Workday gives you two ways to view your engagement scores on the dashboard: your average score on a 0-10 scale, or using the NPS scale, which ranges from -100 to 100. Both of these methods have their own distinct advantages.
The first way of looking at your engagement is using the average score. It is an intuitive, simple-to-understand scale that gives you a steady and consistent measure of your teams’ engagement. This average is ideal for getting a quick overview.
You also have the option to view your engagement score using the NPS methodology. This is built on the same framework used to measure customer satisfaction, and can give you a bit more detail on your engagement beyond your average score. Not only that, but it directly correlates your employee engagement with customer satisfaction metrics.
Employee responses to the engagement questions are divided into three groups:
- Detractors (scores from 0 to 6)
- Passives (scores from 7 to 8)
- Promoters (scores from 9 to 10)
‘Detractors’ represent your employees that are either unhappy or need more support. Meanwhile, ‘Passives’, though not disengaged, may have some concerns that are holding them back from realizing their full potential at work. By contrast, ‘Promoters’ are motivated, work with energy and enthusiasm, and bring their full selves to work.
Then, your overall score is calculated by subtracting the percentage of detractors from the percentage of promoters, giving you a score between -100 and 100. This makes the NPS scale even more sensitive than the 0-10 average score view. When an employee’s response changes from detractor to passive, or passive to promoter, you’ll see the positive changes reflected in your score.
To see how these two scales complement each other in practice, let’s imagine the following scenario:
Your most recent survey round has closed, and your team of 20 employees has an average engagement score of 7.5/10. On the surface, that looks really good. However, when you look at your NPS score, it’s 0, and your NPS breakdown tells you that while half of your team are promoters, the other half are detractors.
This means that half of your team is extremely engaged, scoring from 9 or 10/10, while the other half is disengaged, scoring between 5 or 6/10. For leaders, this is a significant issue.
Fifty percent of your employees could be at risk of leaving your organization—something which you would not have been aware of without the ability to view your engagement using different scales. When you have the whole picture of your employees’ engagement, you can be more proactive and course-correct to reduce churn, strengthen loyalty, and drive a high-performance culture.
Workday Peakon Employee Voice Scores are a Proven Indicator of Business Performance
In addition to measuring employee engagement, we also measure the outcomes of that engagement. Building an understanding of your company’s engagement and the key factors that impact it will mean you can make real changes that drive your business outcomes in a tangible way.
In this Total Economic Impact™ Study conducted by Forrester Consulting on behalf of Workday, Forrester Consulting estimated Workday clients achieved a 244% return on investment. With that in mind, let’s look at how such returns relate to other key business metrics.
When your employees are engaged, they’re more likely to go the extra mile to deliver an exceptional experience for your customers—and happy customers spend more with your brand. That’s how higher employee engagement not only leads to higher customer satisfaction, but higher revenue.
One of the clearest upshots of a more engaged workforce is a reduction in employee absenteeism. The Total Economic Impact™ Study conducted by Forrester Consulting on behalf of Workday estimated that, after 3 years with Workday, average employee absenteeism declined by two days. The impact of that adjustment across a whole workforce is potentially massive.
Engaged employees are more likely to stay with your organization than disengaged ones, a fact we can measure with our Engagement and Loyalty outcome questions. The Total Economic Impact™ Study conducted by Forrester Consulting on behalf of Workday estimated that, after 3 years with Workday, voluntary staff turnover was reduced by 10%.
Workday Peakon Employee Voice Helps You Take Action on Your Engagement Scores
Measuring engagement is an important step to achieving your strategic objectives. However, in order to drive improvements based on that insight, you also need to understand what’s impacting your scores. This is why, in addition to choosing a score between 0 and 10 on the Workday Peakon Employee Voice, employees have the option to enter a text comment to accompany their score when answering a question.
Employee comments provide a rich source of insight and add further context to quantitative survey responses. Workday’s Topics feature uses Natural Linguistic Processing (NLP)—a form of machine learning—to surface the most common themes and issues that matter to the people in your organization.
Personalized insights are then delivered to every leader, so you can drive positive change from the bottom up, and help your managers take the actions necessary to improve engagement in their teams. It’s through this process that you’ll see real change in your engagement scores.