Q: How do I drill down to see results for certain groups within our org?
What you can see is based on your permissions. For example, super leaders (typically CEO, VPHR) can see all results. But Group Leaders only see their group/team/dep't/location results compared to org-level results.
Q: Let's cut to the chase - what do these numbers and colors mean?
A: Review common terminology and scales here. We typically see Emplify Scores range from 60 to 80 for the organization as a whole, and between 50 and 90 for a grouping like a department or location. At the end of the day, green and dark blue are great while orange and red indicate weaknesses.
Q: I have a small team. What if two of my people are highly disengaged but four others are average. How does that affect my team's score?
A: In small groupings/teams one person’s extreme result can definitely the team result. Look at the color of the group's distribution overall. If no one is in the “green” (highly engaged), it's more likely that the issue isn't isolated. On the other hand, if all are "green" and one is "red" then the issue is likely isolated. We'll never know exactly who said what since employees are protected by Emplify's confidentiality policy, so you should think about the group as having a shared engagement experience and act accordingly.
Q: Are any Drivers related to one another and therefore move together?
A: Manager, Trust, Feedback and Psychological Safety often go up or down together, mostly because these engagement drivers are largely affected by an immediate supervisor.
On the other side, Authenticity, Purpose, and Fairness can move together. This is more indicative of an org-level engagement issue that requires action by executives.
Tip: see the actual survey items/questions that create the scores for all these Drivers and Conditions by hovering over these terms in your results portal!
Q: How should I expect the score to improve survey to survey?
A: First, we recommend that your focus not be on your score but on what improvement you can create by taking actions. Effective actions lead to behavioral change that is more likely to lead to increased scores as a byproduct. To start, our Strategists typically recommend a focus on improving a specific Driver or Psychological Condition for a specific group i.e. Feedback for Engineering department. Looking out 3 quarters, this could be a good set of goals:
- Q2: increase Autonomy as an org; increase Score for the bottom 3 departments
- Q3: move org Score from "Disengaged" to "Moderately Engaged" (which is about a 71.5)
- Q4: achieve org Score of 73
That said, the following are "average" changes from one survey to the next if the organization is acting in this way:
- Driver or Condition increase of .25 to 1 point
- Grouping (i.e. Department or Location) Score increase of 4 to 7 points
- Organizational Score improvement of .5 to 2 points