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Employee Engagement

Monitor engagement levels and proactively support your team across the organization.

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The Employee Engagement dashboard helps you proactively understand how engaged team members are across the organization. By aggregating assessments from both managers and peers, you get a comprehensive view of engagement health. (This is the same capability we list as Employee Retention on the pricing page — engagement is the leading indicator we use to surface retention risk.)

How It Works

Engagement scores are calculated from two sources:

  1. Manager Assessments - Direct supervisors assess engagement for their reports
  2. Peer Assessments - Colleagues assess engagement for people they work with

These assessments are combined into a combined engagement score that weights both perspectives.

Engagement Levels

The scale runs from 1 (Very Disengaged) to 5 (Highly Engaged):

Engagement Level Score Range Meaning
Very Disengaged 1.0 - 1.5 Immediate attention needed
Disengaged 1.5 - 2.5 Significant lack of engagement
Neutral 2.5 - 3.5 Some warning signs
Engaged 3.5 - 4.5 Generally satisfied and contributing
Highly Engaged 4.5 - 5.0 Deeply invested and thriving
Unassessed - No assessments recorded

Dashboard Features

Summary Statistics

At the top of the dashboard, you'll see:

  • Total members in the organization
  • Low engagement count - Members scoring below 2.5
  • Neutral count - Members scoring 2.5-3.5
  • High engagement count - Members scoring above 3.5

Quick Filters

Filter the member list by engagement level:

  • All members - Show everyone
  • Low engagement - Focus on immediate concerns
  • Neutral - Monitor carefully
  • High engagement - Generally healthy
  • Unassessed - Need initial assessment

Search by name or email to quickly find specific individuals.

Member Table

The table shows each member with:

Column Description
Name / Email Member identification
Role Their position in the organization
Manager Score Score from manager assessment
Peer Score Aggregated score from peer assessments
Combined Score Weighted combination of both
Trend Direction of change (improving, stable, declining)
Assessment Count How many assessments inform the score

Member Detail Modal

Click any member row to see detailed breakdown:

  • Manager assessment history
  • Peer assessment history
  • Combined trend over time
  • Assessment notes (if any)

Trend Indicators

Each member shows a trend indicating how their engagement has changed:

Trend Meaning
Improving Engagement score has been increasing (getting better)
Stable No significant change
Declining Engagement score has been decreasing (getting worse)

Note: "Improving" means the person's engagement is increasing, and "Declining" means engagement is dropping.

Exporting Data

Click Export CSV to download:

  • All visible members based on current filters
  • Manager, peer, and combined engagement scores
  • Trend indicators
  • Assessment counts
  • Notes count

Useful for:

  • Executive reporting
  • HR analysis
  • Historical tracking

Acting on Engagement Data

Low Engagement Individuals

When someone shows low engagement:

  1. Verify the data - Are assessments recent and sufficient?
  2. Manager conversation - Discuss with their direct manager
  3. Engagement discussion - Have a supportive conversation to understand their experience
  4. Address root causes - Compensation, growth, workload, team fit

Team Patterns

If multiple people on the same team show low engagement:

  • Investigate team-level issues
  • Review team health assessments
  • Consider team lead effectiveness
  • Look for systemic problems

Unassessed Members

High unassessed counts indicate:

  • New employees not yet assessed
  • Feedback compliance issues
  • Possible blind spots in your data

Encourage managers and peers to complete assessments regularly.

Privacy and Sensitivity

Manager Assessments

  • Visible to organization admins
  • Not visible to the assessed individual
  • Managers can add private notes

Peer Assessments

  • Aggregated anonymously
  • Individual rater identities protected
  • Minimum threshold before showing aggregated peer score

Appropriate Use

This data should be used to:

  • Proactively support employees
  • Identify systemic issues
  • Inform engagement and retention strategies

This data should not be used to:

  • Make termination decisions
  • Punish individuals
  • Replace direct conversations

Assessment Frequency

For accurate data:

  • Managers should assess direct reports monthly
  • Peers are prompted during regular feedback cycles
  • Assessments older than 90 days carry less weight