Impact On Engagement – How It Works
We recommend focusing on those questions which have a ‘High’ or ‘Very High’ impact on engagement and there is room for improvement because your results are below benchmarks; have declined and/or you’ve received comments suggesting improvement.
Note, this feature is only available in our Professional and Enterprise plans.
How We Do It
Step 1: For all the survey questions, we convert each employee’s answers to numbers:
1 – Strongly Disagree
2 – Disagree
3 – Neutral
4 – Agree
5 – Strongly Agree
Step 2: Using the Engagement Score questions we calculate how engaged each employee is:
Fully Engaged – their average answer is at least 4.0 i.e. mainly “Agree” and “Strongly Agree” responses
Key Contributors – their average answer is at least 3.0 i.e. mainly “Agree” and “Neutral” responses
Unengaged – their average answer is at least 2.0 i.e. mainly “Neutral” and “Disagree” responses
Highly Disengaged – their average answer is less than 2.0 i.e. mainly “Disagree” and “Strongly Disagree” responses
Step 3: Statistical analysis:
By using regression and correlation analysis, we examine the relationship between how engaged an employee is and how they answered other questions in your survey. We ensure this is robust by taking into account the sample size and statistical validity through T test and P value where P < 0.05.
Each question is then ranked by its impact on employee engagement levels:
|Impact On Engagement Boundaries||Description|
|Very High||Top 15% of questions|
|High||Top 16-30% of questions|
|Medium||Top 31-70% of questions|
|Low||Bottom 30% of questions|
As WorkBuzz conducts more pulse surveys, it gains a better understanding of your workforce and with more data, the rankings for each question may change slightly.
We repeat this analysis for all teams in your organisation with at least 50 employees because what motivates one group of employees may vary from another. If your team or department has less than 50 employees, your ‘Impact on Engagement’ results will be based on the next level up in your organisational’s structure. For example, in a retail business if the Central London store has 40 employees, it’s ‘Impact On Engagement’ results will be based on Greater London’s feedback.
If you have any questions, please get in touch via firstname.lastname@example.org