Back to Basics: Understanding your dashboard and communicating with your team
How do I access my dashboard?
Once your company invites you to start using Peakon, you should receive an email with a time-sensitive invitation link to your dashboard.
If you have not received the email, the link has expired or you do not remember your password, you can login yourself by following the below instructions:
- Head to app.peakon.com/login
- Click on "Forgot password?" to reset your password
- Go to your email and reset your password (you can read about our password requirements if you are unsure)
- It is a good idea to bookmark https://app.peakon.com/dashboard for easy access in the future
If you are still unable to log in, please contact your Peakon administrator so they can check your employee record on the system.
Question: How do I interpret the data in my dashboard?
We’ve created a quick training video in which you will learn about the psychological basis of engagement, how to interpret average scores and eNPS, using key drivers, actions, and segmentation to target improvements, utilising feedback from comments, and sharing insights.
Question: I don’t understand some of the terms Peakon uses.
In this guide you will gain a better understanding of the Peakon terminology and methodology.
Question: What if my team has questions about Peakon?
Here is a short video and FAQ sheet which you can send to your team. This shows them how the survey works, what information managers can see and answers questions they may have around anonymity.
Question: What if I need to make changes to my Peakon configuration?
If you need help with any of the following tasks and do not have access to do so, please reach out to the Human Resources team at your organisation:
- Making changes to your team - editing/reassigning employees, processing leavers etc.
- Getting access to a specific segment's results
- Making changes to your own employee profile
Using your dashboard effectively
Question: I want to use the conversation and acknowledge features but I’m not sure of the best way to do this.
Showing your team that their feedback is being heard and is appreciated is a key factor in driving engagement. The easiest way for you to show them you’re listening is by using our conversation and acknowledge feature. We’ve created a best practice guide on how to use these features effectively.
Question: I’ve reviewed my team’s feedback and I want to make changes, but how do I create an action plan?
Using Peakon’s Actions feature is a great way to create action plans to drive change in your team. Here’s a guide on how best to use this feature
Question: I’ve created an action plan, but I’m not sure how I should communicate the plan with my team.
The easiest way to share the actions you’re taking to improve engagement with your team is by using the shareable dashboard feature. The actions you’ve created can be included in the shareable dashboard so you can quickly and easily communicate with your team.
Question: I have hundreds of comments; how can I understand what the key themes are from the feedback my team is leaving?
For larger teams with a minimum of 200 comments per question, Peakon will generate topics which aggregates many comments into common themes helping you to understand the sentiment around these themes within your team.
Q: I have a suggested priority for a driver that I cannot act upon. What should I do?
A: It can happen that the system picks a priority driver, but, perhaps, you may not have enough authority over it to act on it. In fact, through emotional and social intel, you may want to improve an entirely different driver, which has not been set as a priority. For this reason, we recommend administrators to enable the 'Access to manage priorities' permission for manager access groups.
If this is enabled, the manager can reject the priority, and set the other driver as a priority by going into the driver's page and clicking on Set as priority. You can read more about this here.
The numbers: How your dashboard is calculated
Question: How is my team’s engagement score calculated?
Your team’s engagement score is calculated by taking the average of each of your team members’ most recent response to the engagement question(s). You can read more about this here. The calculation and how long employee responses will be included in your current score can be influenced by your company’s data aggregation settings. If you have questions about this, please contact your company’s Peakon administrator.
Question: How is data aggregated in Peakon?
Each company can choose different levels of data aggregation. We do set absolute minimums and would never show responses from a group of less than three respondents. Data from smaller groups will roll up into the next highest level where it meets the data visibility threshold.
Question: Why is some data not displayed on my dashboard?
Occasionally when viewing your dashboard or when looking through particular segments' data, you may notice that some of the dashboard does not display results or the heatmap may have a blank cell for a particular driver. This is because you haven’t met the data visibility threshold for this particular view.
Each company can set their own data visibility threshold, so if you have questions about your company’s settings, please speak with your Peakon administrator.
Question: How is my participation rate calculated?
Your survey participation rate is calculated as an aggregated average over a three, six, or 12 month period. To get participation rates for individual rounds, click on the "Expand" icon on the participation box. These individual rounds are not aggregated.
Question: How are benchmarks determined?
Knowing whether your team is performing well when it comes to engagement is the most basic function of Peakon. To give an accurate answer, it’s essential to have a measurement that’s anchored in real world expectations, rather than an artificial scale. Your team can be benchmarked against an industry benchmark which is determined by your Peakon administrator, or, most often, will be benchmarked against the company benchmark.
Peakon also has the ability to make adjustments to your team’s standard benchmark based on the exact makeup of your team using our proprietary feature, True Benchmark. To read more about benchmarking within Peakon, have a look through this guide.
Question: What happens to my team’s historical data when we run a new survey round?
Historical data is never removed from Peakon although, depending on your company’s data aggregation and frequency settings, it will not be included in your current scores. To view your trend data, simply look for the trend lines throughout the platform and click on the "Expand" icon for a more detailed view. By hovering over these lines, you can see your team’s scores at any particular point in time.
Question: What happens if one of my employees leaves or moves to a new team?
We’re sometimes asked: "What will happen to feedback that’s related to a manager who has now left the company?" or "Why is a department that no longer exists still shown on my Peakon dashboard?". In this article, you will gain a better understanding of how organisational changes are managed in the system.
Another question that sometimes gets asked is "If an employee is deleted from the system, when will their feedback no longer influence a team’s overall score?" In this article, you will gain a better understanding of how 'leavers' are managed in the system.
Question: I’m looking at my dashboard and the numbers just don’t add up. How can I ensure my team’s data is correct?
Some companies allow managers to view their employee data to see who is included in the makeup of their team. You can find this data by clicking on the "Employees" option in the left menu. If you have concerns about the employees who are included in your reporting line, please contact your administrator who will be able to review the data with you.
Article: FAQs for survey participants