Interpreting the Pulse Survey Results

The Pulse Survey Results dashboard provides comprehensive analytics to understand employee engagement patterns, identify improvement areas, and measure progress over time.

You must have access to survey results, which requires Super Admin or Admin role. At least one pulse survey must be completed before results are available. Results become visible immediately once sufficient responses are collected.

The Empuls Pulse Survey Dashboard provides a comprehensive overview of employee engagement metrics across the organisation.

It displays:

The eNPS is the north star metric on the dashboard. The survey administrator should prioritise improving the organisation's eNPS score, and the Engagement Driver Analysis helps identify the root cause behind the score obtained from each survey run.

The Engagement Drivers Analysis is a statistical tool to identify the key drivers of employee engagement and their performance across the organisation. The Empuls Pulse model has four engagement drivers that impact eNPS:

Each driver is a dimension of impact with underlying sub-dimensions that holistically present a complete picture of the factors contributing to the eNPS.

The score for each of the four engagement drivers is calculated as the average score of each dimension under that driver. The arrow adjacent to each score indicates whether the driver score has increased, decreased, or remained unchanged from the previous survey run. The Engagement Drivers Analysis helps prioritise employee issues that have the most significant impact on eNPS — saving the admin time and effort that would otherwise be spent manually analysing survey results.

Each engagement driver is composed of multiple dimensions measured on a 5-point Likert Scale (Strongly Disagree to Strongly Agree). Each dimension is categorised as one of the following based on responses collected and the direction of trend across the last three survey runs:

Weakness: When an engagement dimension scores less than 3 out of 5, it indicates that more people disagree with the statement than agree with it. Hence, these dimensions are categorised as 'Weakness' and should be the highest priority for the organisation to act upon.

At-Risk: When an engagement dimension scores more than 3 but less than 4 and has shown a downward trend in the last 3 survey runs, it risks becoming a ‘Weakness’ for the organisation if not acted upon. Hence, these dimensions are categorised as 'At Risk', and the organisation should start planning to tackle them proactively.

Acceptable: When an engagement dimension scores more than 3 but less than 4 and has shown neither downward nor an upward trend in the last 3 survey runs.

Improving: When an engagement dimension scores more than 3 but less than 4 and has shown an upward trend in the last 3 survey runs, it is moving toward becoming a ‘Strength’.

Strength: When an engagement dimension scores more than 4 out of 5, it indicates that more people strongly agree with the statement than disagree. Hence, these dimensions are categorised as 'Strengths' and are the organisation's comparative advantage as an employer. The organisation should document and standardise the processes that contribute to its strengths and sustain them long-term.

The Engagement Trends Analysis helps compare the measure of employee sentiments over a period of time so that the HR team can strategise to respond to these trends in line with their business objectives.

The trends chart on Empuls shows the eNPS values (Y-axis) observed in the last six survey runs, along with the range of eNPS when the sampled data (survey respondents) is used to make projections about the population (entire organisation). These are also compared with the industry eNPS benchmark value given as a dotted line, parallel to the X-axis (in green).

Following the eNPS trend chart, the engagement drivers trend chart plots the four driver trendlines on the same X-axis. This helps identify correlations between each of the four drivers and eNPS over time.

The engagement comparison radar charts help identify which pockets of the organisation are performing better or worse than the rest in terms of engagement levels. Engagement can be compared across the following parameters, drawn directly from employee master data:

Anonymous responses to the open-ended feedback question give the HR team rich, detailed insights into the underlying reasons behind survey scores. Open-ended responses allow employees to voice their opinions freely, yielding more accurate information and actionable insights for the HR team.