Impact on Engagement - How it Works
When it comes to making the most of and acting on your feedback, it may seem sensible to focus on the lowest scoring questions. However, this approach rarely drives employee engagement as your lowest scoring questions are often ‘hygiene factors’ like pay. WorkBuzz uses a statistical algorithm to rank questions in terms of their impact on motivating and engaging your team members. The impact each question has on employee engagement is shown from ‘Very High Impact’ to ‘Low Impact’:
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.
Below is a video explaining how it is we calculate impact on engagement:
How We Do It
Step 1: Impact on Engagement will show for surveys that contain our employee engagement questions and at least 10 non-engagement questions.
Each question will need at least 50 responses otherwise the impact on engagement score will not appear on the results page. We then convert each employee’s answers to the non-engagement questions into 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
|Top 15% of questions
|Top 16-30% of questions
|Top 31-70% of questions
|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 organisation'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 email@example.com