What is eNPS Engagement Progress in Qualee?
This chart displays your organization's engagement score across multiple questionnaire rounds over a period of time.
Sharing engagement scores with employees over time can lead to a more engaged workforce, improved organizational culture, and a stronger sense of shared purpose and commitment within the company.
Top 5 Reasons on why you should be transparent with your engagement scores:
Trust and Credibility: Transparency fosters trust and credibility within the organization. When employees have access to engagement scores, they are more likely to believe in the authenticity of the data and the company's commitment to improving the workplace environment.
Employee Morale and Satisfaction: Sharing engagement scores demonstrates that the company values employee feedback and is dedicated to addressing any concerns or issues raised. This can boost employee morale and satisfaction, leading to increased motivation and productivity.
Identification of Problem Areas: Transparent engagement scores allow employees to identify specific areas that need improvement. When employees understand the aspects of the workplace that need attention, they can contribute valuable insights and suggestions for enhancing the overall work environment.
Open Communication and Dialogue: Transparency encourages open communication and dialogue between employees and management. It creates a culture of open feedback, where employees feel comfortable expressing their opinions and concerns, leading to more effective problem-solving and decision-making processes.
Demonstrating Commitment to Growth: Sharing engagement scores over time demonstrates the company's commitment to continuous improvement. It shows that the organization is actively monitoring employee satisfaction and is dedicated to implementing necessary changes to create a more positive and productive work environment.
While transparency in sharing engagement scores can have numerous benefits, there are certain situations where companies may decide not to share these scores with their employees over time. Some reasons for this approach might include:
Confidentiality and Privacy Concerns: In some cases, engagement scores might contain sensitive information or feedback that individuals prefer to keep confidential. Respecting employee privacy may be a priority, especially when dealing with personal or sensitive issues.
Unnecessary Stress and Anxiety: Continuously sharing engagement scores might lead to unnecessary stress and anxiety among employees, particularly if the scores consistently reflect negative trends. This can create a sense of uncertainty and fear regarding job security and the overall stability of the company.
Misinterpretation of Data: Without proper context or understanding, employees may misinterpret the data, leading to misunderstandings and potentially damaging morale. Misinterpretation of data could result in unwarranted assumptions about the company's direction or leadership's intentions.
For this reason, Qualee makes it possible to hide/limit eNPS Engagement Progress to your employees and/or managers in the Qualee App. Simply follow these steps:
Log in to the Qualee Console
Navigate to Advanced > App Design
At the bottom section, toggle on/off the eNPS chart on the Qualee app accordingly.
Click Save
