. Learn more about new engagement reporting.

The Predictive Impact Model is a machine learning-powered tool that analyzes engagement data to identify which survey statements most impact engagement scores. It predicts the effect of improving specific statements, allowing HR leaders to prioritize actions that will most effectively increase engagement.

Predictive Impact Scores show the estimated effect each survey statement has on overall engagement. If a statement has a negative impact score, improving responses for that statement could significantly boost engagement. This allows organizations to focus on the statements that will most improve engagement.

The Engagement Breakdown report provides a driver-by-driver analysis of engagement, showing how each engagement driver (like autonomy or purpose) contributes to overall scores. It helps HR leaders pinpoint which drivers have the most influence on engagement for different teams.

Engagement Flow tracks engagement scores over time, visualizing trends and fluctuations. This allows HR to monitor the impact of initiatives, identify seasonal changes, and observe engagement patterns to adapt strategies as needed.

eNPS (Employee Net Promoter Score) measures employee loyalty by asking how likely employees are to recommend the organization. The eNPS Trend report tracks changes in loyalty over time, helping leaders understand how employee sentiment is evolving.

The eNPS Breakdown report categorizes responses into promoters, passives, and detractors, showing the distribution across different employee groups. This enables HR to identify areas where employee loyalty is lower and develop targeted strategies to improve advocacy.

The Feedback tab in engagement results organizes open-ended employee feedback, allowing leaders to see themes and concerns. Leaders can filter by topic, group, or demographic to pinpoint issues and identify areas needing attention, gaining valuable context beyond numerical scores.

Managers with limited access can view their team’s engagement scores, specific statement insights, Predictive Impact Scores, and the ability to filter data by team, allowing them to prioritize actions within their scope of influence. Learn more.

Engagement data can be filtered by department, location, demographic, or other custom segments, allowing HR to analyze engagement for specific groups and identify areas for targeted actions. Learn more about filtering options.

Industry benchmarking is currently in development and planned for release in 2025. In the meantime, engagement scores and other metrics can be compared to company historical data and against percentiles within the 15Five dataset.

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.