The Empuls Pulse Survey Dashboard provides a comprehensive overview of employee engagement metrics across the organisation.

The dashboard displays the Employee Net Promoter Score (eNPS) and cross-industry benchmark, followed by survey respondents' distribution based on their willingness to advocate the organisation to peers and friends.

The survey administrator should prioritise improving the organisation's eNPS score, and the Engagement Driver Analysis helps them understand the root cause behind the score obtained from the survey.

Further, the dashboard combines engagement trends and comparative analysis to empower the survey admin with a bird' s-eye view of employee sentiments over time and across smaller pockets in the organisation. Finally, the responses to the open-ended feedback question are summarised in a tabular form, which helps admins hear from employees in their own words.

It is a statistical tool to identify key drivers of employee engagement and their performance across the organisation. The Empuls Pulse model has four engagement drivers that impact eNPS. Each engagement driver is considered a dimension of impact and has underlying sub-dimensions that holistically present a complete picture of the various factors contributing to the eNPS.

The Engagement Drivers Analysis helps prioritise employee issues that have the most significant impact on eNPS. It is designed to save the admin time and effort that would otherwise be spent analysing survey results. In other words, it can help you get a higher ROI from your engagement initiatives by identifying ways to sustain high levels of engagement.

The score for each of the four engagement drivers, Strategic Connect, Hygiene Factors, Relationship & Culture, and Recognition & Career Growth, is calculated as the average score of each dimension under the respective driver. The arrow adjacent to the score indicates if the engagement driver score has increased, decreased, or remains unchanged from the previous survey run.

Each engagement driver is composed of multiple dimensions, measured on a 5-point Likert Scale (Strongly Disagree to Strongly Agree). Each dimension is then categorised as Weakness, At Risk, Acceptable, Improving, or Strength depending on the responses collected in that survey run and the direction in which it has trended in the last three survey runs.

Weakness: When an engagement dimension scores less than 3 out of 5, it indicates that more people disagree with the statement than agree with it. Hence, these dimensions are categorised as 'Weakness' and should be the highest priority for the organisation to act upon.

At-Risk: When an engagement dimension scores more than 3 but less than 4 and has shown a downward trend in the last 3 survey runs, it risks becoming a ‘Weakness’ for the organisation if not acted upon. Hence, these dimensions are categorised as 'At Risk', and the organisation should start planning to tackle them proactively.

Acceptable: When an engagement dimension scores more than 3 but less than 4 and has shown neither downward nor an upward trend in the last 3 survey runs.

Improving: When an engagement dimension scores more than 3 but less than 4 and has shown an upward trend in the last 3 survey runs, it is moving toward becoming a ‘Strength’.

Strength: When an engagement dimension scores more than 4 out of 5, it indicates that more people strongly agree with the statement than disagree. Hence, these dimensions are categorised as 'Strengths' and are the organisation's comparative advantage as an employer. The organisation should document and standardise the processes that contribute to its strengths and sustain them long-term.

The Engagement Trends Analysis helps compare the measure of employee sentiments over a period of time so that the HR team can strategise to respond to these trends in line with their business objectives.

The trends chart on Empuls shows the eNPS values (Y-axis) observed in the last six survey runs, along with the range of eNPS when the sampled data (survey respondents) is used to make projections about the population (entire organisation). These are also compared with the industry eNPS benchmark value given as a dotted line, parallel to the X-axis (in green).

Engagement Drivers Trends

The eNPS trend chart is followed by the engagement drivers trend chart. The 4 engagement driver trendlines are plotted on the same x-axis as the eNPS chart and are meant to find correlations between each of the 4 drivers and eNPS over time.

The engagement comparison radar charts are best for determining which pockets of the organisation are doing better or worse than the rest in terms of engagement levels. Engagement can be compared across the following parameters (which are directly coming from the employee master data): Department, Tenure, Location, and Business Unit.

Anonymous responses to the open-ended feedback question empower the HR team with rich, detailed insights into the underlying reasons behind a particular score given by survey respondents. Open-ended responses help respondents voice their opinions to the organisation, yielding more accurate information and actionable insights for the HR team.