Let's cut to the chase - what do these numbers and colors mean?
Review common terminology and scales here. We typically see an Emplify Score range from 60 to 80 for the organization as a whole, and between 50 and 90 for a grouping like a department or location. Green and dark blue are great colors to see while orange and red indicate weaknesses.
How do I drill down to see results for certain groups?
What you can see is based on your permissions. For example, Organization/ Full Access Leaders (typically CEO, VPHR) can see all quantitative results. But Group/Limited Access Leaders only see their group/team/department/location results compared to org-level results.
Use Filters and the View By functionality to look at more detailed results.
I have a small team. What if two of my people are "red" but the four others aren't. How does that affect my team's overall engagement score?
In small groupings/teams one person’s extreme result can definitely impact the team result. Look at the color of the group's distribution overall. If it's mostly yellow then most folks are typical in terms of engagement. If there are two reds and four greens then you have some folks at both ends of the spectrum. 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 on the averages you see.
What do all the terms like "Purpose" or "Shared Values" mean?
We call these Engagement Drivers. Scroll over any word in the portal that contains a dotted underline to see the definition and actual survey questions used to create the score for that area.
Are any drivers related to one another and therefore move together?
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 org-level challenges that require action at the executive level.
How should I expect the score to improve survey to survey?
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 for a specific group (i.e. Feedback for Engineering department or Psychological Safety for CS). Looking over 3 quarters, this could be a good set of goals:
Q2: increase Autonomy as an organization; increase score for the bottom 3 departments
Q3: move organization Emplify Score from "Disengaged" to "Moderately Engaged" (which is about a 71.5)
Q4: achieve organization Emplify Score of 73
That said, the following are "average" changes from one survey to the next if the organization is acting in this way:
Engagement Driver increase of .25 to 1 point
Group (i.e. Department or Location) Emplify Score increase of 4 to 7 points
Organizational Emplify Score improvement of .5 to 2 points