Engagement & performance
Your engagement score is only the beginning.
See where engagement differs, then connect it to performance, turnover, total rewards and the rest of your workforce data to understand what sits behind the score.
1
Establish the signal
Read the response rate before you read the score.
Engagement is up a few points from last year. But before interpreting the improvement, check the response rate: around two thirds of employees responded, slightly fewer than last year.
Then look beyond the 71. See how the score has changed over time and how people are distributed around the average.
2
Break the average apart
The average hides where engagement differs.
Break the same score down by function and location and it runs from the low sixties to the mid seventies. That spread is where the investigation starts.
One region sits above the others in nearly every function. Now you have somewhere to investigate, but not yet an explanation. Role mix, tenure, local conditions and survey timing could all sit behind a gap like that. Keep the response rate beside the score as you go deeper.
3
Cross it with performance
Are the engaged people the ones delivering?
181 people entered sales roles. 153 left. The result: Cross engagement with performance ratings and the picture changes. High performers average 75 on engagement, above the other performance groups.
Their engagement is also up two points in a year. But over the same period, the number of people rated as high performers fell from 180 to 120. Their engagement is rising while their numbers are falling.
4
Cross it with retention
Where do low engagement and high turnover meet?
Plot engagement against voluntary turnover by function and different clusters emerge. Some teams combine lower engagement with higher turnover.
That tells you where to look, not why people are leaving. To understand that, look at the people who actually left.
5
Look at who left
Were the leavers actually less engaged?
Not in this case. People who left over the last year had similar engagement scores to those who stayed, and rated their managers similarly.
The bigger differences were elsewhere. Leavers had lower relative pay and had been in their roles for less time.
Without connecting engagement to other workforce data, you could mistake a progression or rewards signal for an engagement problem.
6
Cross it with critical talent
How do the people the business depends on feel?
Filter the same population to the people on the succession plan and the picture changes. Nominated successors sit three points below the company average. People in critical roles without successor coverage score lower still, at 64.
A business unit can look healthy overall while its successors and the people in critical roles tell a different story.
7
Drill without exposing people
The moment a cell gets small, it stops being data and starts being a person.
Crunchr suppresses small populations before results are shown. The same rules follow the data through drill-downs, exports, reports and Ask Crunchr.
This lets more people work with engagement data without exposing the individuals behind it.
8
Ask the question directly
Don’t want to walk the drill-down? Just ask.
Ask Crunchr answers the questions that come up in a people review. “Where is engagement lowest?” “Are our high performers engaged?” It connects the relevant data and returns the answer in context.
The answers follow the definitions, access rules and privacy protections already in place.
People Analytics Platform
See Crunchr in action
A 5-minute tour. No demo call required.