What is this page about?
The Engagement Thermometer module is used for 2 major purposes (that can work simultaneously or not):
The Pulse surveys represent an important tool for HR management when it comes to organisational climate analysis.
These studies should be carried out on a recurring basis throughout the year to allow decision-makers to feel the pulse of the organisation and be able to act in case of drastic changes.
With GFoundry, through a set of 130 questions divided into 9 different metrics, it is possible to implement an Employee Pulse Survey in just a few minutes.
By defining the frequency of the study (which may be weekly, bi-weekly or monthly), questions are asked to employees on a scale from 0 to 10 (with coloured icons), allowing access to the Engagement Score divided into 9 metrics. The 9 metrics are:
Engagement with Managers;
Engagement with Peers;
Happiness & Satisfaction;
In addition to providing an overview of the organisation as a whole with regard to organisational climate, it is also possible to carry out this analysis by segments, either by functional teams or certain groups of employees. The answers are anonymous, so it is not possible to obtain the individual answers of employees.
Using the Engagement Thermometer interface, the company can create customised assessment cycles for any purpose!
Either through scale questions (as it is done in Climate Surveys), or open-ended questions, or a combination of both, customised assessments may be created, in periods defined by the company, in which the employee may respond, also anonymously.
One example of the use of Customised Assessments could be the Assessment of Managers. The company can create pre-defined cycles in time in which employees will have to evaluate their managers, in order to have more information about their performance.
On this help page you will be able to
With this help page we intend to help you set up all the necessary configurations to implement the tool in your companies environment. We will help you understand how to gather the data and analyze it.
The Dashboard page is were you will be able to access all the data generated from your community’s responses.
The available dashboards allow you to view the score by category and topic, and you can also apply filters.
All data can be exported in XLS format for further analysis.
The Thermometer Module is designed to take the pulse of your organization by measuring various aspects of the workplace environment and employee sentiment. This module goes beyond traditional engagement surveys by providing real-time insights and a comprehensive set of metrics to gauge the overall climate of your organization.
One of the key strengths of the Thermometer Module is its ability to assess engagement through nine specific Key Performance Indicators (KPIs).
These KPIs encompass a wide range of factors that collectively contribute to the overall engagement and satisfaction of employees within an organization.
The metrics include Personal Development, Engagement with Managers, Engagement with Peers, Happiness & Satisfaction, Employer Branding, Feedback, Work-Life Balance, Alignment, and Recognition.
By consistently measuring these KPIs, organizations can gain a clear picture of their current engagement levels and identify areas for improvement.
Brief description of each of these Key Performance Indicators (KPIs):
These KPIs represent a broad spectrum of factors influencing employee engagement and satisfaction:
Personal Development: This measures how employees perceive their opportunities for growth and development within the organization. It can include factors like access to training, career progression opportunities, skill development, and personal learning initiatives.
Engagement with Managers: This KPI assesses the quality of the relationship between employees and their direct supervisors or managers. It might encompass elements like communication quality, trust, support, managerial competence, and the effectiveness of leadership style.
Engagement with Peers: This evaluates the extent and quality of interaction and cooperation among team members or colleagues. Factors influencing this KPI could include team cohesion, mutual respect, collaboration, and the sense of community.
Happiness & Satisfaction: This KPI measures employees' overall happiness and satisfaction with their job and the organization. This can be influenced by many factors, such as workload, job role, company culture, compensation, benefits, and more.
Employer Branding: This assesses how employees perceive the company's reputation as an employer. It's influenced by factors like company values, public perception, social responsibility, workplace environment, and how well these are communicated internally and externally.
Feedback: This KPI gauges the effectiveness of feedback mechanisms within the organization, including performance reviews, feedback from superiors, peer feedback, and opportunities for employees to share their thoughts and ideas.
Work-Life Balance: This measures how well employees can balance their work commitments with their personal life. Factors influencing this KPI could include workload, flexible work policies, remote work opportunities, and the culture around overtime and time off.
Alignment: This KPI evaluates how well employees understand and connect with the company's mission, values, and strategic goals. It shows whether the workforce is working in unison towards the same objectives and understands the direction the company is heading.
Recognition: This assesses the effectiveness of recognition and reward systems within the company. It looks at whether employees feel their efforts and contributions are acknowledged and appreciated.
Why are the pulse survey questions repetitive?
First, it is important to remember that the pulse survey feature on the Engagement Thermometer is based on a pulse approach.
Unlike other survey methods, the pulse approach targets frequent touchpoints to understand the real-time movement of employee engagement.
With this, the organization can then understand what is going on, find out whether or not initiatives have had an impact on employee engagement and see which metric or sub-metric requires attention.
Being able to track progress is key to being able to adapt strategies, communications and actions as necessary. As such, it is normal for the same survey question to come back from time to time. This allows the organization to detect problem areas at an early stage and take action quickly.
Can I access the questions of the multiple pulse survey categories and deactivate some of them?
Yes, it is very easy to do so. Just go to the "Pulse Survey Settings" section, inside the "Engagement Thermometer" menu and choose the "Questions" option.
You can also measure eNPS.
The eNPS, or Employee Net Promoter Score, is a metric used to measure employee satisfaction, loyalty, and engagement. It's a variant of the Net Promoter Score (NPS), a widely used customer loyalty metric, but instead of measuring customer loyalty, the eNPS measures employee loyalty.
The eNPS is calculated by asking employees one simple question: "On a scale from 0-10, how likely are you to recommend this company as a place to work?" Employees are then categorized into three groups based on their responses:
Promoters (score 9-10): These are loyal enthusiasts who love their jobs and their workplace. They will keep investing their effort in the company and will refer others to join the company as well.
Passives (score 7-8): These are satisfied but unenthusiastic employees who could be swayed by competing job offers. They are generally content but might not promote the company actively to others.
Detractors (score 0-6): These employees are dissatisfied, disengaged, and unlikely to recommend the company to their peers. They may contribute to a negative work environment and could potentially harm the company's reputation.
To calculate the eNPS, you subtract the percentage of Detractors from the percentage of Promoters. Passives are not directly factored into the equation.
The final score can range from -100 (if every employee is a Detractor) to 100 (if every employee is a Promoter).
A positive score is generally considered good, and a score above 50 is considered excellent.
Regularly measuring eNPS can help companies identify trends in employee satisfaction over time and highlight areas where improvements may be needed.
Pulse Survey Settings:
The pulse survey settings page let's you change the Frequency when the forms are presented to the user, you can set this option to Weekly, every 2 weeks or monthly. You can also add and remove groups.
What about the frontend? What will my users see?
When the user logs in it will automatically presented with the survey.