The Priorities and Strengths shown under Key drivers of engagement on your dashboard are one of the most important and useful insights you should focus on, to see the greatest increase in engagement of your employees.
How are Strengths and Priorities calculated?
After the end of every survey round (at 1:00 AM UTC) Peakon automatically calculates Strengths and Priorities based on the feedback received for driver and sub-driver questions.
Two factors influence whether a driver will be identified as a priority or strength. These are the Benchmark and Impact, which you can see as columns in Key drivers of engagement section. To be identified as such, a driver or sub-driver needs:
- Be significantly below (for Priorities) or above (for Strengths) the benchmark
- Have a strong impact on engagement (as shown by the Impact circles)
The comparison against the benchmark is made to the 75th percentile, meaning that for a driver to be identified as a strength or priority, the driver would need to be in the top or bottom 25% compared to the rest of the drivers.
Reviewing Key drivers in your Dashboard
The Benchmark progress can be quickly reviewed by looking at arrows next to the numbers in the strengths and priorities. This indicates where the score has increased or decreased since the last survey round. Clicking on the particular strength or priority you will be presented with more detailed information.
The Impact circles show the influence that each driver has on engagement. Close alignment of these circles, indicates that a driver has a very high impact on the engagement of this employee population. Increasing the score of a higher-impact driver, will deliver a greater increase in overall engagement.
For instance, in the screenshot below we see that Recognition is a Priority. We know then that providing employees with more feedback and celebrating successes, will increase engagement more than activities related to other drivers.
Strengths also have a strong impact on engagement, below we can see that employees' understanding of the company's strategy has a big influence on their engagement. However, in this case we can see the driver scores above the benchmark. As a leader, you can view your strengths as the things that are important to your employees, while being confident that you’re doing well in these areas.
The meaning behind the math is what’s most useful to understand here. When a driver is below the benchmark, we can see this as an opportunity to improve. If someone is scoring lower than their peers, we know there is more room to improve than on a driver where they are outscoring their peers.
Why can't I see any Impact circles on my dashboard?
For managers with fewer than 30 upwardly reporting employees, for example line managers, finding statistically significant impacts from each driver to engagement is more difficult. Difference to benchmark then becomes the predominant way of discovering priorities and strengths. This is reflected in the dashboard by removing the Impact circles for simplicity.
Why would a driver or sub-driver show up as Priority if it performing above Benchmark?
It will have to be in the top 25% compared to the Benchmark for it not to be prioritizable. When looking at this try ask: is a performance just above average enough to not focus on improving it?
What happens if a Driver question is deactivated?
If the core Driver question is turned off but the sub-drivers are retained, both the driver and sub-driver can come up as key drivers of engagement. The driver can be a priority because it is the average of all scores associated with the driver (both core and sub-driver questions).
If a specific sub-driver is a priority or a strength, it will appear in “Key drivers of engagement” in the dashboard. If not, it will only show core drivers. Below an example of how the sub-driver under "Strategy" called "Mission" is identified as a Strength, even though the core driver is also marked as such.
Why don't I have any strengths or priorities?
In some instances, you may not see any strengths or priorities on your dashboard. This is normal and means that the factors applied in the calculation of strengths and priorities have not been met. For a strength or priority to show on your dashboard, the score would need to be in the top or bottom 25% compared to the benchmark, or have a significant impact on the engagement score, or both of the above.
I have direct reports and all reports. Why don't I see any priorities and strengths for my direct reports dashboard?
In instances where managers have both direct reports and all reports dashboards, the direct reports dashboard will not contain any priorities or strengths. This is to allow managers to focus on a single set of priorities. Strengths and Priorities are designed to be a list of the drivers that a manager should work on first (or focus on maintaining, in the case of strengths).