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How to Read the ENPS Dashboard Data

As the company’s lead, when you access the ENPS section of the website, you will see a selection of graphs and data at various levels of the organization.  Below is an explanation of each area of the dashboard. This will show you how to read the ENPS dashboard data effectively:

Company Overview

When your organization’s employees have spent time using the Work-Dojo app, you will collate a series of data about the engagement levels of your employees. This section will provide you with:

• ENPS score across all teams
• Detractors score across all teams
• Passives score across all teams
• Promoters score across all teams. 

Detractors

Detractors are employees that are dissatisfied at work. These people could be an active threat for your company as they are the people who are purposefully degrading your brand. They talk negatively about your company and the people within it. They need to be actively managed. 

Passives

Passives are employees who are neither engaged nor disengaged with your company or their work. They are not necessarily a threat at this time, but they could quickly shift into a detractor or a promoter status. They are the ones to watch. It can be useful to try to discover where these people sit within their passive state. Figure out who are passive-detractors (people who are more likely to shift to detractor state), and who are passive-promoters (people more likely to shift into a promoter role.) The passive promoters could be key assets!

Promoters

Promoters are your main ambassadors of your company and brand. These are the people who already think your brand and their role at your company is good. You can’t forget about these people as ‘all ok’ though. You must make sure they remain active promoters by looking out for their needs. Active promoters could shift into another state quickly. And, because they are emotionally invested in the brand, they could become difficult employees should they shift into detractor state. 

Team Overview

As company lead, you can select which team’s data you wish to view. For each team, you can see:

• Their overall eNPS score
• Their number of detractors, passives, and promoters. 

Heat map over time

The heat map is broken down into three colors:

• RED means the percentage of people is very low and there is an issue

• YELLOW means the percentage of people is average – there could be an issue, or this figure could climb

• GREEN means the percentage of people is high and there’s cause for celebration. However, this could quickly change, so it’s important to keep a close eye on what is happening

You can download heat maps as graphics files to use in presentations or other documents.

Line graph over time

Once you have enough data, you can split it by time period – weekly, monthly, quarterly, yearly – to discover trends over specific time scales. This can help you to see if scores change over time or if certain events affect employees’ engagement based on whether they are using, or not using the app and engaging in the activities. Remember, no usage or little usage of the app leading to no data can be as telling as having an array of data points. 

You can download line graphs as graphics files to use in presentations or other documents.

How to split the data

Once you have a broad understanding of the data you can see up front, you can split the data into teams, groups or other ways to discover brand new insights. This allows you to dig deeper into the cultural happenings at your company. Ways to consider the data are as follows:

1. Across the entire company
   

   Viewing the data in this way will provide you with a high-level overview and benchmark to measure engagement over time. But you can’t stop there. This is only one minor part of your engagement story.

2. Across groups/teams
   

   Once you have enough data, and if your company is large enough to split the data usefully in this way, you can drill deeper into engagement levels in different groups and teams. This allows you to see areas of best practice to celebrate, and areas that require support.

3. At manager and team level
   

   Understanding how teams are performing can give you some insight into which managers may require extra support and which managers are excelling in their roles. This can advise you which managers to elicit for additional one-on-ones with team members/contributors

4. Between employees and the organization
   

   As you collect more data over time, you can begin to understand how your employees feel about your company and their view of the systems, processes, relationships, culture, and rituals within it.

5. Direct relationships between managers and employees
   

   Research shows that manager and employee relationships have a significant impact on employee productivity and their likelihood to go over and above their defined role to do good for the organization. By knowing where areas of best practice are in your teams, you can discover where those positive relationships occur and start to spread the learnings through other teams at your company.

6. Direct relationships between co-workers

• When teams are accelerating there is usually a good dynamic within them. Where the data shows teams are performing well can steer you in the direction of some insights you can spread further across the company. This can help you to promote further positive relationships among co-workers.  
• When teams aren’t performing well, it can be down to lots of reasons. One of those may be disharmony among co-workers. By delving deeper into areas where you can see there are detractors or negative passives you can begin to uncover some of the issues and design interventions to support these issues. 

How to move forward

For more information about the kinds of questions you can ask yourself about how to understand what’s driving these figures, first up see the Work-Dojo Super Success Guide. You will also find lots more information in the coming weeks and months through additional training, articles, videos. We also provide ongoing consulting support to help you to implement new ways of working or designing and actioning new processes. These interventions facilitate and drive engagement for employees and ensure they have more positive experiences at work. The result is a happier and more productive workforce.