Insights for Engagement Surveys with Key Driver Analysis (KDA)

While Limeade Listening's Heatmaps provide admins with benchmark data to compare across all groups in the organization, it can be difficult to quickly tell which groups to pay attention to, and how much above or below the organizational benchmark is worth noting. The Insights tab helps address this gap and saves you time on your analysis.

In this article:

• Highly Engaged and Disengaged Groups Analysis 
• Retention and Turnover Analysis

Highly Engaged and Disengaged Groups Analysis 

*The highly engaged and disengaged groups analysis is available for your Engagement Surveys with Key Driver Analysis (KDA) enabled. 

The analysis is based on a +/- 1 standard deviation calculation to identify which groups are statistically engaged or disengaged. 

For each attribute breakdown, the system calculates each group’s Engagement Index score. As a reminder, the Engagement Index score is the average of the five Engagement Index questions:

1. How happy are you at work?
2. I feel energized when I am working.
3. I think deeply about the work I do.
4. I speak positively of the company I work for to others.
5. I am likely to stay with this organization for the next year.

The Limeade Listening platform then calculates the standard deviation and the mean for the sample of all attribute groups. 

• If a group has an Engagement Index score at least one standard deviation below the mean, the group is interpreted as highly disengaged. This group is presented by a red bar in the chart. 
  • Further, the percentage in the chart shows how much this group’s Engagement Index score is below the organization’s Engagement Index score.
• If a group has an Engagement Index score at least one standard deviation above the mean, the group is interpreted as highly engaged. This group is presented by a green bar in the chart. 
  • Further, the percentage in the chart shows how much this group’s Engagement Index score is above the organization’s Engagement Index score.

You can click on a bar in the chart to see a detailed analysis and a list of prioritized drivers for that specific group. 

Within this analysis, you will find:

• The response rate of this group.
• The prioritized drivers for this group. 

This list is obtained by running the KDA for the specific group and then displaying the drivers with the “prioritize” recommendation. This analysis will save you a lot of time when making recommendations to your group leaders. 

To switch between the attribute types, use the drop-down in the left corner.

Note: By default, the attribute breakdown selection is your primary attribute. 

Tips on using this analysis and Heatmaps:

• Use Heatmaps if you want to see the organizational benchmark data comparison for all groups and across all questions. 
• Use the highly engaged and disengaged groups analysis if you want to focus on the Engagement Index and identify specific groups that are statistically engaged or disengaged. This is particularly helpful if your organization has many groups per attribute type. 
• It is recommended to use both analyses. You can use the highly engaged and disengaged groups analysis to quickly get the highly disengaged groups, get their prioritized drivers recommendation, then switch to the Heatmap to review their delta compared to the organization across all drivers. 

Retention and Turnover Analysis

*The retention and turnover analysis is available for your Engagement Surveys with KDA enabled.

At the end of the day, all companies want their employees to stay and be engaged. The retention and turnover analysis provides you with a breakdown of your workforce status into four categories: stuck retention, engaged retention, disengaged turnover, and regrettable turnover. This analysis also helps you estimate the financial consequences of disengaged and at-risk-of-leaving employees to plan your initiatives accordingly. 

The analysis uses the employees' responses to the five Engagement Index questions to categorize their turnover or retention type. As a reminder, the Engagement Index score is the average of the five Engagement Index questions belonging to three categories:

1. How happy are you at work? (Happiness)
2. I feel energized when I am working. (Engagement)
3. I think deeply about the work I do. (Engagement)
4. I speak positively of the company I work for to others. (Engagement)
5. I am likely to stay with this organization for the next year. (Retention)

In the chart, each dot is an employee who submitted a survey response. 

The Y axis is the employees' score responses to the retention question, “I am likely to stay with this organization for the next year.”. 

The X axis is the employees' average score responses to the three engagement questions: 

• “I feel energized when I am working.” 
• “I think deeply about the work I do.” 
• “I speak positively of the company I work for to others.” 

The color scale is the employees' score responses to the happiness question, “How happy are you at work?”

The quadrants of the chart represent the four retention and turnover types: 

• Stuck Retention: These employees rated high on the attrition question (i.e., they are likely staying next year) but rated low on the engagement questions (i.e., they are not cognitively, energetically, or behaviorally engaged). These employees are not engaged but they are staying for other reasons. This has the potential to be very costly and toxic. 
• Engaged Retention: These employees rated low on the attrition question and rated high on the engagement questions. They are highly engaged in the work they do and have intention to stay with the organization. You would want more of these employees.
• Disengaged Turnover: These employees rated low on the attrition question and rated low on the engagement questions. They are disengaged and in the process of leaving. This type of turnover could actually be healthy. Disengaged people that are leaving will create opportunities for the organization to replace them with new employees, bringing in new culture, skills, and expansion of knowledge.
• Regrettable Turnover: These employees rated high on the attrition question and high on the engagement questions. They are engaged but they are more likely to leave next year. This kind of turnover can be very costly, as you would want to entice the engaged people to stay. It is very costly to replace engaged employees. You would want to move these employees from this quadrant to the engaged retention quadrant.

On the right-hand side, you can use the financial value calculator to estimate the financial cost of each quadrant. 

For example, if you can estimate the financial consequence of the regrettable turnover group, you will be able to plan initiatives to maximize their ROI. This will also help your leadership to easily make more informed decisions.

Furthermore, the retention and turnover analysis gives you a breakdown by attribute type so that you can identify the groups that are worth paying attention to. 

Note: By default, the attribute selection is your primary attribute. 

The table gives you the proportion in percentage and the number of employees for each retention and turnover category for each group. 

You can also sort each column to easily identify a group with the highest or lowest proportion of a retention or turnover category.