Highlighted segments are Peakon’s way of bringing to the fore the areas of your organisation with significantly different levels of engagement, in comparison to the company as a whole.

These highlighted segments are split into priorities and strengths, which you can see an example of in the screenshot below:

The groups of employees or demographics that you’ll see, are dependent on your position in the organisation. Only employees who report upwards to you are included in the calculation of your highlighted segments.

Peakon also considers the size of each segment, in proportion to the number of people reporting upwards to you, when choosing what to highlight. For example, if you were a CTO with some 1000 or so technical staff reporting upwards to you, then your top priority would not be to focus on five disengaged quality assurance engineers – you’d leave that to the head of QA. This kind of business logic is reflected in Peakon.

Strengths, are your highly-engaged groups of employees. They often represent a team where the culture and strategy are perfectly in sync, and cases of best-practice management.

As we can see in the screenshot above, all of the strengths represent groups of employees that are significantly more engagement than the company benchmark. This benchmark is the average level of engagement score across the entire company. By clicking on either of these strengths, we can learn what’s promoting engagement amongst each group by viewing the drivers and comments.

Priorities, reflect the groups of employees who are significantly less engaged than the organisation as a whole. By flagging a segment as a priority, Peakon is recommending that you take a closer look, and understand from the driver scores and comments as to why engagement differs significantly here.

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