This article defines common terms used throughout our Engagement feature.
Customizable initiatives created by managers or HR leaders to address specific engagement challenges identified in survey results. Action Plans help set clear goals, assign responsibilities, and track progress over time to improve engagement.
The "Areas to celebrate" section of engagement results pulls in the two survey statements with the highest predictive impact scores— that is, the two statements that have the most positive impact on overall engagement. These are strengths where employees feel positive, reinforcing successful practices.
The "Areas to improve" section of engagement results pulls in the two survey statements with the lowest predictive impact scores, indicating areas where engagement is detracting. These areas should be prioritized for action, as improvements here can have a significant positive effect on engagement.
A factor influencing employee engagement, such as autonomy, purpose, role clarity, and manager support. Engagement drivers represent key areas within the work environment that impact an employee’s connection and commitment to their work.
Help Center article 💡: Engagement Drivers
Here at 15Five, we define employee engagement as "the emotional commitment and passion that an employee has towards their work and employer, demonstrated by their willingness to expend discretionary effort to help the organization succeed." To go a level deeper, we believe that employee engagement is impacted by a person's belief in their organization's goals and values. It is characterized by enthusiasm, dedication, and a willingness to invest effort in work activities.
A detailed report showing engagement levels by individual drivers, enabling leaders to identify specific areas that contribute positively or negatively to overall engagement.
A timeline-based report showing changes in engagement scores over time. This view allows leaders to track engagement trends and analyze the impact of initiatives, company events, or seasonal factors on employee engagement.
A ranking metric that shows where a team or organization stands compared to similar groups in the 15Five dataset. For example, a 75th percentile score means the team is performing better in engagement than 75% of comparable groups.
The engagement score in 15Five is a numeric representation of employees’ overall level of engagement within an organization. It is calculated based on responses to specific survey statements that measure key dimensions of engagement, such as purpose, motivation, and satisfaction. Scores range from 0 to 100, with higher scores indicating stronger engagement.
This score provides a snapshot of employees' emotional commitment, motivation, and connection to their work and the organization. By analyzing engagement scores over time and across teams, organizations can assess overall engagement levels, identify trends, and determine areas needing focus for improvement.
A metric assessing employee loyalty and advocacy by asking employees how likely they are to recommend their company as a place to work. eNPS scores are broken down into promoters, passives, and detractors.
A report that categorizes eNPS responses into promoters, passives, and detractors. This helps leaders understand the distribution of loyalty and identify areas where engagement can be strengthened.
An organized view of open-ended employee responses, providing qualitative insights into employee sentiment. Users can filter feedback by team, topic, or demographic to identify trends and themes that go beyond numerical scores.
A visual representation within engagement reporting, often used in the Statements tab, highlighting statements with the most positive or negative impact on engagement. The heatmap helps identify “hot spots” for improvement.
An embedded support feature in 15Five that provides explanations, tips, and step-by-step guidance within the platform. Users can access relevant information about features, terms, and processes without leaving the screen they’re on.
A machine learning-powered model that analyzes engagement survey responses to identify which statements have the highest impact on engagement. It assigns Predictive Impact Scores to statements, helping leaders prioritize areas for improvement.
A score indicating the effect a specific survey statement has on overall engagement. Positive scores suggest statements that support engagement, while negative scores identify areas that detract from it.
An individual survey question aligned with an engagement driver, used to measure specific aspects of employee engagement. Statements might ask employees about their sense of purpose, the quality of manager feedback, or their ability to focus on important tasks.
A section in the engagement reporting that provides statement-level analysis, showing how each survey statement influences overall engagement. The Statements tab includes Predictive Impact Scores, distribution of responses, and other metrics.