In the reports, you will see an engagement index. This is a combined value of the questions. All drivers have an index as well.
The engagement index is the average value of all questions in the survey. For example:
The Health driver consists of 5 questions and has a driver index of 3.6. This index is calculated by using the following formula:
(Sum of question values) / (number of questions) = driver index
Question 1: 3.4
Question 2: 3.8
Question 3: 2.7
Question 4: 4.5
Question 5: 3.8 +
18,2/5 = 3.6
The engagement index is the average value of all of the driver indexes combined.
When utilizing pulse frequencies:
The engagement index is calculated as a moving average based on the questions included in the question settings.
If a pulse survey is included, the moving average includes answers from surveys started within the last 11,5 weeks (based on the survey start date). For example:
(Sum of question values) / (Number of questions) = Engagement index
When combining non-pulse and pulse frequencies:
Example: An organization started their annual survey and a pulse survey, both were sent out within the last 11,5 weeks. The engagement indexes from the surveys were 3.0 for the annual and 4.0 for the pulse. Thus their new calculated engagement index is:
(Annual survey + Pulse survey) / (Number of surveys) = (3.0 + 4.0) / 2 = 3.5
Tip: If you do not wish to get a combined engagement index for the pulse - and non-pulse surveys, please see the following article: aggregation of none pulse surveys
To improve the engagement score
Focus on the different drivers and work with the lowest-rated drivers to improve the engagement score. Do not forget to continue to work with the highest-rated drivers as well to preserve the high engagement value. Apart from the benchmark value, this is a general description of different engagement scores:
1 - Very rare: A lot of room for improvement
2 - A relatively low result: Also room for improvement
3 - A commonly occurring result: Here is some room for improvement but close to an average score
4 - A high and good result: Keep up the good work to preserve this value
5 - Very rare: Excellent score but in most cases not realistic
The questions are formatted in a positive manner with the aim of driving engagement resulting in higher productivity, employee retention, and organizational success.
By getting information about improvement areas you will get the opportunity to act on those areas. Challenges do not occur by asking questions and receiving feedback. The challenges are there either way.
By getting an understanding of the situation, you get the insights you need to focus on what matters most. Low results should not be viewed as something bad, it is an opportunity to improve those results. By continuously measuring you get the insights to turn a decreasing trend into an increasing one.