🔐 Who can use this feature?
Survey types: Attributed (Snapshot), Unattributed
Subscriptions: Any package with Engagement
The Performance Culture Quadrant™ (PCQ) is a strategic framework and diagnostic feature that bridges the gap between how people "feel" and whether the organization is positioned to "win." This tool moves beyond traditional engagement metrics to definitively answer the executive question: "Do we have a high-performing culture?"
By plotting Workplace Engagement against Performance Confidence, the Summary Report provides a visual "shared language" to help you understand your organization's health at a glance. For a deeper dive into the research and methodology, see The Science Behind Culture Amp's Performance Culture Diagnostic™ (PCD) and Performance Culture Quadrant™ (PCQ).
Want a guided walkthrough of configuring the Performance Culture Diagnostic (PCD) and enabling the quadrant?
How the quadrant interprets your data
The PCQ categorizes your organization and teams into four distinct Culture States based on where they land on the grid.
These four states are defined by the intersection of Workplace Engagement (Y-axis) and Performance Confidence (X-axis):
Peak Performance (Top Right): High Workplace Engagement, High Performance Confidence.
Engaged Skepticism (Top Left): High Workplace Engagement, Low Performance Confidence.
Strained (Bottom Right): Low Workplace Engagement, High Performance Confidence.
Disconnected (Bottom Left): Low Workplace Engagement, Low Performance Confidence.
ℹ️ Note: To learn more, refer to the Science Behind: From Measurement to Meaning section of our research.
Setup: Enabling the quadrant
You can set up your survey for the quadrant in two ways. The simplest is a Performance Culture Diagnostic (PCD) survey template, Full or Pulse, which comes with the outcome questions and the EVOLVE driver questions already in place. This is the Full PCD pathway, and the steps below cover it. If you'd rather keep the survey you already run, you can add the outcome questions to it instead. See Add the PCQ to your current survey.
Step 1. Template selection
Go to your Surveys page > Template Library and select either the Performance Culture Diagnostic (Full) or (Pulse).
These templates include the EVOLVE dimensions (Excellence, Vision, Ownership, Learning, Voice, and Energy), which serve as the drivers for your two main outcomes: Workplace Engagement and Performance Confidence.
Step 2. Reporting factor configuration
While the template is pre-configured with default settings, confirm these in Survey Design > Reporting Factors to unlock full PCQ functionality:
Index Factor: Workplace Engagement is set as the default Index Factor. This powers the "Your Top Opportunities" section on the Summary Report and the Focus Agent algorithm.
Key Factors: Manually ensure Performance Confidence is also marked as a Key Factor. This adds it as an interactive tile on the Summary Report and triggers the Recommended Focus Areas within the Insights Explorer.
Add the PCQ to your current survey
If you already run an engagement survey, you can add the PCQ outcome questions to it rather than moving to a PCD template. You keep your engagement factor, which this article calls traditional engagement, along with its trend. There are two pathways for this:
Test the PCQ adds only the outcome questions. Traditional engagement stays your Index Factor, so action planning carries on around the measure you already use.
Tailored adds the outcome questions and a selection of PCD driver questions. Your Index Factor can be traditional engagement or a PCQ outcome.
To help you choose, the PCQ Pathway Chooser in Culture Amp Training asks a short set of questions and recommends a pathway.
Step 1. Add the outcome questions
We recommend asking all eight PCQ outcome questions, whichever pathway you choose. They were designed and tested as a set, and together they give a reliable measure of Workplace Engagement and Performance Confidence. You'll find them in the table under Outcome questions excluded from driver analysis further down this article.
If your survey is based on Culture Amp's Engagement template, four of the eight are already in it:
I would recommend [Company] as a great place to work and I see myself still working at [Company] in two years' time, from traditional engagement. Map each one to Workplace Engagement as well. A question can belong to more than one factor, so people answer it once and it counts toward both.
[Company] is in a position to really succeed over the next three years and The products and services [Company] provides are as good as, or better than, our main competitors, from Company Confidence. Map each one to Performance Confidence. They can stay in Company Confidence too.
Keep the wording of these four so their trend continues, then add the other four. Two of the new ones, I really enjoy the work that I am doing and I often find myself immersed in my work here, are reworded from earlier versions, so they need matching to their benchmark. See Step 3: External benchmark matching for PCD questions.
Put the outcome questions in factors named exactly Workplace Engagement and Performance Confidence, in English, even if your survey is in another language. The quadrant appears only when your survey has factors with these names. Capitalization and spaces at the start or end of a name don't matter.
Place all the outcome questions together at the start of your survey, so people answer them before the rest of the survey shapes how they're thinking about work.
If a question doesn't fit your organization, see Guide to Performance Culture Quadrant™ Outcome Questions and Alternatives for the alternatives you can use.
Step 2. Set your Index Factor and Key Factors
In Survey Design > Reporting Factors, set these for your pathway. Each Key Factor gets its own Recommended Focus Areas on the Summary Report.
Test the PCQ: keep traditional engagement as your Index Factor, and set all three outcomes (traditional engagement, Workplace Engagement and Performance Confidence) as Key Factors.
Tailored: choose traditional engagement or a PCQ outcome as your Index Factor. With traditional engagement, set all three outcomes as Key Factors, as for Test the PCQ. With a PCQ outcome, set Workplace Engagement and Performance Confidence as Key Factors, and choose which one becomes your Index Factor once results are in. See Step 1: Assign your Index and key factors.
Step 3. Ask Support to exclude outcome questions from driver analysis
If your survey includes traditional engagement as well as the PCQ outcomes, some outcome questions need to be excluded from driver analysis, so they don't crowd out the drivers in your Recommended Focus Areas. Support makes these exclusions for you, and which ones you need depends on your Index Factor. See If your survey also includes traditional engagement for the list and when to ask.
Step 4. Choose PCD driver questions (Tailored)
PCD driver questions show which EVOLVE dimensions are most linked to each outcome, and who can act on them. There's no minimum number. Recommended Focus Areas work with whatever drivers are in your survey, so choose the questions that fit your priorities.
Aim for a balance across the six EVOLVE dimensions, and across questions about senior leaders, managers and teams. Team questions tend to score higher than questions about the organization, so a selection weighted toward them will inflate your overall results.
Put the PCD driver questions in their own EVOLVE factors rather than adding them to your existing factors. A factor keeps its comparison with past surveys only while its questions stay the same, so this protects the factor trend you already have.
The PCQ Survey Designer in Culture Amp Training builds a draft question set for your pathway, as a starting point to review with your stakeholders.
Step 5. Keep your survey to a manageable length
The outcome questions, and PCD driver questions on Tailored, make your current survey longer. We recommend 10 minutes or less, with a maximum of 50 to 60 rating questions, because longer surveys tend to lower both data quality and participation. Plan which questions to remove to make room, and note why you remove each one. That makes the changes easier to explain to stakeholders. For more, see Guide to Designing a Survey.
Managing results after the survey closes
Step 1: Assign your Index and key factors
Before you share reports with managers, it's important to decide which outcome to set as the Index Factor (your primary outcome) and which as the Key Factor (the secondary outcome). This choice is important because it determines which Top Opportunities and Recommended Focus Areas the platform highlights for your users.
This step applies when a PCQ outcome is your Index Factor, on the Full PCD or Tailored pathway. If traditional engagement is your Index Factor, as on Test the PCQ, keep it and move on to Step 2.
ℹ️ Note: Culture Amp reports can only use one Index Factor per survey at a time. If you change the Index Factor (for example, switching from Workplace Engagement to Performance Confidence), this will update driver analysis, Focus Agent recommendations, and Top Opportunities across all Admin and shared reports for that survey. To avoid confusing leaders who have already seen their results, we recommend waiting until results are in, deciding which outcome you want to anchor on for this survey, and locking in the Index Factor before sharing reports.
As a general rule, choose the lower-scoring outcome. Where both outcomes are high or both are low, choose by strategy instead:
How to choose based on your PCQ position:
Peak Performance: select the outcome that is most important to strategically focus on
Engaged Skepticism: select Performance Confidence
Strained: select Workplace Engagement
Disconnected: select the outcome that is most important to strategically focus on
Whichever outcome you choose, the Summary Report shows Recommended Focus Areas for each Key Factor. The Questions report shows impact against your Index Factor only, so the two can point to different priorities.
If you need to change your Index Factor from the default (Workplace Engagement), you can update it in the Reporting Factors page of your survey configuration.
Step 2: Shared reports configuration
Please note the following technical requirements for sharing the PCQ:
Report Types: The PCQ is currently available only for our Standard and Advanced shared report types. It will not appear in the Survey Summary (Participation-only) shared report type.
Visibility Control: Admins can choose whether to include the PCQ in a shared Standard or Advanced report type by using the "Performance Culture Quadrant" checkbox within the report configuration. This checkbox is selected by default if the PCQ has been configured at the Survey Design level.
Admin Visibility: The PCQ remains visible in the admin-view report regardless of the shared report settings, allowing HR teams to align on the data before releasing it to broader leadership.
Tip: Enabling the PCQ for some groups (e.g., Executives) while disabling it for others (e.g., Managers) creates fragmented data views. To avoid confusion and ensure organization-wide alignment, we recommend keeping PCQ visibility consistent across all shared report cohorts.
The exception is a short hold while you test the PCQ. In the Test the PCQ pathway, traditional engagement is your Index Factor, so you can choose for each shared report whether it shows the outcome factors and the quadrant, the factors without the quadrant, or neither. Deselect Workplace Engagement and Performance Confidence in the report's factor settings to hide the factors, and use the "Performance Culture Quadrant" checkbox to show or hide the quadrant. Your admin report always shows both.
A hold gives you, and any senior leaders whose report includes every factor, time to understand the new measures before the wider organization sees them. We recommend it for your first cycle only, with a date set for bringing the factors back. Tell recipients why their report doesn't show everything and when they'll see the rest. For how to decide and what to say, see People Science guidance for hiding factors in shared reports.
Step 3: External benchmark matching for PCD questions
The Performance Culture Diagnostic brings together questions from across Culture Amp's survey library, including Engagement, Wellbeing, and Inclusion templates, alongside new questions developed specifically for the PCD template.
Of the questions that have global external benchmark coverage, most will match automatically when a Culture Amp benchmark is added in the platform. However, a small number of questions have been updated or reframed from their original versions in other templates. Because the platform matches questions to external benchmarks based on exact wording, these updated questions need to be manually matched to their closest equivalent to unlock external benchmark comparisons.
Manual matching is only relevant when:
You are using a Performance Culture Diagnostic template (Full or Pulse), or you've added any of the questions below to your own survey, and
You have added at least one Culture Amp external benchmark to your survey, and
You want to see question-level external benchmarks for the questions listed below.
Note: Performance Confidence questions can be included in external benchmark comparisons, alongside Workplace Engagement. All PCD questions and both outcome factors have a global benchmark. Coverage is full on the Global, Australia, UK, US and New Tech benchmarks, and varies on narrower cuts. As more organizations use PCQ, our benchmarks continue to deepen, providing richer context for understanding your results.
If you aren't using external benchmarks, or your survey doesn't include any of the questions below, you can skip this step.
🔍 How to match updated questions to external benchmarks
🔍 How to match updated questions to external benchmarks
Add your chosen Culture Amp benchmark to the survey as usual.
During the questions matching process, for each PCD question listed in the table below, manually select the “Match to” question as its benchmark source.
Save your changes and re‑load your report to confirm that external benchmark comparisons are now available for these items.
Question from the PCD: | Match to: |
I really enjoy the work that I am doing | I am enjoying the work that I am doing |
I often find myself immersed in my work here | I often find myself immersed in the work I am doing here |
Day-to-day decisions demonstrate that continuous improvement is a top priority | Day-to-day decisions here demonstrate that quality and improvement are top priorities |
My teammates regularly give each other constructive feedback | Team members regularly give each other constructive feedback |
People in our team collaborate well with one another to get the job done | Team members collaborate well with one another to get the job done |
I can see how the work I do makes a positive difference at [Company] | I can see how the work I am doing is making a positive difference at [Company] |
I have enough autonomy to perform my job effectively | We have enough autonomy to perform our jobs effectively |
The work I am doing makes good use of my strengths | The work I am doing is making good use of my strengths |
I feel equipped to manage both personal and work life demands | I feel equipped to manage both personal and work life demands right now |
Navigating your report
The PCQ is the centerpiece of the Summary Report. It appears above your Key Factors.
The Anchor Dot: Represents the Report Overall (the population the report is scoped to). Clicking this dot launches the Insights Explorer in the Side Panel.
Comparison Dot: Plots your chosen Comparison (Company Overall or Past Survey). This non-clickable dot only appears when data exists for both factors. Adjusting your comparison will update all Comparison Deltas (percentage point differences) across the report.
PCQ Demographic Selector: Use this in-quadrant selector to plot sub-groups (e.g., Department). This plots each group as a clickable Demographic Value Dot for subgroup deep-dives.
The chart continues to show the anchor dot for the report overall, along with the comparison dot (when available) and the selected demographic values.
The view continues to respect any active Side Filters.
This selector is hidden if demographic filtering is disabled in the Report Sharing Configuration.
Zoom: Click anywhere inside a quadrant to zoom in and show only the dots within it, which helps when several demographic groups overlap and are hard to tell apart. Use the on-screen control to return to the full view. Zooming works the same way on mobile as it does on desktop.
Tooltip: Hover over any dot to see its population size and, for both Workplace Engagement and Performance Confidence, a colored indicator showing how that dot compares to whichever comparison (a benchmark or a past survey) is currently selected in the report. The indicator's color follows your report's colorblind-friendly setting, using the same green-and-red, or blue-and-yellow, coloring used elsewhere in the report.
Explorer questions and factors: Clicking a Question tile opens the Insights Explorer to show Participation, Trend, Spread by demographic, and AI comment summaries (depending on report sharing configuration). Clicking any Index or Key Factor tile, dot will show you the Top 3 Recommended Focus Areas for both Workplace Engagement and Performance Confidence.
🔍 How PCQ outcome questions behave in driver analysis and focus areas
🔍 How PCQ outcome questions behave in driver analysis and focus areas
To ensure your results stay actionable, Culture Amp uses specific logic for the Workplace Engagement and Performance Confidence outcomes. The platform automatically prioritizes the EVOLVE drivers (the actions you can take) over the outcome questions (the results you see).
When either Workplace Engagement or Performance Confidence is set as your Index Factor, in any survey with factors named exactly Workplace Engagement and Performance Confidence:
Impact Scores show as "N/A": Because these are outcome questions, they do not receive an Impact/Driver score. You cannot "drive" an outcome with another outcome.
No Cross-Driving: Workplace Engagement and Performance Confidence are treated as independent results; the platform does not use one to drive the other.
Driver-Based Recommendations: These eight questions are excluded from Recommended Focus Areas automatically. Instead, the platform identifies focus areas from the driver questions in your survey, such as the EVOLVE questions, to provide a clear path for improvement.
Outcome questions excluded from driver analysis
Factor | Question |
Workplace Engagement | I would recommend [Company] as a great place to work |
| I see myself still working at [Company] in two years' time |
| I really enjoy the work that I am doing |
| I often find myself immersed in my work here |
| I feel like I belong at [Company] |
Performance Confidence | [Company] is in a position to really succeed over the next three years |
| At [Company], we consistently meet or exceed the high goals we set |
| The products and services [Company] provides are as good as, or better than, our main competitors |
If your survey also includes traditional engagement
Your traditional engagement questions are outcome questions too. Left in driver analysis, an outcome question is likely to rank as a top driver, because it measures something very close to the outcome. That tells you little about what to change, and it pushes more useful drivers out of your Recommended Focus Areas.
When a PCQ outcome is your Index Factor, the eight PCQ outcome questions are excluded automatically, as above. Any other outcome questions in your survey need to be excluded through Support, and so do some of the PCQ outcome questions when traditional engagement is your Index Factor. Open a Support conversation to request these exclusions once your Index Factor is set and before you share reports. Once they're in place, the excluded questions show N/A for Impact in your report.
Your Index Factor | Ask Support to exclude |
Workplace Engagement or Performance Confidence (Full PCD or Tailored) | The three traditional engagement outcome questions that aren't Workplace Engagement questions, if you still ask them: I am proud to work for [Company], I rarely think about looking for a job at another company and [Company] motivates me to go beyond what I would in a similar role elsewhere |
Traditional engagement (Test the PCQ or Tailored) | All five traditional engagement outcome questions, and four PCQ outcome questions: I really enjoy the work that I am doing, I often find myself immersed in my work here, I feel like I belong at [Company] and At [Company], we consistently meet or exceed the high goals we set |
With traditional engagement as your Index Factor, we recommend keeping the other two PCQ outcome questions as drivers: [Company] is in a position to really succeed over the next three years and The products and services [Company] provides are as good as, or better than, our main competitors. They're drivers of engagement in Culture Amp's Engagement template, so keeping them preserves your driver history and the focus areas you already know. They can also show up as focus areas for Workplace Engagement.
When a PCQ outcome becomes your Index Factor, they're excluded automatically.
Reading results alongside traditional engagement
If your survey asks traditional engagement and the PCQ outcome questions, your report shows three outcomes: traditional engagement, Workplace Engagement and Performance Confidence.
When traditional engagement is your Index Factor, present it first, with its score, trend and benchmark, then Workplace Engagement and Performance Confidence. Senior leaders keep the measure they know as the anchor while they get to know the new ones.
Expect Workplace Engagement and traditional engagement to move together to some extent, because they share two questions. Where they differ, the reason sits in the questions they don't share. Workplace Engagement also asks about the work itself, so a group can look fine on traditional engagement and still sit in Strained.
Each outcome has its own Recommended Focus Areas. Start with the ones that appear for more than one outcome. If traditional engagement is your Index Factor and its focus areas don't overlap with the others, lead with its focus areas, and treat those for Performance Confidence as a conversation for senior leaders. Driver analysis draws only on the questions in your survey, so with only a few PCD driver questions, your view of EVOLVE will be narrower.
Move insights to action with Coach
AI Coach is specifically trained on the Sustainable High Performance framework to interpret PCQ results. When used with PCQ, Coach draws on additional Performance Culture research and PCQ-specific content, enabling deeper guidance than standard Engage reports. This includes exploring PCQ positioning across demographics and turning quadrant states into tailored action plans. The visibility of PCQ data within Coach is tied to the report configuration; if the PCQ is disabled for a shared report, Coach will not reference quadrant-specific data in its responses for that viewer.
A summary banner above the PCQ chart names where your organization, or the demographic group or leader you're viewing, currently sits on the quadrant (for example, "Your organization sits in the Peak Performance quadrant"). Select Explore with Coach in the banner for a quick, additional way to start a new Coach conversation already set up with that context, alongside the ways to reach Coach described below.
This banner isn't included when you export your report as a PDF.
Interpret results: Ask, "What do these results mean for me?" for a high-level overview of cultural strengths and gaps based on your PCQ positioning.
Outlier Storytelling: Coach can compare demographics on the quadrant (e.g., "How are departments positioned on the PCQ?") and explain why a group might land in the Strained quadrant.
Recommended Focus Questions: By setting both PCQ outcomes as Key Factors, Coach can retrieve and analyze the "Recommended Focus Questions" to provide deeper strategic guidance.
Action Planning: Coach uses a comprehensive People Science knowledge base to suggest actions tailored to your role, helping you move from understanding your results to identifying your next steps. Coach will not create or track actions on your behalf. Once you've aligned on focus areas, use our Take Action Framework to create, track, and measure your actions over time.
Science-Backed Actions: Coach provides tailored recommendations (e.g., "boundary setting" or "recovery rituals") based on the EVOLVE dimensions and Culture Amp's People Science Research.
Data Awareness: Coach "sees" exactly what is visible in your report UI, including filters and confidentiality settings. If a demographic dot is hidden due to confidentiality, Coach cannot reveal that data but can explain why the information is unavailable.
🔍 What if I don't have Coach?
🔍 What if I don't have Coach?
If Coach is not activated, we strongly encourage enabling it to get the most value from your Performance Culture data. You can follow our Admin setup and rollout guide for AI Coach to get started. Otherwise, follow this workflow:
Identify Focus Questions: Use the Insights Explorer to identify your "Recommended Focus Areas" for both Workplace Engagement and Performance Confidence.
Use the Inspiration Engine via Take action:
Go to the Questions report and flag your chosen focus questions.
Click the green Take action button in your survey report to open the Inspiration Engine and browse science-backed ideas, or create your own custom action plan.
Follow the Take Action with the Action Framework guide to track progress, gather feedback, and measure the impact of your actions over time.
ℹ️ Note: The Performance Culture Diagnostic (PCD) uses new, research-backed questions. While we are constantly adding new ideas to our Inspiration Engine, you may find that some PCD questions don't have a direct match yet. If that's the case, explore related focus areas for creative ways to support your team.
Want to help your managers understand and act on their survey results? Check out the resource below.
FAQ
Why is the quadrant missing from my report?
Why is the quadrant missing from my report?
The Performance Culture Quadrant only appears when each of these are true:
Your survey includes the Workplace Engagement and Performance Confidence factors, and they are mapped to question data.
Those factors are named exactly Workplace Engagement and Performance Confidence, in English, even if your survey is in another language. Capitalization and spaces at the start or end of a name don't matter, but any other change stops the quadrant from loading.
Shared report type is Standard or Advanced.
The "Performance Culture Quadrant" checkbox is enabled in the Shared Report configuration.
Why is the Comparison Dot missing?
Why is the Comparison Dot missing?
Past Survey comparison: The comparison dot will only show if the past survey also used both Workplace Engagement and Performance Confidence with compatible questions. If either factor is missing or has been heavily customized, the dot won't appear.
Benchmarks: Any survey with both outcome factors can be compared with factor-level benchmarks for Workplace Engagement and Performance Confidence. If the comparison dot doesn't appear for Performance Confidence, the benchmark cut you've selected may not cover all three Performance Confidence questions, or your survey's Performance Confidence factor may have been customized. Coverage is full on the Global, Australia, UK, US and New Tech benchmarks, so try one of those if you don't see a comparison. As more organizations use PCQ, our benchmarks continue to deepen, providing richer context for understanding your results.
Why is AI Coach not appearing?
Why is AI Coach not appearing?
AI Coach for PCQ is only available when:
AI Coach is activated for surveys.
The shared report type is Standard or Advanced, and
The survey contains both PCQ factors (Workplace Engagement and Performance Confidence).
If any of these conditions aren't met, the Coach button will be hidden for that report.
Does the summary banner above the chart have different requirements than AI Coach for PCQ?
Does the summary banner above the chart have different requirements than AI Coach for PCQ?
No. It follows the same requirements as AI Coach for PCQ described above, so there's no separate setting to turn it on.
Can I use this for individual performance ratings?
Can I use this for individual performance ratings?
No. The Performance Culture Quadrant is designed as an organization-level and team-level diagnostic. It helps you understand how people experience performance and engagement across groups, not to assess or compare individual employees' performance.
Why can't Coach compare some demographics on the quadrant?
Why can't Coach compare some demographics on the quadrant?
For performance and privacy reasons, Coach can only explore demographics with 50 or fewer distinct values; very granular demographics (such as Employee ID or Email) won't be available for PCQ exploration in Coach.
Why do some PCQ outcome questions show N/A for Impact or driver scores?
Why do some PCQ outcome questions show N/A for Impact or driver scores?
If Workplace Engagement or Performance Confidence is set as your Index Factor, the eight PCQ outcome questions are automatically treated as outcomes only. They won't receive Impact/driver scores, so you'll see N/A in the Impact column for those items. This is expected and helps keep your Top Opportunities and Recommended Focus Areas focused on the underlying EVOLVE drivers.
Can I use PCQ with a survey other than the PCD template?
Can I use PCQ with a survey other than the PCD template?
Yes. You can add the PCQ outcome questions to the survey you already run, on the Test the PCQ or Tailored pathway. We recommend asking all eight, in factors named exactly Workplace Engagement and Performance Confidence. When either factor is your Index Factor, the eight outcome questions are excluded from driver analysis automatically, whichever template your survey started from. See Add the PCQ to your current survey for the steps.
PCQ can also be technically configured on unattributed surveys, but this is not a recommended or supported path. If you work with a Culture Amp contact, talk with them before you go ahead.
Will I keep my engagement trend?
Will I keep my engagement trend?
Yes, as long as you keep asking its questions. On Test the PCQ, every question you already ask keeps its trend. On Tailored, trend continues for the questions you keep, and new PCD questions start fresh this cycle. Changing your Index Factor later changes driver analysis and Top Opportunities, but not your past results.
How many PCD driver questions do I need?
How many PCD driver questions do I need?
There's no minimum. Recommended Focus Areas work with whatever drivers are in your survey, so choose the PCD questions that fit your priorities. Aim for a balance across the six EVOLVE dimensions and across questions about senior leaders, managers and teams, and keep the whole survey to 10 minutes or less. See Step 4. Choose PCD driver questions (Tailored).
Can I move to a PCD template later?
Can I move to a PCD template later?
Yes. One way is to move one step at a time, from Test the PCQ to Tailored to Full PCD, and decide after each survey cycle what to adopt next. You can stay at any step for more than one cycle, and Tailored is a good place to stop if it answers the questions your senior leaders are asking. Questions that carry over word for word keep their trend, so you can keep comparing as you go. Once a PCQ outcome is your Index Factor, the PCQ outcome questions are excluded from driver analysis automatically. If you keep asking your traditional engagement questions, Support will still need to exclude the three that aren't Workplace Engagement questions.
Can I compare my PCD results to a previous Engagement survey?
Can I compare my PCD results to a previous Engagement survey?
Yes. On your PCD's Comparisons page (Surveys > Edit survey > Comparisons), your closed Engagement surveys will show up as automated comparisons, the same way they would for any other survey. See Load Comparisons and Benchmarks to Compare Your Survey Results for the full steps, including how to manually match any PCD questions that are worded slightly differently from your old survey's questions.
Here's what you'll actually see once it's set up:
Individual questions: Any question you asked before will still show its own trend line, because the PCD reuses a lot of existing Engagement, Wellbeing, and Inclusion questions.
Workplace Engagement: This won't get its own trend line against a previous Engagement survey, because it's made up of different questions than the old Engagement factor was. Two of its five questions are the same as before, so those two will still trend on their own.
Performance Confidence: This is brand new to the PCD, so it has no trend line at all on your first PCD. Two of its three questions were also asked before, under a factor called "Company Confidence," so those two can still trend individually, just not as a whole factor.
The EVOLVE factors (Excellence, Vision, Ownership, Learning, Voice, Energy): some of these might get their own trend line if their questions match a factor from your previous survey exactly. You'll see which ones do when you go through the question matching step.
The Comparison Dot on the chart itself: this needs a past survey that already has both Workplace Engagement and Performance Confidence. Since Workplace Engagement and Performance Confidence don't exist before your first PCD, this dot won't show up until you're comparing two surveys that both have Workplace Engagement and Performance Confidence.
💬 Need help? Open a Support Conversation to speak with our Product Support team.