At Peakon we’ve always believed that “engagement is everyone’s business”. What we mean by this is firstly that all leaders (not just HR) are responsible for, and benefit from, creating an engaging employee experience. But also, by helping employees to understand their own engagement, they can contribute to improving how they work.

The Personal Survey Engagement Summary provides employees with insights on their own engagement and the culture they’re a part of.

When someone completes a survey, their personal engagement summary (shown in the screenshot about) will show:

  • The drivers they are most satisfied or dissatisfied with. (Peakon determines this by looking at the employee's scores in comparison to the company benchmark.)
  • How their engagement has changed over time.
  • When they will next receive questions from Peakon.
  • Statistics on the amount of feedback they’ve provided, and how it’s been acknowledged by leaders.

Combined, this data can provides some powerful context for the thoughts and emotions we feel at work and help us to understand what’s really different about our experience – and potentially what we should pursue improving. For example in the screenshot above, we may feel compelled to look for growth opportunities or to raise this in person with our manager.

If it is anonymous, why is the employee's name shown in the Summary?

There’s an important distinction between you being anonymous to Peakon (the system) and your feedback being anonymous to your company. For Peakon to be able to send the survey, it needs each employee record within the database.

This allows Peakon to track each individuals’ response status to a survey – in order to know if they should be reminded about unanswered questions – but this information is not visible to anyone in your company. Whether you have responded to the survey is never revealed to your managers.

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