What if we told you that you can actually use Cheers to predict and prevent voluntary turnover?
Our research has shown a significant correlation between Cheers in TINYpulse and voluntary turnover. In short, the more Cheers an employee sends and receives, the less likely they are to leave the organization voluntarily.
Let us say you are the type of intrinsically motivated employee that comes into the office and gives your all every single day, but does not get sufficiently recognized. Eventually, your morale and motivation will decline and you may even think about pursuing a more rewarding position. That is why we think it's so important to keep an eye on your recognition metrics.
The Cheers dashboard in TINYpulse helps administrators keep an eye on Cheers over time to evaluate how recognition programs are performing and identify departments which may be at risk for attrition.
Cheers and recognition data is constantly streaming into TINYpulse through Cheers and employee responses to pulse questions. This dashboard which you can access in the Admin Portal in the Engage dropdown menu is packed with metrics designed to give you a deep dive into your recognition programs, but let us go through the top three highlights of the Recognition dashboard.
1. Cheers per user
This metric is used in both the top statistics bar as well as each data point on the Cheers Timeline graph. Use it to understand how many Cheers each employee sends on average every month (this metric captures average Cheers sent for all TINYpulse users in your org regardless of role). The graph shows trends over time to help you track and measure the impact of new recognition initiatives. For example, you decide to enable TINYgiftcard to give your recognition programs a boost. If Cheers per user increases after that change, you know that it worked.
2. Recognition Pulse
This is the score of the latest pulse asked in the Recognition question category. It can help you understand how employees feel about recognition in the moment and prompt you to make changes based on their feedback if the score is low. Get a quick view of where you currently stand in the top statistics bar, a comparison of your index compared to the benchmarks in the Cheers Breakdown, and an individual review of Recognition pulse results in the Related Pulses section.
If you see that it has been a while since you have pulsed employees on recognition, you can even schedule a new pulse right from here.
3. Cheers per Admin
Are administrators putting forth enough effort to recognize their team members? It is important to get recognized by peers, but it is even more important for employees to feel like they are valued by leaders at the organization. This metric helps you understand how well administrators are participating in recognition through Cheers.
The Cheers Breakdown section helps you understand the overall status of your recognition programs and quickly see which segments are doing well and which need more attention to improve recognition and appreciation.
The color coding is your first indication of status.
Green = Above the Company average
Red = Below the Company average
Look to your green groups to understand what is going well in terms of recognition since they are leading your company. Then deep dive into the red groups to find out what is going wrong to identify opportunities for improvement.
Recognition Pulse breakdown: This calculation is the average of all pulses belonging to the Recognition question category. Segments are ranked from high to low based on their average scores so you easily know who feels recognition is sufficient and who does not.
Cheers breakdowns: These three columns show you the average number of Cheers received during the past 30 days. This will tell you which groups are actually well recognized and which are not. Since overall happiness is linked to recognition, be sure to support any red groups in promoting recognition efforts to avoid any unwanted attrition down the line.