Engagement: Frequently Asked Questions (FAQs)

This article walks through some of the most common questions we get regarding our Engagement feature.

Access and availability

⛔️ Required access to Engagement.
👥 This article is relevant to all roles.
📦 This feature is available in the Engage, Legacy Perform, and Total Platform pricing packages.


General FAQs 💡

Who has access to the new engagement reporting features, and how can I enable access for team members?

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.

How are Action Plans created based on Predictive Impact insights, and who can create them?

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.

Is it possible to download engagement data, and in what formats?

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.

Is historical engagement campaign data available in the new reporting system?

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.

I received a 1004 error when opening my engagement survey link. What should I do?
A 1004 error meaning that the campaign wasn't found on the backend and cannot be accessed. If your survey just launched, wait a few minutes and try to open it again. If the error persists, please contact our Support Team.

Reporting Option FAQs 📊

Why did our engagement level change from the old reporting to the new?

In the new engagement reporting, we’ve updated the framework and labels for engagement levels. The levels are still based on percentiles with the same ranges as before, but the language has been adjusted based on customer feedback to more accurately describe the state of engagement at these various levels.

Notably, the two lowest buckets have changed. They used to be “highly disengaged” and “disengaged” but now have been adjusted to “disengaged” and “somewhat engaged” respectively. The main technical reason for this is that the second lowest level (“disengaged” previously and now “somewhat engaged”) is for groups and organizations where users answered right in the middle of neither agree nor disagree for most questions and it was confusing and somewhat misleading to label that range as “disengaged”.

The new engagement levels are as follows:

  • 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.
Why don’t the engagement percentiles match from the legacy reporting to the new reporting in 15five?

In the new reporting, we have changed the way that we calculate percentiles, using a rolling 12 months of data from ended engagement campaigns. In the legacy reporting we looked at all data from ended campaigns since 2018. This might alter the percentiles slightly (off by 1-7 percentiles). If the customer raises a large discrepancy (more than 7 percentiles), this should be treated as a bug and investigated. This change was made to address concerns that our indexing was out of date and customers were being compared to an engagement environment (specifically pre-covid) that no longer reflects reality. We found that this was not the case in almost every instance and our engagement data has been remarkably consistent, but we updated it to a rolling window because we have the volume of data to do so now and to protect against any future anomalies that might cause the data to vary significantly over a longer period of time.

What is the Predictive Impact Model, and how does it improve engagement analysis?

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.

What are "Predictive Impact Scores" and how should they be interpreted?

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.

What is the Engagement Breakdown report, and how can I use it to understand engagement drivers?

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.

How does the Engagement Flow report help in tracking engagement trends over time?

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.

What is eNPS, and how does the eNPS Trend report help with understanding employee loyalty?

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.

How can I use the eNPS Breakdown report to identify areas for improving employee advocacy?

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.

What is the Feedback tab, and how should I use it to gather actionable insights?

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.

What reporting options are available for managers with limited access to view their team’s engagement data?

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.

What data can I filter by in the new reports (e.g., by department, location, or demographics)?

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.

Can I compare my company’s engagement results to industry benchmarks?

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.


Metric Calculation FAQs 🧮

How is the Engagement Score calculated?

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%

How is eNPS calculated?

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.

eNPS-Statements.png

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.


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