Factor

Description

Alignment and Involvement

This factor is about employees feeling worthwhile, connected, and appropriately involved in the organization's operations, with their abilities being well-matched to their roles.

Collaboration and Communication

This factor represents an ability for employees to work productively with other groups and levels within the organization, and to feel they are being informed of relevant information from other groups.

Company Confidence / Performance

This factor combines feedback from employees on how well they believe your company is performing from different angles. It represents outcomes that may be out of the scope of People Operations to address but can be an important message back up to leadership. Employees’ views on company performance can provide valuable insights, especially from those who interact directly with customers. Aiming for scores between 70%-75% is ideal, while scores under 55% may indicate areas requiring attention.

Enablement

This factor considers having access to the right resources, tools, and environment to get on with what needs to be done, and having the freedom to make decisions where appropriate.

Engagement

Engagement represents the levels of enthusiasm and connection employees have with their organization. It measures how motivated they are to take positive action to further the organization, and indicates commitment to staying. Engagement scores typically range from 70%-75%; scores above 80% are excellent, while scores below 60% could indicate disengagement.

Feedback and Recognition

This factor is about knowing that people are being evaluated fairly, whether they do good or bad work, and that the appropriate recognition or action is being taken.

Innovation

This factor represents the organization's attitude about new ideas and encouraging employees to contribute to changing the status quo.

Leadership

This factor represents confidence that the organization has effective and inspiring leaders who communicate well, and recognize the importance of people in the journey. Scores should ideally be 70%-75%, while scores under 55% may need attention.

Learning and Development

This factor is about having opportunities to learn new skills and grow professionally, considering if such opportunities exist at the company, and whether managers and leadership are investing in employees’ futures.

Management

This factor measures a person's connection and confidence with their immediate manager, distinct from their confidence in the organization's leaders (measured under Leadership).

Service and Quality Focus

This factor reflects the organization's attitude toward product quality and service, both internally and externally.

Social Connection

This factor measures how well the employee feels the organization allows them to be part of the wider community or industry.

Teamwork and Ownership

This factor represents feeling connected with a team and the personal and group accountability that is present.

Work and Life Blend

This factor measures how well employees feel they can manage their workload and maintain a balance between work and personal life.